NSF ADVANCE Catalyst: Tracking Recognition and Engagement of Women in Low-Prestige/High-Workload Service Activities at Kent State University

计数是实现性别平等的有力工具，因为它：(1)激励组织变革；(2)破除“这里没有性别偏见”的神话；(3)确定制度变革目标；(4)建立问责制；(5)记录了变更工作的有效性。我们的目标是在之前ADVANCE计划的基础上，透明地量化自我认同的交叉性别和种族/民族身份（IGRE身份），以跟踪肯特州立大学（KSU） STEM女性教师的保留和晋升情况。妇女完成更多工作量大/地位低的服务任务，这可能成为她们在学术界向上流动的障碍。因此，透明地量化服务工作量的差异是必要的。与男性相比，女性更有可能担任知名度或声望较低的服务职位。我们有经验证据表明，在KSU，女性比男性从事更多的服务工作：2017年KSU的一项气候调查发现，更多的女性（47%）比男性（34%）的教师表示感到服务责任的负担，而且女性不成比例地构成了本科研究导师。我们提出的在线仪表盘将根据nsf认可的STEM领域、排名和IGREs汇总服务负担。我们将测量与教师服务活动相关的声望、工作量和成就感的主观看法，以确定服务工作量不平等最大的STEM领域。我们将分析从过去十年中从从大学离职的教师那里收集的离职面谈数据，以确定他们的IGRE身份和服务负担是否/如何影响他们的离职决定。最后，我们将建立一个STEM女性支援网络，以促进社区建设和有关服务工作量的指导。我们项目的一个关键优势是它注重通过制度变革来纠正结构性不平等。我们的项目解决了服务负担，这是性别不平等的一个具体上游原因，以提高KSU STEM女性教师的保留和发展。我们项目的具体目标是通过交叉性别和种族/民族身份（IGRE身份）透明地量化服务承诺中的不平等，同时保持教师匿名。我们的方法建立在以前的NSF ADVANCE工作（NSF Grant #1463898）报告的基础上，这种透明度是减少服务中性别差异的有效干预措施。对于我们的项目来说，时机是完美的，它将涉及定量（即，关于服务承诺和看法的在线匿名调查）以及定性研究方法（例如，离职面谈回应和绩效评估材料的二次数据分析），因为它与KSU最近发布的战略DEI计划相吻合。KSU拥有8个校区，拥有约42,000名学生的博士学位授予公共机构，最近被授予最高研究卡内基分类（即R1），是理想的ADVANCE奖获得者。我们多元化的研究团队有强大的机构支持。我们的KSU STEM教师服务数据中央存储库将通过自我认定的IGRE身份透明地跟踪服务承诺，以通过终身教职/管理级别提高女性STEM教师的向上流动性，减少STEM教授宏观层面的性别不平等。此外，我们的方法可以很容易地用于解决世界各地大学和机构背景下的IGRE不平等问题。其他更广泛的影响包括在赠款的“生命期”之后继续保持记录的透明度，扩大妇女的声音，以及为处于不同职业阶段的受训者提供跨学科研究培训和传播机会。NSF ADVANCE项目旨在通过识别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、过程、实践以及组织文化和气候中。ADVANCE“催化剂”奖为学术、非营利高等教育机构的机构公平评估和五年教师公平战略计划的制定提供支持。该奖项反映了美国国家科学基金会的法定使命，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。

Counting is a powerful tool for achieving gender equity because it: (1) motivates organizational change; (2) dispels myths that “gender bias doesn’t happen here”; (3) identifies institutional change targets; (4) creates accountability; and (5) documents the efficacy of change efforts. Our goal is to build upon previous ADVANCE initiatives by transparently quantifying self-identified intersecting gender and racial/ethnic identities (IGRE identities) to track STEM women faculty’s retention and promotion at Kent State University (KSU). Women complete more high-workload/low-status service tasks, which can be an obstacle to their upward mobility in academia. Therefore, transparently quantifying disparities in service workload is imperative. Relative to men, women are disproportionately more likely to hold service positions with little visibility or prestige. We have empirical evidence that women engage in more service work than men at KSU: A 2017 KSU climate survey found more women (47%) than men (34%) faculty reported feeling burdened by service responsibilities, and women disproportionately comprise undergraduate research mentors. Our proposed online dashboard will aggregate service burden by NSF-recognized STEM fields, rank, and IGREs. We will measure subjective perceptions of the prestige, workload, and fulfillment associated with faculty members’ service activities to identify those STEM fields with the greatest service workload inequities. We will analyze exit interview data collected across the last decade from faculty who separated from the university to determine whether/how their IGRE identities and service burdens contributed to their departure decision. Finally, we will establish a STEM Women’s Support Network to promote community building and mentorship pertaining to service workloads. A key strength of our project is its focus on making institutional change to remedy structural inequities. Our project addresses service burden, a specific upstream cause of gender inequity, to improve retention and advancement of STEM women faculty at KSU. The specific aim of our project is to transparently quantify inequities in service commitments by intersecting gender and racial/ethnic identities (IGRE identities) while maintaining faculty anonymity. Our approach builds on previous NSF ADVANCE work (NSF Grant #1463898) reporting such transparency is an efficacious intervention for reducing gender disparities in service. The timing is perfect for our project, which will involve quantitative (i.e., online anonymous surveys about service commitments and perceptions) as well as qualitative research methodology (e.g., secondary data analyses of exit interview responses and merit review materials), because it dovetails with KSU's recently released strategic DEI plan. KSU, an eight-campus, doctoral-granting public institution with ~42,000 students, which was recently granted the highest research Carnegie Classification (i.e., R1), is an ideal ADVANCE award recipient. Our diverse research team has strong institutional support. Our central repository of KSU STEM faculty service data will transparently track service commitments by self-identified IGRE identities to improve upward mobility of women STEM faculty through tenure/administration ranks, chipping away at macro-level gender inequalities in the STEM professoriate. Moreover, our approach can be readily adapted to address IGRE inequalities in university and institutional contexts across the world. Other broader impacts include continued transparency in record-keeping beyond the “life” of the grant, amplification of women’s voices, and interdisciplinary research training and dissemination opportunities for trainees at various career stages. 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.