ADVANCE Partnership: Engineering Deans’ Gender Equity Initiative: Aligning Systems to Ensure Inclusion and Equity in Advancement of Faculty

ADVANCE 合作伙伴关系：工程学院院长性别平等倡议：调整系统以确保教师进步的包容性和公平性

• 批准号: 2204520
• 负责人: Jacqueline El-Sayed
• 金额: $ 100万
• 依托单位: American Society For Engineering Education
• 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: 2022-09-01 至 2027-08-31
• 项目状态: 未结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2204520&HistoricalAwards=false
• 关键词: ADVANCE; Partnership; Engineering; Deans; Gender

Science, technology, engineering, and mathematics (STEM) disciplines are better able to solve complicated global problems when diverse expertise is welcomed, supported, and retained. STEM cultures, however, result from systems that were, and are, predominately male, white, heterosexual, and able-bodied, which results in explicit and implicit practices that keep STEM spaces largely homogenous despite changes in the workforce and national norms. The loss of diverse talent results in the narrowing of disciplinary excellence and capacity for problem solving, innovation, and resilience in times of stress. Heightened demands for innovation, coupled with demographic shifts, and, most recently, the impacts of the COVID 19 pandemic and the racial violence, resulted in gendered and racialized workforce outcomes. These impacts create an urgent need to ensure that academic engineering environments are inclusive and equitable for diverse women faculty so that all talent is available to address current and future complex global problems requiring engineering expertise. This need will not be met unless engineering systems, (e.g., academic colleges, engineering accrediting bodies, professional societies) identify and address structures, policies, and practices that keep sexism and racism in place. Currently, academic engineering systems are loosely aligned and sometimes disconnected. Aligning these engineering systems and integrating evidence-based policies and practices that support inclusive organizational change will enable the availability of more abundant and diverse engineering talent as well as STEM system reform. This initiative will extend the work of the American Society of Engineering Education’s (ASEE’s) ADVANCE Adaptation Engineering Deans Gender Equity (EDGE) Initiative, which provided resources, and exemplars, for successful adaptation of social science-based evidence to academic engineering practice. The goals of the KnowlEDGE Initiative are 1) to align systems of academic engineering colleges and departments focused on promotion and tenure to increase the success of diverse women engineering faculty; 2) to align and make transparent the systems of accreditation governance within professional societies and ABET, and to increase the number of diverse women ABET Program Evaluators and Commissioners to diversify the accreditation decision-making bodies and increase leadership accountability; and 3) ultimately, to support diverse talent and equitable success of diverse women future engineers. The KnowlEDGE change model will be piloted and deployed on eight campuses within a diverse community of practice. Outcomes will be disseminated through partner networks, ASEE’s Engineering Deans Council, social media, and scientific publications. This work is aligned with the NSF ADVANCE program, which 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 "Partnership" awards provide support for the adaptation and adoption of evidence-based strategies to academic, non-profit institutions of higher education, and non-academic non-profit organizations.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.

然而，当多样化的专业知识受到欢迎、支持和保留时，科学、技术、工程和数学 (STEM) 学科能够更好地解决复杂的全球问题。尽管劳动力和国家规范发生了变化，但多元化人才的流失导致了学科卓越性和解决问题、创新和发展的能力的缩小。时代的韧性对创新的需求增加，加上人口结构的变化，以及最近的 COVID 19 大流行和种族暴力的影响，导致了劳动力的性别化和种族化。这些影响迫切需要确保学术工程环境的可持续性。包容和公平地对待多元化的女性教师，以便所有人才都可以解决当前和未来需要工程专业知识的复杂全球问题，除非工程系统（例如学术学院、工程认证机构、专业协会）确定并解决这一需求。解决结构、政策和目前，学术工程系统的结合松散，有时甚至是脱节的。调整这些工程系统并整合支持包容性组织变革的基于证据的政策和实践，将能够提供更丰富、更多样化的工程人才。该倡议将扩展美国工程教育协会 (ASEE) 的 ADVANCE 适应工程院长性别平等 (EDGE) 计划的工作，该计划为社会的成功适应提供了资源和范例。 KnowlEDGE 计划的目标是：1) 调整学术工程学院和部门的系统，重点关注晋升和终身教职，以提高多元化女性工程教师的成功率；2) 调整并提高女性工程教师的成功率。专业协会和 ABET 内的认证治理体系，并增加多元化女性 ABET 计划评估员和专员的数量，以实现认证决策机构的多元化并加强领导责任；3) 最终，支持多元化人才和多元化人才的公平成功；女性KnowlEDGE 变革模型将在多元化实践社区的八个校区进行试点和部署，成果将通过合作伙伴网络、ASEE 工程院长委员会、社交媒体和科学出版物进行传播。公平计划，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来促进性别平等。 ADVANCE“合作伙伴”奖为学术、非营利高等教育机构和非学术非营利组织的循证策略的调整和采用提供支持。该奖项反映了 NSF 的法定使命。通过使用基金会的智力优点和更广泛的影响审查标准进行评估，并被认为值得支持。