NSF ADVANCE Catalyst: A Data Driven Critical Needs Assessment of STEM Faculty Recruitment, Retention, and Promotion for George Mason University

乔治梅森大学（梅森）教师的多样性，包括科学，技术，工程和数学（STEM）教师，远远落后于学生团体，无论是在妇女的代表性和代表性不足的种族/少数民族（URM）群体的人。Mason ADVANCE Catalyst团队将对STEM终身教职和全职（或有）教职人员的定量和定性数据进行重要，系统的收集和评估，并注意交叉分析，以确定需要进行变革的地方。重点将放在征聘和雇用、续约/重新任命、晋升和任期上。这种系统分析将为有意义的、持续的体制变革提供信息。此外，它将奠定基础，为同行机构争取人口多样性之间的教师与本科学生的身体，这些教师教育的平等的重要，可推广的结果。该项目的具体目标是：（1）探索STEM教师类型和级别在招聘、保留、晋升和任期方面是否存在种族/民族和性别差异;（2）了解这些差异可能存在的原因，包括可能导致这些结果的任何政策、做法和文化规范;和（3）确定成功的战略，从以前的先进工作，以创建一个干股权战略计划，以改善招聘和保留不同的教师在梅森。为了实现这些目标，该团队将分析工程与计算学院和科学学院的数据集，这些数据集捕捉与机构文化相关的主题;招聘和雇用;保留;和公平。该团队将利用交叉性透镜，以更好地了解为什么某些人口统计数据在梅森教师中的代表性过高或过低。通过这个项目，梅森将能够识别和制定计划，以减轻组织障碍，阻碍了不同的教师的充分参与和进步。它将为公平评估和STEM公平战略计划的制定奠定基础，该计划将为教师的成功营造更具包容性的文化和氛围。因此，该项目将有助于更广泛的对话成功的教师在干代表不足，由NCSES定义。该催化剂团队将产生：（一）一份综合报告，（二）沟通计划，教育我们的校园社区对任何已确定的种族/性别差异，以及（三）与相关专家的虚拟会议，以分享调查结果和有效的做法，规划具体的干预措施，以解决项目的调查结果的知识。NSF ADVANCE计划旨在通过重点确定和消除阻碍学术机构中不同教师充分参与和进步的组织障碍来促进性别平等。阻碍公平的组织障碍可能存在于政策、流程、做法以及组织文化和氛围中。ADVANCE“催化剂”奖为学术性、非营利高等教育机构的机构公平评估和五年期教师公平战略计划的制定提供支持。该奖项反映了NSF的法定使命，并被认为值得通过使用基金会的知识价值和更广泛的影响审查标准进行评估来支持。

The diversity of George Mason University (Mason) faculty, including science, technology, engineering, and mathematics (STEM) faculty, lags well behind that of the student body, both in terms of the representation of women and of people from underrepresented racial/ethnic minority (URM) groups. The Mason ADVANCE Catalyst team will undertake a significant, systematic collection and evaluation of quantitative and qualitative data for STEM tenure-track and full-time term (contingent) faculty with attention to intersectional analyses to pinpoint where change efforts are needed. The focus will be on recruitment and hiring, and renewal/reappointment, promotion, and tenure (RPT). This systematic analysis will inform meaningful, sustained institutional change. Moreover, it will lay the foundation for significant, generalizable results for peer institutions striving for demographic diversity amongst their faculty on par with that of the undergraduate student body those faculty educate. Specific goals of this project are to (1) explore whether there are racial/ethnic and gender disparities across STEM faculty types and ranks with respect to recruitment, retention, promotion, and tenure; (2) learn about the reasons why these disparities may exist, including any policies, practices, and cultural norms that may contribute to these outcomes; and (3) identify successful strategies from prior ADVANCE work to create a STEM Equity Strategic Plan to improve recruitment and retention of diverse faculty at Mason. To accomplish these goals, the team will analyze College of Engineering and Computing and College of Science data sets that capture themes related to institutional culture; recruitment and hiring; retention; and equity. The team will utilize an intersectionality lens to better understand the particularities of why certain demographics are over- or underrepresented among Mason faculty. Through this project, Mason will be able to identify and make plans to mitigate organizational barriers that impede the full participation and advancement of diverse faculty. It will lay the foundation for an equity assessment and the development of a STEM Equity Strategic Plan that will foster a more inclusive culture and climate for faculty success. Thus, the project will contribute to broader conversations about success for faculty underrepresented in STEM, as defined by NCSES. The Catalyst Team will produce: (i) a comprehensive report, (ii) a communication plan to educate our campus community on any identified racial/gender disparities, and (iii) a virtual conference with relevant experts to share findings and knowledge of effective practices for planning of specific interventions to address project findings. The NSF ADVANCE program is designed to foster gender equity through a focus on the identification and elimination of organizational barriers that impede the full participation and advancement of diverse faculty in academic institutions. Organizational barriers that inhibit equity may exist in policies, processes, practices, and the organizational culture and climate. ADVANCE "Catalyst" awards provide support for institutional equity assessments and the development of five-year faculty equity strategic plans at academic, non-profit institutions of higher educationThis award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.