ADVANCE Institutional Transformation Award: In the footsteps of Katharine Wright: Promoting STEM Women through LEADER

先进机构转型奖：追随 Katharine Wright 的脚步：通过 LEADER 提升 STEM 女性地位

• 批准号: 0810989
• 负责人: David Goldstein
• 金额: $ 286.31万
• 依托单位: Wright State University
• 依托单位国家: 美国
• 项目类别: Cooperative Agreement
• 财政年份: 2008
• 资助国家: 美国
• 起止时间: 2008-09-01 至 2017-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0810989&HistoricalAwards=false
• 关键词: ADVANCE; Institutional; Transformation; Award; footsteps

Women are underrepresented in STEM units in Dayton academic institutions, as they are nationwide. Four institutions in the Dayton region with diverse histories, missions and demographics form the LEADER consortium for the purpose of Launching Equity in the Academy across the Dayton Entrepreneurial Region. The institutions include a public doctoral university (Wright State University, host institution), a private Catholic institution (University of Dayton), a minority-serving public institution (Central State University) and a federal graduate institution (Air Force Institute of Technology). All are located in close proximity and collaborate routinely on STEM initiatives. They also share a commitment to regional STEM education, pipeline, and economic development, and recognition that inclusiveness, including directed efforts to recruit and support women in STEM, is a necessary component of that mission. Our ADVANCE collaborative will address these issues through a unique combination of inter-institutional coordination and approaches drawn from social and organizational psychology to improve climate and thereby transform the individual participating institutions. Intellectual Merit: The underrepresentation of women among academic STEM faculties reflects gender disparities in recruitment, support, and promotion. Underlying the persistence of these problems are features of institutional climate that are rooted in the often nonconscious attitudes and behaviors of individuals. Thus, progress toward gender equity in the STEM academy requires transformation of institutional structures and processes, and transformation of climate. The LEADER consortium will implement models of social/organizational psychology based on gender schemas, persuasion theory, and social contracts, to transform institutional climate in support of STEM women. We will facilitate implementation of strategies proven in prior ADVANCE initiatives to enhance recruitment, retention and advancement of tenure-track STEM women. Implementation of these initiatives within a framework of inter-institutional accountability and administrative architecture (the LEADER Consortium) will catalyze transformation of climate within institutions, thus creating a sustainable women-friendly STEM culture within a region built upon a legacy of STEM innovation. The specific aims of LEADER are: (a) to conduct a comparative analysis of climate for STEM women across the institutions and thereby identify best practices related to recruitment, retention, and advancement; (b) to initiate gender schema education and a campaign based on persuasion theory that will promote new norms of expectation and thereby facilitate implementation of those best practices; and (c) to implement social contracts across the consortium that promote transparency and accountability for transformation of climate, leading to recruitment, promotion and success of STEM women. Implementation and Management: Social science research will be undertaken by a social psychologist and a philosopher working in the area of moral psychology and gender theory. Initially climate will be compared across the institutions to inform climate initiatives. At the unit and institutional levels, chairs and faculty equity advisors will implement proposed initiatives with the assistance of a centralized LEADER administrative office. Accountability for achieving benchmarks in recruitment and advancement of women will be centrally monitored using accepted metrics, formative and summative evaluation, and continuous improvement under the direction of the LEADER Council (composed of representatives from each institution) and with external oversight from an Advisory Board. Broader Impacts: The inter-institutional collaboration and accountability should significantly increase retention and advancement of women in the STEM academy. More broadly, our ADVANCE program is designed to promote equity and that model can be applied to diverse target populations. The consortium includes an HBCU (Central State) and an institution committed to accessibility for the disabled (Wright State); as such, this project should promote significant gains in these two demographic groups within the community of STEM women. Our selection of the acronym "LEADER" recognizes this transferability; advancement of STEM women in the Dayton region today will provide leadership, by example, for efforts toward equity within the academy.

妇女在代顿学术机构的STEM单位中的人数不足，因为她们在全国范围内。代顿地区的四个机构拥有不同的历史，任务和人口统计信息，构成了领导财团，目的是在代顿企业家地区在学院启动股权。这些机构包括公立博士大学（赖特州立大学，东道国机构），私人天主教机构（代顿大学），少数派服务的公立机构（中央州立大学）和联邦研究生机构（空军技术研究所）。所有这些都靠近近距离，并根据STEM计划进行协作。他们还对区域茎教育，管道和经济发展有着承诺，并认识到包容性，包括指导招募和支持STEM妇女的努力是该任务的必要组成部分。我们的提前合作将通过社会和组织心理学提出的独特结合来解决这些问题，从而改善气候，从而改变个人参与的机构。知识分子的优点：学术STEM系中妇女的人数不足反映了招聘，支持和晋升的性别差异。这些问题的持久性的根本是机构气候的特征，这些特征植根于通常无意识的态度和行为。因此，在STEM学院的性别平衡方面取得了进展，需要对制度结构和过程的转变以及气候的转变。领导联盟将基于性别模式，说服理论和社会契约实施社会/组织心理学模型，以改变机构气氛以支持STEM妇女。我们将促进实施已证明的战略，以提高先进的计划，以增强终身轨道妇女的招聘，保留和晋升。在机构间问责制和行政架构（领导财团）的框架内实施这些举措将催化机构内的气候转变，从而在建立在STEM创新的遗产基础上的区域内建立一种可持续的女性友好型STEM文化。领导者的具体目的是：（a）对整个机构的STEM妇女的气候进行比较分析，从而确定与招聘，保留和晋升有关的最佳实践； （b）启动性别模式教育和基于说服理论的运动，该理论将促进新的期望规范，从而促进这些最佳实践的实施； （c）在整个财团中执行社会契约，以促进气候转变的透明度和问责制，从而导致STEM妇女的招募，促进和成功。实施和管理：社会科学研究将由社会心理学家和在道德心理学和性别理论领域工作的哲学家进行。最初，将在整个机构中比较气候，以告知气候倡议。在单位和机构一级，主席和教职权益顾问将在集中式领导行政办公室的协助下实施拟议的倡议。在领导委员会的指导下（由每个机构的代表组成）以及顾问委员会的外部监督，将对招募和促进妇女的招聘和促进基准的责任感将进行中央监控。更广泛的影响：机构间的合作和问责制应大大增加妇女在STEM学院的保留和进步。更广泛地说，我们的提前计划旨在促进公平，该模型可以应用于不同的目标人群。该财团包括一个HBCU（中央国家）和致力于访问残疾人（赖特州）的机构；因此，该项目应促进STEM妇女社区中这两个人群群体的巨大收益。我们选择的首字母缩写“领导者”认识到这种可转让性；如今，代顿地区的STEM妇女的进步将以例如学院内的公平努力为领导。