The Retention and Promotion of Women and Minority Faculty Members: Effects of Institutional Hiring, Promotion, Diversity and Work-Life Initiatives, 1993-2008

女性和少数族裔教职人员的保留和晋升：机构招聘、晋升、多元化和工作生活举措的影响，1993-2008 年

• 批准号: 1247059
• 负责人: Frank Dobbin
• 金额: $ 9.55万
• 依托单位: Harvard University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2012
• 资助国家: 美国
• 起止时间: 2012-10-01 至 2013-09-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1247059&HistoricalAwards=false
• 关键词: Retention; Promotion; Women; Minority; Faculty

U.S. colleges and universities have implemented a wide range of programs to promote diversity in the professoriate. Special recruitment programs, tenure extension policies for new parents, paid maternity leaves, mentoring programs targeting female and minority faculty members, dual-career hiring initiatives, and ethnic affinity networks for faculty are but a few of the initiatives. Which of these programs work? It is anyone?s guess, and critics argue that many of the programs may have no effects, or even adverse effects. This goal of this project is to understand the role of university recruitment, promotion, diversity, and work-family programs in attracting and retaining female and minority professors. The project will address questions such as: Do tenure extension programs for new parents help female faculty members win tenure, or do they do more to help male faculty members, who more often have spouses with low-demand careers? Do networking programs help African-American and Latino faculty members to succeed, or do they stigmatize and isolate those faculty members? Do formal promotion requirements help women and minorities to win promotion, or do they serve as window-dressing? NCSES' Survey of Doctorate Recipients (SDR) data from 1993 to 2008, as well as new survey data, will be used to address these questions. The project will develop and pilot a questionnaire designed to obtain historical data on university recruitment, promotion, diversity, and work-family programs, develop a sample of colleges and universities and matched SDR respondents, and build methods for analyzing the data. The goal is to show the effects of the presence, and adoption, of different programs on the career progression of male and female, majority and minority Ph.D.s. New methods will be developed for analyzing individual-level data from the SDR panels, using multinomial logit methods in hierarchical linear models, in which individuals are embedded in institutions. We will develop models that account for both left and right censoring in the data, but which make use of the multiple years of observation available for SDR respondents. Broader impacts: The result of this project will be to show which types of programs help schools to attract, retain, and promote women and minority faculty members, and will guide future administrators in making choices about program utilization and design. This project will also train 3 to 5 doctoral students to analyze data from the Survey of Doctorate Recipients, and to use advanced statistical techniques to examine factors shaping the careers of U.S. scientists and engineers.

美国学院和大学实施了一系列广泛的计划来促进教授队伍的多样性。 特别招聘计划、新父母任期延长政策、带薪产假、针对女性和少数族裔教职人员的指导计划、双职业招聘计划以及教职人员的种族亲和力网络只是其中的一些举措。 这些程序中哪些有效？ 这是任何人的猜测，批评者认为许多计划可能没有效果，甚至产生不利影响。 该项目的目标是了解大学招聘、晋升、多样性和工作家庭计划在吸引和留住女性和少数族裔教授方面的作用。 该项目将解决诸如以下问题：针对新父母的任期延长计划是否有助于女性教员赢得终身教职，或者是否会采取更多措施来帮助男性教员，因为男性教员的配偶往往从事低需求职业？ 网络项目是否有助于非裔美国人和拉丁裔教职人员取得成功，或者是否会侮辱和孤立这些教职人员？ 正式的晋升要求是否有助于女性和少数族裔赢得晋升，还是只是起到了装饰作用？ NCSES 1993 年至 2008 年的博士获得者调查 (SDR) 数据以及新的调查数据将用于解决这些问题。 该项目将开发和试行一项调查问卷，旨在获取有关大学招聘、晋升、多元化和工作家庭计划的历史数据，开发学院和大学样本以及匹配的 SDR 受访者，并建立分析数据的方法。 目的是展示不同项目的存在和采用对男性和女性、多数和少数博士的职业发展的影响。 将开发新方法来分析来自 SDR 面板的个人级别数据，在分层线性模型中使用多项 Logit 方法，其中个人嵌入机构中。 我们将开发模型来解释数据中的左右审查，但利用特别提款权受访者可用的多年观察。 更广泛的影响：该项目的结果将表明哪些类型的项目有助于学校吸引、留住和晋升女性和少数族裔教职人员，并将指导未来的管理者在项目利用和设计方面做出选择。 该项目还将培训 3 至 5 名博士生，以分析博士获得者调查的数据，并使用先进的统计技术来研究影响美国科学家和工程师职业生涯的因素。