ADVANCE Catalyst: Reflecting, Assessing, and Improving Intersectional Equitable Practices with STEM Faculty

ADVANCE Catalyst：与 STEM 教师一起反思、评估和改进交叉公平实践

• 批准号: 2216872
• 负责人: Chantelle Anfuso
• 金额: $ 30万
• 依托单位: Georgia Gwinnett College
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-12-15 至 2024-11-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2216872&HistoricalAwards=false
• 关键词: ADVANCE; Catalyst; Reflecting; Assessing; Improving

This project aims to assess equity among STEM faculty at Georgia Gwinnett College (GGC), a relatively young institution founded in 2006, which has a large, diverse STEM faculty who have worked at the institution since its early days. It has a significant percentage of faculty who identify as women (~50%) and with historically excluded (HE) racial/ethnic groups (~18%). GGC has several unique characteristics as compared to traditional institutions of higher education. This Catalyst Project offers a unique opportunity to understand the rapid evolution of a diverse faculty body over a short period; investigate the factors that attracted and retained a large number of HE faculty; and investigate any barriers that may have impeded their professional growth. GGC’s large number of HE STEM faculty provides a large sample size for data analysis that can provide statistically significant results. This has the potential of making significant contributions to the research on diversity and equity in STEM and ensuring equity in the long term for the GGC faculty.Through this project, Georgia Gwinnett College (GGC) aims to take a data-driven approach to assess equity among its STEM faculty, particularly among faculty identifying with historically excluded (HE) groups, such as those who identify as women and/or as belonging to specific racial/ethnic groups. This study will help identify the factors that contribute to the recruitment, retention, and advancement of HE faculty at a diverse, minority-serving, open-access institution. By collecting and analyzing data from multiple sources (such as demographic data, salary data, time at rank, surveys, focus groups, interviews, official policies and guidelines, annual evaluations, etc.), the study will identify the policies and practices that lead to recruitment, retention, and advancement of faculty identifying with HE groups in STEM disciplines. This data analysis will also help identify any inequities that might affect STEM faculty at the college. In collaboration with key administrators at GGC through an internal advisory board, the project aims to create a five-year strategic plan to address any inequities that are discovered during this self-assessment. This strategic plan will also identify existing practices that need to be retained to maintain an equitable workplace for STEM faculty at GGC and can be shared with the wider academic community for broader implementation. 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.

该项目旨在评估佐治亚格温内特学院 (GGC) 的 STEM 教师之间的公平性，这是一所成立于 2006 年的相对年轻的机构，拥有大量、多元化的 STEM 教师，他们从成立之初就在该机构工作，其中比例很高。与传统高等教育机构相比，女性教师（约 50%）和历史上被排斥的（HE）种族/族裔群体（约 18%）具有一些独特的特征。这多元化教师队伍在短时间内的快速发展；调查吸引和留住大量 HE 教师的因素；并调查可能阻碍其大量 HE STEM 教师发展的任何障碍。可以提供显着结果的数据分析，这有可能为 STEM 的多样性和公平性研究做出重大贡献，并确保 GGC 教师的长期公平性。通过这个项目，佐治亚格温内特学院 (GGC) 的目标是采取数据驱动的评估 STEM 教师之间公平性的方法，特别是那些历史上被排除在外的 (HE) 群体的教师，例如那些被认为是女性和/或属于特定种族/族裔群体的教师。这项研究将有助于确定导致这一问题的因素。通过收集和分析来自多个来源的数据（例如人口数据、薪资数据、任职时间、调查、焦点小组、访谈），在多元化、少数族裔服务、开放获取的机构中招聘、保留和晋升高等教育教员。 、官方政策和指南、年度评估等），该研究将与 GGC 的主要管理人员合作，确定导致 STEM 学科 HE 群体招聘、保留和晋升的政策和做法。该项目旨在通过内部咨询委员会制定一项五年战略计划，以解决自我评估过程中发现的任何不平等问题。该战略计划还将确定需要保留的现有做法，以维持 STEM 的公平工作场所。 GGC 的教员可以NSF ADVANCE 计划旨在通过重点识别和消除阻碍学术机构多元化教师充分参与和进步的组织障碍，促进性别平等。 ADVANCE“催化剂”奖项为学术性、非营利性高等教育机构的机构公平评估和五年教员公平战略计划的制定提供支持。该奖项反映了通过使用基金会的智力价值和更广泛的影响审查标准进行评估，NSF 的法定使命被认为值得支持。