ADVANCE Catalyst: Diagnosing Intersectional Challenges for Equity in STEM

STEM（DICES）项目的诊断交叉挑战将支持密苏里州-堪萨斯城大学（UMKC）为期两年的自学。自我研究旨在确定影响STEM学科女性教师招聘，保留和成功的系统性障碍。UMKC最近进行了重组，创建了三个新的学术单位，所有这些单位都包括STEM学科：科学与工程学院，人文与社会科学学院以及教育，社会工作和心理科学学院。这次重组的规模和范围为循证变革带来了独特的机会。DICES项目为UMKC提供了必要的数据信息洞察力，通过识别导致现有不平等的政策和程序来实施修订后的政策。DICES还将提供一个机会，通过跨部门的透镜来处理创建新的和更公平的学术政策和程序的工作。 UMKC对DICES项目的广泛目标是（1）进行自我研究，以确定影响UMKC STEM学科女性教师招聘，保留和成功的系统性障碍。(2)使用交叉性框架进行自学。(3)通过研究、实地考察和咨询，在与STEM性别平等和交叉性有关的机构转型前沿采用最佳做法。(4)运用从自我研究和创新试点研究中学到的知识，改进或取代造成不平等的现行政策或程序，并起草一项五年战略计划，以执行和评估这些政策或程序。作为自我研究的一部分，UMKC将建立一个全面的数据集，以澄清现有不平等的原因，并增加对它们的了解。数据集将包括：（1）STEM教师按性别，头衔和部门的分布，（2）STEM教师的职业途径和认可，以及这些途径如何因性别和其他交叉身份而不同，（3）按性别，头衔和部门分配STEM教师的资源分配，包括工资，启动包，研究空间，研究生助理，咨询，工作量分配和分配，和（4）政策，程序和其他战略的变化UMKC可以实施，以促进性别平等。NSF的进步计划，旨在促进性别平等，通过重点识别和消除组织障碍，阻碍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。

The Diagnosing Intersectional Challenges for Equity in STEM (DICES) project will support a two-year self-study at the University of Missouri - Kansas City (UMKC). The self-study aims to identify systemic barriers that affect the recruitment, retention, and success of women faculty in STEM disciplines. UMKC has recently reorganized, creating three new academic units, all of which include STEM disciplines: the School of Science and Engineering, the School of Humanities and Social Science, and the School of Education, Social Work, and Psychological Science. The size and scope of this reorganization bring about a unique opportunity for evidence-based change. The DICES project provides UMKC with the requisite data-informed insight to implement amended policies by identifying policies and procedures contributing to existing inequities. DICES will also provide an opportunity to approach the work of creating new and more equitable academic policies and procedures through an intersectional lens. UMKC’s broad goals for the DICES project are to (1) Conduct a self-study to identify systemic barriers that affect the recruitment, retention, and success of women faculty in STEM disciplines at UMKC. (2) Use an intersectionality framework for the self-study. (3) Engage best practices on the frontiers of institutional transformation related to STEM gender equity and intersectionality through research, site visits, and consultations. (4) Apply what is learned from the self-study and an innovative pilot study to improve or replace current policies or procedures contributing to inequities and draft a five-year strategic plan for their implementation and assessment. As part of the self-study, UMKC will build a comprehensive dataset to clarify the reasons for existing inequities and increase knowledge about them. The dataset will include: (1) the distribution of STEM faculty by gender, title, and department, (2) the career pathways and recognition for STEM faculty and how those pathways differ by gender and other intersectional identities, (3) the distribution of resource allocation to STEM faculty by gender, title, and department, including salary, start-up packages, research space, graduate assistants, advising, workload assignments and distribution, and (4) the changes to policy, procedure, and other strategies UMKC can implement to promote gender equity.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 an academic, non-profit institution 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.