| NSF Org: |
EES Div. of Equity for Excellence in STEM |
| Recipient: |
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| Initial Amendment Date: | August 12, 2020 |
| Latest Amendment Date: | August 12, 2020 |
| Award Number: | 2017452 |
| Award Instrument: | Standard Grant |
| Program Manager: |
Keri Sather-Wagstaff
EES Div. of Equity for Excellence in STEM EDU Directorate for STEM Education |
| Start Date: | August 15, 2020 |
| End Date: | July 31, 2024 (Estimated) |
| Total Intended Award Amount: | $1,000,000.00 |
| Total Awarded Amount to Date: | $1,000,000.00 |
| Funds Obligated to Date: |
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| History of Investigator: |
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| Recipient Sponsored Research Office: |
115 JOHN WILDER TOWER MEMPHIS TN US 38152-0001 (901)678-3251 |
| Sponsor Congressional District: |
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| Primary Place of Performance: |
315 Administration Building Memphis TN US 38152-3370 |
| Primary Place of
Performance Congressional District: |
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| Unique Entity Identifier (UEI): |
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| Parent UEI: |
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| NSF Program(s): | ADVANCE |
| Primary Program Source: |
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| Program Reference Code(s): |
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| Program Element Code(s): |
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| Award Agency Code: | 4900 |
| Fund Agency Code: | 4900 |
| Assistance Listing Number(s): | 47.076 |
ABSTRACT
Adaptations for Sustainable Policies and Increased Recruitment Excellence in Diversity (ASPIRED) at the University of Memphis will adapt evidence-based strategies from other ADVANCE institutions to change the institutional climate at the University of Memphis (UM) and increase gender equity in recruitment, hiring, retention, and advancement in STEM. UM needs a strategic institutional investment in recruitment and retention activities, coordinated initiatives across the institution, and improvement of institutional processes to foster a culturally and gender inclusive environment that promotes the advancement of STEM women faculty, especially URMs (Underrepresented minority). The ASPIRED strategies will serve as an exportable best-practice model with impacts far beyond the UM. Diversifying the faculty and improving the climate in STEM departments at UM is an important step towards closing the achievement gap by improving retention (e.g., URM student and faculty) and ultimately enhancing the STEM workforce in the Memphis region and beyond. Additionally, broader participation will be encouraged at the UM through opportunities to participate in UM-Connect STEM webinars, that will increase networking and collaboration as well as exposure to minority STEM leaders and academic leaders of the region.
ASPIRED aims to address four problems identified by STEM women faculty: 1) implicit bias, 2) isolation, 3) ambiguity and inequality in career advancement, and 4) poor work-life integration. To do so, ASPIRED will deploy three interventions across all STEM disciplines, each incorporating multiple strategies: UM-Intersect will improve awareness of diversity and inclusion best practices campus-wide to foster an inclusive, culturally responsive work environment through educating search committees, providing training on implicit bias using online case studies, and implementing department climate improvement workshops and grants; UM-Connect will improve social and professional connections to increase women faculty?s sense of belonging and career advancement through networking, and professional development opportunities; UM-Integrate will improve women faculty?s satisfaction with their work-life-family integration by developing a culture that values personal, familial, and professional roles through policy awareness and development as well as work-family integration.
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 "Adaptation" awards provide support for the adaptation and adoption of evidence-based strategies to academic, non-profit institution of higher education as well as 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.
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PROJECT OUTCOMES REPORT
Disclaimer
This Project Outcomes Report for the General Public is displayed verbatim as submitted by the Principal Investigator (PI) for this award. Any opinions, findings, and conclusions or recommendations expressed in this Report are those of the PI and do not necessarily reflect the views of the National Science Foundation; NSF has not approved or endorsed its content.
Through ASPIRED's implemented programs, we have been able to create a more inclusive and welcoming environment for women in STEM at the University of Memphis.
We have addressed the issue of implicit bias by providing STRIDE training workshops and a STRIDE handbook to help individuals recognize their own biases and work to overcome them. We have trained 71 faculty members through our STRIDE workshop. We have updated STRIDE materials to align with the new DEI legislation.
We also created the Tiger-Lilly Collective (TLC) theater troupe that performed for University Administration and faculty, sketches on implicit bias, tenure and promotion, and work-life-balance. Through this theater troupe, we also found that theater scripts for these types of trainings are not readily available or are not cost effective. We believe we filled that gap by creating a theater script book called "Coaching for Equity: Theater Scripts on Inclusion and Transformation". The collection of scripts offers a rich tapestry of insights for workshops, discussions, and performances into various aspects of academia and professional life, aiming to promote awareness, inclusivity, diversity, and equity. The accompanying workbook is a valuable tool that facilitates the development of scripts within the context of specific organizational settings.
Through our Integrate Grants, we have been able to reduce the inequality in career advancement by providing support to STEM women whose research activity has been impacted by a life event. We have provided 10 grants over the course of the ASPIRED project. After participation in the program, surveys were sent to the recipients who reported improved satisfaction with their career goal progress, professional development opportunities, and promotion prospects.
Also, the Faculty Senate has approved the improvement of the current policies to accommodate a dual-career assistance program to aid in prospective partner placement. This will also aid in reducing inequality in career advancement.
We have also worked to reduce ambiguity in career advancement by providing mentorship and guidance, helping women navigate the often complex and uncertain path to success in STEM. We had 7 mentors and 11 mentees participate in ASPIRED's mentoring program. Both the mentors and mentees agreed to be satisfied with their career goal progress, professional development opportunities, promotion opportunities, and sense of STEM community at the University of Memphis prior to entering the mentoring program; however, satisfaction ratings in these areas for both the mentor and mentees were higher after participation in the program. Similarly, mentor and mentors rated their mentoring competencies across all areas as high to moderate prior to participating in the mentoring program. However, after participation in the program, competency ratings for both the mentor and mentees improved after program participation.
Our initiatives, including Department Climate Improvement Grants and the STEM networking groups, that foster collaboration and networking have helped to address the problem of isolation by providing opportunities for women to connect with others in their field and build valuable relationships. Over the course of the project, we had 132 participants in our STEM networking groups, most of whom were women. Results from survey data demonstrated that participants agreed that they would again participate in the networking groups and found them useful. They also rated the speakers and topics chosen highly. Finally, they agreed that the networking groups provided improved opportunities to collaborate and network; participants perceived an increased sense of belonging to the UofM STEM community after participation.
Another program we created to provide networking opportunities is the STEM Women Story Map. This innovative tool allows women to connect with each other, showcase their work and inspire the next generation of women in STEM. Participants add their location, research interests, lab information, photos, videos and other relevant information to the map to build a rich and dynamic resource that reflects the diversity and breadth of expertise within our community. From this program, stemmed our Change Agents podcast. This podcast is a platform for STEM women to share how they have made a difference in the cause for gender equity and to inspire others to do the same. We link the podcast episode to their profile on the STEM Women Story Map to further inspire collaborations.
Last Modified: 06/18/2024
Modified by: Esra Ozdenerol
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