AGEP FC-PAM: Alliance for Relevant and Inclusive Sponsorship of Engineering Researchers (ARISE) to Increase the Diversity of the Biomedical Engineering Faculty

AGEP教师职业发展途径联盟模式(FC-PAM)“工程师相关和包容性赞助联盟”(ARISE)促进了工科高等教育的公平和包容。AGEP Rise联盟的目标是在招聘实践中应用与学科相关、包容和跨部门的赞助和系统性变化，以提高黑人和非裔美国人、拉丁裔和西班牙裔美国人、美洲原住民、阿拉斯加原住民、夏威夷原住民和太平洋原住民生物医学工程博士生、博士后研究学者以及布朗大学、约翰·霍普金斯大学、哥伦比亚大学和耶鲁大学早期教师的知名度、网络、合作和专业成功。这个AGEP FC-PAM正在AGEP Rise联盟的本土机构之外建立有效和专业的赞助关系，包括博士后候选人、博士后研究学者和早期职业教师。赞助不同于导师，因为它不太关注个人之间的知识转移，而更多地关注通过促进AGEP Rise联盟的博士候选人、博士后研究学者和专业网络中的早期职业教师进行权力转移。博士后候选人、博士后研究学者和早期职业教师围绕种族、民族、性别、性取向、残疾和照顾者地位的交叉身份向赞助商提供配对信息，赞助商正在参加关于赞助中交叉性重要性的培训。AGEP Rise联盟还在调整密歇根大学高级计划中的教师招聘最佳做法，以适应博士后研究学者和早期职业教师的招聘政策和做法。改善公平和包容性对于提升STEM教职员工、教育美国未来的STEM劳动力、培养个人机会和促进美国经济繁荣至关重要。因此，NSF AGEP计划为促进和加强支持公平和包容性的系统性因素提供赠款，从而缓解学术专业和工作场所的系统性不平等。FC-PAM奖项旨在支持联盟模式的发展、实施、评估和制度化，这些模式将在类似的高等教育机构内促进AGEP人口。FC-PAM合作者还研究了社会文化、经济、结构、领导力和制度变量如何影响FC-PAM的形成，以及合作者实施的促进AGEP人口增长的战略或干预措施。该项目的中间成果是提高AGEP的知名度、网络、机会和合作，产生联盟博士后候选人、博士后研究学者和职业生涯早期的教职员工，并提高赞助商的文化和多样性意识。从长远来看，这些进步将转化为AGEP Rise联盟学术部门中更多样化的教员。内部和外部咨询委员会定期审查AGEP Rise联盟的进展情况，制定未来步骤的战略，并与赞助商和赞助商接触。一名内部评估员正在领导该项目的自学和形成性评估，评估实施情况、招聘做法的变化，以及由于联盟活动而导致的博士后候选人、博士后研究学者和早期职业教师的知识、抱负、价值观和专业活动的变化。一名外部评估者正在使用基于理论的框架提供终结性评估，以评估AGEP Rise联盟在以下方面的有效性：在生物医学工程领域发展包容的、培养多样化的博士后候选人、博士后研究学者和早期职业教师的网络；这些人提高其知名度、网络、合作和专业成功的方式；该项目对促进公平和包容的机构氛围的影响；以及AGEP群体寻求生物医学工程教师职位的进步。AGEP RISE联盟团队正在开发和传播赞助和招聘指南以及项目结果，这些指南和项目结果通过同行评议和一般出版物、AGEP ASPIRE联盟网站以及在科学和专业会议上的演示文稿共享。该奖项反映了NSF的法定使命，并通过使用基金会的智力优势和更广泛的影响审查标准进行评估，被认为值得支持。

The AGEP Faculty Career Pathways Alliance Model (FC-PAM) “Alliance for Relevant and Inclusive Sponsorship of Engineers” (ARISE) promotes equity and inclusion in engineering higher education. The goal of the AGEP ARISE Alliance is to apply discipline-relevant, inclusive, and intersectional sponsorship and systemic change in hiring practices to increase the visibility, networks, collaborations, and professional success of Black and African American, Latine and Hispanic American, Native American Indian, Alaska Native, Native Hawaiian, and Native Pacific Islander biomedical engineering doctoral candidates, postdoctoral research scholars, and early career faculty members at Brown University, Johns Hopkins University, Columbia University, and Yale University. This AGEP FC-PAM is building effective and professional sponsorship relationships outside the home institutions of the AGEP ARISE Alliance’s doctoral candidates, postdoctoral research scholars, and early career faculty members. Sponsorship is differentiated from mentorship as it is concerned less with the transfer of knowledge between individuals and more with the transfer of power through the promotion of the AGEP ARISE Alliance’s doctoral candidates, postdoctoral research scholars, and early career faculty members within professional networks. The doctoral candidates’, postdoctoral research scholars’, and early career faculty members’ intersecting identities around race, ethnicity, gender, sexual orientation, disability, and caregiver status informs pairings with sponsors, who are participating in training on the importance of intersectionality in sponsorship. The AGEP ARISE Alliance is also adapting faculty hiring best practices from the University of Michigan’s ADVANCE program to both postdoctoral research scholar and early career faculty hiring policies and practices. Improving equity and inclusion is critical to advancing STEM faculty members, educating America’s future STEM workforce, fostering individual opportunity, and contributing to a thriving U.S. economy. The NSF AGEP program, therefore, funds grants that advance and enhance the systemic factors that support equity and inclusion and, consequently, mitigate the systemic inequities in the academic profession and workplace. FC-PAM awards are intended to support the development, implementation, evaluation, and institutionalization of Alliance models that will advance AGEP populations, within similar institutions of higher education. FC-PAM collaborators also study how socio-cultural, economic, structural, leadership and institutional variables affect the formation of the FC-PAM, and the strategies or interventions the collaborators implement to advance AGEP populations.The intermediate outcomes of the project are increases in the visibility, networks, opportunities, and collaborations of AGEP ARISE Alliance doctoral candidates, postdoctoral research scholars, and early career faculty members and improved cultural and diversity awareness among sponsors. Longer term these advances translate into more diverse faculty in the AGEP ARISE Alliance academic departments. Internal and external advisory boards routinely review the AGEP ARISE Alliance’s progress, strategize on future steps, and engage with sponsors and sponsees. An internal evaluator is leading the project’s self-study and formative assessment of implementation, changes in hiring practices, and changes in doctoral candidates’, postdoctoral research scholars’ and early career faculty members’ knowledge, aspirations, values, and professional activities resulting from Alliance activities. An external evaluator is providing summative assessment using a theory-based framework to assess the effectiveness of the AGEP ARISE Alliance in developing inclusive, nurturing networks of diverse doctoral candidates, postdoctoral research scholars, and early career faculty members in biomedical engineering; the ways those individuals have increased their visibility, networks, collaborations, and professional success; the impact of the project on fostering institutional climates that promote equity and inclusion; and the advancement of AGEP populations pursuing faculty positions in biomedical engineering. The AGEP ARISE Alliance team is developing and disseminating sponsorship and hiring guides, and project results, that are shared through peer-reviewed and general publications, an AGEP ASPIRE Alliance website, and presentations at scientific and professional meetings.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.