About the series
Purpose: Inform the design of an ADVANCE program track to address STEM discipline-specific organizational barriers to gender and racial/ethnic equity for STEM faculty.
Who: NSF program officers, managers, science assistants, data analysts, and fellows are invited.
Goals:
- Identify gender and race/ethnicity inequities for STEM faculty within the disciplines
- Identify catalysts and challenges for mitigating and eliminating these inequities
- Develop ideas to inspire disciplinary communities to take up these inequity challenges
When: If possible attend the date below for your directorate and bring a colleague with you. Both sessions will be the same format so you only need to attend one:
Session 1: June 22, 2018 10am to 11:30am room W2160
- Targeted directorates CISE, ENG, GEO, and NSF offices
Session 2: June 25, 2018 10am to 11:30am room W2190
- Targeted directorates BIO, MPS, SBE and EHR
Please RSVP to the meeting invites that will be sent out so we can get a head count and group people by discipline area when possible.
Terminology
Inequity - Injustice or unfairness.
- Inequities can exist within an organization (or system) even when there is full representation of individuals historically underrepresented in STEM.
- Equity is not the same as broadening participation in STEM which is about increasing numbers.
Organizational barriers can include the policies, procedures, and practices - written and unwritten - of an organization. The organizational culture & climate are also organizational factors that can impact equity and inclusion.
- Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on people in the organization and can dictate how they dress, act, and implement their jobs.
- The organizational climate derives from the aspects of the organization that are observed and perceived by people and that influence people’s actions and job performance.
