ADVANCE Catalyst: Diagnosing Intersectional Challenges for Equity in STEM

University Of Missouri-Kansas City, Columbia MO

Investigators

Abstract

The Diagnosing Intersectional Challenges for Equity in STEM (DICES) project will support a two-year self-study at the University of Missouri - Kansas City (UMKC). The self-study aims to identify systemic barriers that affect the recruitment, retention, and success of women faculty in STEM disciplines. UMKC has recently reorganized, creating three new academic units, all of which include STEM disciplines: the School of Science and Engineering, the School of Humanities and Social Science, and the School of Education, Social Work, and Psychological Science. The size and scope of this reorganization bring about a unique opportunity for evidence-based change. The DICES project provides UMKC with the requisite data-informed insight to implement amended policies by identifying policies and procedures contributing to existing inequities. DICES will also provide an opportunity to approach the work of creating new and more equitable academic policies and procedures through an intersectional lens. UMKC’s broad goals for the DICES project are to (1) Conduct a self-study to identify systemic barriers that affect the recruitment, retention, and success of women faculty in STEM disciplines at UMKC. (2) Use an intersectionality framework for the self-study. (3) Engage best practices on the frontiers of institutional transformation related to STEM gender equity and intersectionality through research, site visits, and consultations. (4) Apply what is learned from the self-study and an innovative pilot study to improve or replace current policies or procedures contributing to inequities and draft a five-year strategic plan for their implementation and assessment. As part of the self-study, UMKC will build a comprehensive dataset to clarify the reasons for existing inequities and increase knowledge about them. The dataset will include: (1) the distribution of STEM faculty by gender, title, and department, (2) the career pathways and recognition for STEM faculty and how those pathways differ by gender and other intersectional identities, (3) the distribution of resource allocation to STEM faculty by gender, title, and department, including salary, start-up packages, research space, graduate assistants, advising, workload assignments and distribution, and (4) the changes to policy, procedure, and other strategies UMKC can implement to promote gender equity. 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.