AGEP FC-PAM: Alliance for Relevant and Inclusive Sponsorship of Engineering Researchers (ARISE) to Increase the Diversity of the Biomedical Engineering Faculty

AGEP FC-PAM：工程研究人员相关和包容性赞助联盟（ARISE），以增加生物医学工程学院的多样性

• 批准号: 2243106
• 负责人: Michael Miller
• 金额: $ 65万
• 依托单位: Johns Hopkins University
• 依托单位国家: 美国
• 项目类别: Continuing Grant
• 财政年份: 2023
• 资助国家: 美国
• 起止时间: 2023-07-01 至 2028-06-30
• 项目状态: 未结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2243106&HistoricalAwards=false
• 关键词: AGEP; FC; PAM; Alliance; Relevant

The AGEP Faculty Career Pathways Alliance Model (FC-PAM) “Alliance for Relevant and Inclusive Sponsorship of Engineers” (ARISE) promotes equity and inclusion in engineering higher education. The goal of the AGEP ARISE Alliance is to apply discipline-relevant, inclusive, and intersectional sponsorship and systemic change in hiring practices to increase the visibility, networks, collaborations, and professional success of Black and African American, Latine and Hispanic American, Native American Indian, Alaska Native, Native Hawaiian, and Native Pacific Islander biomedical engineering doctoral candidates, postdoctoral research scholars, and early career faculty members at Brown University, Johns Hopkins University, Columbia University, and Yale University. This AGEP FC-PAM is building effective and professional sponsorship relationships outside the home institutions of the AGEP ARISE Alliance’s doctoral candidates, postdoctoral research scholars, and early career faculty members. Sponsorship is differentiated from mentorship as it is concerned less with the transfer of knowledge between individuals and more with the transfer of power through the promotion of the AGEP ARISE Alliance’s doctoral candidates, postdoctoral research scholars, and early career faculty members within professional networks. The doctoral candidates’, postdoctoral research scholars’, and early career faculty members’ intersecting identities around race, ethnicity, gender, sexual orientation, disability, and caregiver status informs pairings with sponsors, who are participating in training on the importance of intersectionality in sponsorship. The AGEP ARISE Alliance is also adapting faculty hiring best practices from the University of Michigan’s ADVANCE program to both postdoctoral research scholar and early career faculty hiring policies and practices. Improving equity and inclusion is critical to advancing STEM faculty members, 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. FC-PAM awards are intended to support the development, implementation, evaluation, and institutionalization of Alliance models that will advance AGEP populations, within similar institutions of higher education. FC-PAM collaborators also study how socio-cultural, economic, structural, leadership and institutional variables affect the formation of the FC-PAM, and the strategies or interventions the collaborators implement to advance AGEP populations.The intermediate outcomes of the project are increases in the visibility, networks, opportunities, and collaborations of AGEP ARISE Alliance doctoral candidates, postdoctoral research scholars, and early career faculty members and improved cultural and diversity awareness among sponsors. Longer term these advances translate into more diverse faculty in the AGEP ARISE Alliance academic departments. Internal and external advisory boards routinely review the AGEP ARISE Alliance’s progress, strategize on future steps, and engage with sponsors and sponsees. An internal evaluator is leading the project’s self-study and formative assessment of implementation, changes in hiring practices, and changes in doctoral candidates’, postdoctoral research scholars’ and early career faculty members’ knowledge, aspirations, values, and professional activities resulting from Alliance activities. An external evaluator is providing summative assessment using a theory-based framework to assess the effectiveness of the AGEP ARISE Alliance in developing inclusive, nurturing networks of diverse doctoral candidates, postdoctoral research scholars, and early career faculty members in biomedical engineering; the ways those individuals have increased their visibility, networks, collaborations, and professional success; the impact of the project on fostering institutional climates that promote equity and inclusion; and the advancement of AGEP populations pursuing faculty positions in biomedical engineering. The AGEP ARISE Alliance team is developing and disseminating sponsorship and hiring guides, and project results, that are shared through peer-reviewed and general publications, an AGEP ASPIRE Alliance website, and presentations at scientific and professional meetings.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.

AGEP教师职业道路联盟模型（FC-PAM）“与工程师的相关和包容性赞助联盟”（ARISE）促进了工程高等教育的公平和包容性。 AGEP出现联盟的目的是应用招聘实践中的与纪律相关，包容和相互的赞助和系统性变化，以提高黑人和非裔美国人，拉丁美洲和美国西班牙裔美国人，美国印第安人，阿拉斯加原住民，夏威夷原住民，夏威夷原住民和非洲印第安人，夏威夷原住民和非裔美国人的可见度，网络，协作以及专业成功，夏威夷原住民和美国本土研究生生物学生物学，并在布朗大学，约翰·霍普金斯大学，哥伦比亚大学和耶鲁大学的早期职业教师。这个Agep FC-PAM正在建立有效的专业赞助关系。赞助与心态有所不同，因为它与个人之间的知识转移以及更多通过促进Agep Aliance Alliance的博士候选人，博士后研究学者以及专业网络中的早期职业教职员工的转移而少。候选人，博士后研究学者和早期职业教师与种族，种族，性别，性取向，残疾和护理人员状态的身份与赞助商的身份相交，他们正在参与对赞助人交叉性的重要性进行培训。 AGEP ARISE Alliance还正在改编教师，从密歇根大学的预付款计划中雇用最佳实践，以提供博士后研究学者和早期职业教师雇用政策和实践。提高公平和包容对于推进STEM教师，教育美国未来的STEM劳动力，促进个人机会并为美国经济蓬勃发展做出贡献至关重要。因此，NSF AGEP计划为授予并增强支持公平和包容性的系统因素提供资金，从而减轻学术界和工作场所的系统不平等。 FC-PAM奖项旨在支持在类似的高等教育机构内的联盟模型的发展，实施，评估和制度化，这些模型将推动AGEP人口的发展。 FC-PAM合作者还研究社会文化，经济，结构，领导力和制度变量如何影响FC-PAM的形成，以及合作者实施的策略或干预措施来提高年龄人口的成果。项目的中间成果是在项目中的中间成果提高，以下方面的范围和早期的构成态度和范围的成员，均为综合典范，综合医生，综合医生综合医生，综合医生，综合医生，综合医生，综合医生，综合医生综合医生，并提高了该项目的范围。提高了赞助商的文化和多样性意识。从长远来看，这些进步转化为AGEP出现的学术部门中更多的潜水员教师。内部和外部咨询委员会通常会审查AGEP的出现联盟的进步，未来步骤的策略，并与赞助商和赞助商互动。内部评估正在领导该项目对实施，招聘实践的变化以及博士候选人的变化，博士后研究学者和早期职业教师的知识，愿望，价值观和专业活动的同盟活动的变化的自我研究和形成性评估。外部评估正在使用基于理论的框架进行总结性评估，以评估AGEP联盟在开发包容性的，潜水博士候选人，博士后研究学者以及生物医学工程中的早期职业教职员工方面出现的有效性；这些人提高了他们的知名度，网络，合作和专业成功的方式；该项目对促进公平和包容的机构气候的影响；以及在生物医学工程领域担任教师职位的AGEP人群的进步。 AGEP ARISE联盟团队正在开发和传播赞助和招聘指南和项目结果，这些指南通过同行评审和通用出版物，Agep Aspire Alliance网站以及科学和专业会议上的演讲共享。该奖项反映了NSF的法定任务，并通过评估该基金会的Merit and Intfactial and Ifffutial and Ifffutial and Frobiatial and Frobiatial and Fromital and tobleit and tocriatial and fromit and tocriatial and broaditial and tobleit and intifal and tobleit and tobrit and intirial and trogial and tobrit and tobrit。