ADVANCE Catalyst: Organizational Change for Gender Equity in STEM Academic Professions

随着国家继续关注高等教育中科学，技术，工程和数学（STEM）教育工作者多样性的重要性和意义，许多大学正在密切关注他们的招聘实践以及公平和包容的文化。有证据表明，多样化的STEM劳动力对未来科学家的教育至关重要。解决系统性障碍，发展多元化和支持干教师，特别是妇女和有色人种的妇女，需要在所有招聘，晋升和保留水平的变革。为了强调对交叉性的关注，我们将把女性，有色人种女性，酷儿女性和在STEM领域具有交叉边缘化身份的女性称为STEM的womxn教师。尽管获得科学博士学位的女性人数正在增加，但研究表明，学术界的女性在STEM部门被招聘、晋升和保留的可能性低于男性。由于工作场所的各种障碍，在终身职位上成为STEM教师的Womxn通常比男性晋升到领导职位的速度要慢。对试图纠正性别偏见的项目的抵制，以及贬低或忽视关于STEM中女性面临的偏见的研究的倾向，继续存在。这种情况要求对机构的文化采取变革性办法。该项目旨在增加女性识别STEM教师招聘，招聘，晋升和保留。该项目旨在专注于直接解决招聘，保留和晋升的每个领域的三个目标：（1）对教师招聘和招聘实践的每个阶段实施严格的数据跟踪，（2）探索教师教学和服务负荷的公平和透明度的观念和现实，以及（3）审查与终身制和晋升领导有关的政策和实践。该项目将导致一个合作开发的五年计划，以提高和支持教师的多样性在干在ccampus. NSF先进计划的目的是促进性别平等，通过重点识别和消除组织的障碍，阻碍了充分参与和学术机构的不同教师的进步。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”奖项为学术性、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，被认为值得支持。

As the nation continues to focus on the importance and significance of diversity in science, technology, engineering, and mathematics (STEM) educators within higher education, many universities are taking a closer look at their hiring practices and their culture of equity and inclusion. Evidence suggests that a diverse STEM workforce is essential to the education of future scientists. Addressing systemic barriers to developing a diverse and supported STEM faculty, particularly for women and women of color, requires transformative change at all recruitment, promotion, and retention levels. In the interest of emphasizing a focus on intersectionality, we will refer to women, women of color, queer women, and women with intersectional marginalized identities in STEM fields as womxn faculty in STEM. Even though the number of womxn receiving doctorates in the sciences is increasing, research has shown that womxn in academia are less likely than men to be recruited, promoted, and retained in STEM departments. Womxn who become STEM faculty members in tenure-track positions are often promoted slower than men into leadership positions because of a variety of barriers in the workplace. Resistance to programs that attempt to correct gender bias and an inclination to devalue or dismiss research on the biases that womxn in STEM face continue to persist. This situation calls for a transformative approach to an institution's culture. This project aims to increase female-identifying STEM faculty recruitment, hiring, promotion, and retention. This project aims to focus on three goals directly addressing each area of recruitment, retention, and promotion: (1) implement rigorous data tracking for each stage of faculty recruitment and hiring practices, (2) explore perceptions and realities of equity and transparency in faculty teaching and service loads, and (3) review policies and practices related to tenure and promotion to leadership. The project will result in a collaboratively developed five-year plan to enhance and support faculty diversity in STEM at CSUB.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 education.This 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.