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州格温内特学院（GGC）的STEM教师之间的公平性，该学院是一家相对的年轻机构，成立于2006年，该机构具有自早期以来就在该机构工作的大型，潜水员的STEM教师。它具有很大比例的教职员工，这些教师（约50％）（约50％）被排除在外（HE）种族/族裔群体（约18％）。与传统的高等教育机构相比，GGC具有几个独特的特征。这个催化剂项目提供了一个独特的机会，可以在短时间内了解潜水员教师的快速发展。调查吸引并保留大量HE教师的因素；并调查可能阻碍其职业发展的任何障碍。 GGC的大量HE STEM教师为数据分析提供了大量样本量，可以提供统计学上的显着结果。这有可能为GGC教师长期为STEM的多样性和公平性做出重大贡献。通过该项目，Georgia Gwinnett College（GGC）旨在采取数据驱动的方法来评估其在其STEM教师中，尤其是与历史悠久的妇女相同的人，尤其是在诸如属于历史的妇女中，诸如（他）（诸如他）（诸如他）（他）（他）（他）（他）的特定群体中（他）（他）（He）（他）的特定人数，组。这项研究将有助于确定有助于招募，保留和进步的因素，以多样性，少数派服务，开放式访问机构的培训。通过收集和分析来自多个来源的数据（例如人口统计数据，工资数据，等级，调查，焦点小组，访谈，官方政策和准则，年度评估等），该研究将确定导致招聘，保留和培养基在STEM院子里认同的招聘，保留和进步的政策和实践。该数据分析还将有助于确定可能影响大学STEM教师的任何不平等。该项目通过内部顾问委员会与GGC的主要管理人员合作，旨在制定五年的战略计划，以解决本自我评估中发现的任何不平等现象。该战略计划还将确定需要保留的现有实践，以维持GGC的STEM教师的公平工作场所，并可以与广泛的学术界共享以进行更广泛的实施。 NSF Advance计划旨在通过识别和消除阻碍潜水员教师在学术机构中的全面参与和进步的组织障碍来促进性别平等。抑制公平的组织障碍可能存在于政策，过程，实践以及组织文化和气候中。提前的“催化剂”奖项为机构公平评估提供了支持，并在学术，非营利性高等教育机构中制定了五年的教师权益战略计划。该奖项反映了NSF的法定使命，并被认为是通过基金会的知识分子优点和更广泛的影响审查标准来通过评估来获得的。