NSF ADVANCE Catalyst: Evaluation and Assessment of Gender Leadership Equity and Support

本笃会大学（BenU）将实施一个NSF-ADVANCE催化剂项目评估和性别，领导力，公平和支持的评估（EAGLES），以调查存在的障碍，沿着STEM教师职业道路阻碍成功招聘，晋升，和妇女的领导，残疾人，谁确定为LGBTQ+的人，和同龄人，因为他们的种族或种族（PEER）被排除在外。本大学认识到，雇用和留住多样化的教师是教育和指导日益多样化的学生人口和他们在干的成功很重要;然而，一个多样化的干教师，特别是在小，主要是本科院校数量少，进行额外的“不成文”的服务，导致不平衡偏向服务，而不是奖学金。EAGLES旨在评估过程之前，期间和之后，通过收集教师对当前招聘，晋升过程和职业灵活性政策的看法，以确定可以阻止成功招聘和晋升的重要因素。 与ADVANCE网络和领导层合作，该项目旨在制定关于职业灵活性，招聘和保留的战略和指导方针，这些战略和指导方针可以更好地解释小，主要是本科院校。这个ADVANCE Catalyst项目的目标是通过进行广泛的机构评估，指导数据驱动的战略计划，以1）增加包容性的招聘政策和做法，2）增加和提高教师职业的灵活性，3）促进STEM边缘化群体（女性，残疾人，LGBTQ+和PEER）的领导地位。机构评估将包括通过外部咨询审查和内部审查（如教师气候和看法调查）收集和分析数据。评估将通过内部和外部学术和行政领导人咨询委员会的指导提供支持。该项目的调查结果将在整个BenU并通过同行机构可以使用的开源平台广泛传播。该项目的更广泛影响将扩大DEI的基本培训和合作努力，以解决BenU的不平等问题。该项目的成果旨在提供与当前大学努力相吻合的系统性变革，并促进有才华和经验的女性，同行，残疾人和STEM教师中认同为LGBTQ+的人的融入。调查结果的实施旨在使BenU教师的多样性与其多样化的学生群体保持一致。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、非营利性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。

Benedictine University (BenU) will implement a NSF-ADVANCE Catalyst project Evaluation and Assessment of Gender, Leadership, Equity, and Support (EAGLES) to investigate barriers that exist along the STEM faculty career pathway hindering successful hiring, advancement, and leadership of women, persons with disabilities, persons who identify as LGBTQ+, and peers excluded because of their ethnicity or race (PEERs). BenU recognizes that hiring and retaining diverse faculty is important in education and mentorship of the growing diverse student population and their success in STEM; however, a low number of diverse STEM faculty, especially at small, primarily undergraduate institutions, carry additional “unwritten” service resulting in an imbalance skewed towards service rather than scholarship. EAGLES aims to evaluate the processes before, during, and after BenU STEM faculty are hired through collection of faculty perceptions regarding current hiring, promotion process, and career flexibility policies to identify significant factors that can deter successful hiring and advancement. In collaboration with ADVANCE networks and leadership, this project aims to develop strategies and guidelines on career flexibility, hiring, and retention that can better account for the equitable distribution of service expected of the low percentage of diverse faculty at small, primarily undergraduate institutions.The goal of this ADVANCE Catalyst project is to address these inequities within BenU STEM by undertaking an extensive institutional assessment that will guide a data-driven strategic plan to 1) increase inclusive hiring policies and practices, 2) increase and improve faculty career flexibility, and 3) promote leadership advancement for marginalized groups in STEM (female, persons with disabilities, persons who identify as LGBTQ+, and PEERs). The institutional assessment will include data collection and analysis via external consulting reviews and internal reviews (e.g. faculty climate and perception surveys). The assessment will be supported through the guidance of an Advisory Board of internal and external academic and administrative leaders. The project’s findings will be broadly disseminated across BenU and through open source platforms that peer institutions can use. The broader impacts of the project will enable an expansion of essential training in DEI and collaborative efforts to address inequities at BenU. The project’s outcomes aim to provide systemic changes that dovetail with current university efforts and promote the inclusion of talented and experienced females, PEERs, persons with disabilities, and persons who identify as LGBTQ+ among STEM faculty. Implementation of the findings aims to align the diversity of the BenU faculty with its diverse student population. 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.