Collaborative Research: AGEP ACA to Engage Leaders to Improve Diversity among STEM Faculty

合作研究：AGEP ACA 让领导者参与改善 STEM 教师的多样性

• 批准号: 2149204
• 负责人: Mala Htun
• 金额: $ 19.49万
• 依托单位: University of New Mexico
• 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: 2022-03-15 至 2024-06-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2149204&HistoricalAwards=false
• 关键词: Collaborative; Research; AGEP; ACA; Engage

This NSF AGEP Catalyst Alliance project is piloting an institutional change strategy of broad national significance, which focuses on mobilizing STEM leader engagement and commitment to expand opportunities for doctoral students, post-doctoral research fellows, and faculty who are members of racial and ethnic groups historically underrepresented in STEM. Consisting of leaders with considerable expertise in diversity promotion at the University of New Mexico, Arizona State University and University of Oregon, this NSF AGEP Catalyst Alliance team is expanding knowledge about the shared and specific challenges facing these doctoral students, post-doctoral research fellows and faculty in STEM fields and contributing to best practices to promote equitable and inclusive institutional transformation. This NSF AGEP Catalyst Alliance is identifying challenges, engaging leaders, developing a strategic plan, and consolidating an effective working team between the three partner institutions. The partners are public institutions of higher education, have a Carnegie classification of Doctoral Universities: Very High Research Activity, are located in Western states, and share a commitment to advancing the success of people with backgrounds that are historically underrepresented in the science and technology enterprise. The project team focuses on four primary activities during the project period. First, the team is implementing institutional assessment studies at each partner institution through surveys and individual interviews. Second, the team is creating leader engagement committees of STEM administrators and faculty to analyze study results and review menus of national best practices. The committees are generating a sense of buy-in and ownership from participants. Third, the partners are developing a five-year equity strategic plan, which outlines change strategies suggested by the leader engagement committees. Finally, the team is refining a collaborative relationship between project leaders at the three partner universities through weekly meetings, while consulting with an external advisory board of distinguished STEM leaders.Improving equity and inclusion is critical to advancing STEM faculty, 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. NSF AGEP Catalyst Alliances design and implement one or more organizational self-assessment(s) to collect and analyze data that will identify inequities affecting doctoral students, post-doctoral research fellows, and faculty who are members of racial and ethnic groups historically underrepresented in STEM. NSF AGEP Catalyst Alliances also pilot equity strategies and develop a five-year equity strategic plan. These grants fund similar institutions of higher education to generate the foundational work necessary for long-term institutional transformation. Ultimately, advancing institutional equity and inclusion in faculty hiring, retention and promotion policies and practices will increase the number of faculty who are members of racial and ethnic groups historically underrepresented in STEM. This NSF AGEP Catalyst Alliance is using an intersectional analysis to study the variation in the experiences of and challenges faced by members of racial and ethnic groups historically underrepresented in STEM. This analysis includes examining within and between group similarities and differences. The team is also adapting the Frank Dobbin’s and Alexandra Kalev’s managerial engagement approach, and Shelley Correll’s “Small Wins” change model, to address the goal of improving diverse faculty representation in STEM. Together these methods will contribute to successful project implementation and outcomes. Internal evaluation of the project work will be conducted by Kristine Denman, the Director of the New Mexico Statistical Analysis Center. External assessment of this NSF AGEP Catalyst Alliance work will be led by Lynn Nordstrom from the Cornelius Management Group.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.

NSF AGEP 催化剂联盟项目正在试行一项具有广泛全国意义的制度变革战略，重点是动员 STEM 领导者的参与和承诺，为历史上属于种族和族裔群体的博士生、博士后研究员和教员扩大机会NSF AGEP 催化剂联盟团队由新墨西哥大学、亚利桑那州立大学和俄勒冈大学在促进多样性方面拥有丰富专业知识的领导者组成，正在扩大对这些领域面临的共同和具体挑战的了解。 NSF AGEP 催化剂联盟致力于识别挑战、吸引领导者参与、制定战略计划并巩固有效的工作团队，为 STEM 领域的博士生、博士后研究员和教师做出贡献。这三个合作机构都是公立高等教育机构，拥有卡内基博士大学分类：研究活动非常高，位于西部各州，并共同致力于促进历史上代表性不足的人们的成功。项目期间，项目团队重点开展四项主要活动：第一，通过调查和个人访谈在每个合作机构开展机构评估研究；第二，创建 STEM 领导者参与委员会。管理人员和教师分析研究结果并审查国家最佳实践的菜单。第三，合作伙伴正在制定一项五年股权战略计划，其中概述了所建议的变革战略。最后是领导者参与委员会。通过每周会议，改善三所合作大学的项目负责人之间的合作关系，同时与杰出的 STEM 领导者组成的外部顾问委员会进行磋商。提高公平性和包容性对于提高 STEM 教师水平、教育美国未来的 STEM 劳动力、培养个人机会和做出贡献至关重要因此，NSF AGEP 计划提供资金，促进和增强支持公平和包容性的系统性因素，从而减轻学术界和工作场所的系统性不平等。联盟设计并实施一项或多项组织自我评估，以收集和分析数据，以识别影响博士生、博士后研究员和历史上在 STEM 中代表性不足的种族和族裔群体的教员的不平等现象。催化剂联盟还试点股权战略并制定五年股权战略计划，这些赠款为类似的高等教育机构提供资金，以开展长期机构转型所需的基础工作，最终促进机构公平和包容性。晋升政策和实践将增加历史上在 STEM 中代表性不足的种族和族裔群体的教师数量。 NSF AGEP 催化剂联盟正在使用交叉分析来研究种族和族裔成员的经历和面临的挑战的变化。该分析包括研究群体内部和群体之间的相似性和差异。该团队还采用了 Frank Dobbin 和 Alexandra Kalev 的管理参与方法以及 Shelley Correll 的方法。 “小胜”变革模式旨在实现提高 STEM 中教师多元化代表性的目标，这些方法将共同促进项目工作的成功实施和成果，该项目工作的内部评估将由新墨西哥州主任克里斯汀·丹曼 (Kristine Denman) 进行。统计分析中心。对 NSF AGEP 催化剂联盟工作的外部评估将由 Cornelius 管理小组的 Lynn Nordstrom 领导。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评估被认为值得支持。影响审查标准。