NSF ADVANCE and gender equity. Past, present and future of systemic institutional transformation strategies

• Pages: 131-139
• Date: 11 March 2019
• Published date: 11 March 2019
• DOI: https://doi.org/10.1108/EDI-09-2017-0188
• Author: Jessie DeAro,Sharon Bird,Shermaine Mitchell Ryan
• Subject Matter: Hr & organizational behaviour,Employment law

NSF ADVANCE and gender equity

Past, present and future of systemic

institutional transformation strategies

Jessie DeAro

Directorate for Education and Human Resources, National Science Foundation,

Alexandria, Virginia, USA

Sharon Bird

Department of Sociology, Oklahoma State University,

Stillwater, Oklahoma, USA, and

Shermaine Mitchell Ryan

Health and Environment Sciences Institute,

Washington, District of Columbia, USA

Abstract

Purpose –Supportingthe advancement of science,technology, engineering andmathematics (STEM) in ways

that help to ensure thehealth, prosperity, welfare and securityof the nation has been central to the mission of

the US NationalScience Foundation (NSF) since1950, the year Congress createdthe agency. Preparing a highly

qualified and diverse STEM workforce plays a central role in supporting this mission. The paper aims to

discuss these issu es.

Design/methodology/approach –Over the past several decades, many positive steps have been taken

throughout the US education system to help ensure a more diverse STEM workforce. Even so, women remain

underrepresented among STEM faculty in higher education, especially at the upper ranks. Contributing to

women’s underrepresentation are systemic obstacles to the recruitment, retention and promotion of women of

different racial, ethnic, disability, sexual orientations and nationality statuses.

Findings –The NSF ADVANCE Program is designed to address these barriers. Success for ADVANCE is,

therefore, best defined in terms of the changes made to the structures and climates of academic workplaces,

rather than in numbers of women hired, retained or promoted in any one institution at a given point in time.

Originality/value –This introduction briefly examines the origins of ADVANCE, key transitions in the

program over time, its reach nationally and internationally, and its future.

Keywords Gender, Equity, Organizational change, STEM faculty, Culture and climate, Systemic change

Paper type General review

National Science Foundation (NSF) ADVANCE: origins

The NSF ADVANCE program, which was developed under the leadership of the NSF Office of

the Director and with the support of a design committee comprised of representatives from each

of the seven NSF Directorates, issued the first call for ADVANCE proposals in 2001 (www.nsf.

gov/crssprgm/advance/implementation.jsp). Recognizing the need for ensuring attention to

gender equity in each STEM discipline, the ADVANCE Implementation Committee (AIC) was

also created in 2001 to work with the ADVANCE program officer to implement the NSF-wide

program. The first call for proposals included tracks for fellowship, leadership and institutional

transformation (IT) proposals (NSF, 2001). Of these three tracks, the IT track with its focus on

systemic change within US institutions of higher education (IHEs) represented a new NSF

program model for broadening the participation of underrepresented groups in STEM. IHEs

seeking ADVANCE IT awards were required to develop strategies for reducing institutionalized

gender inequities. Equality, Diversity and Inclusion:

An International Journal

Vol. 38 No. 2, 2019

pp. 131-139

© Emerald PublishingLimited

2040-7149

DOI 10.1108/EDI-09-2017-0188

Received 15 September 2017

Revised 15 February 2018

15 November 2018

23 January 2019

Accepted 23 January 2019

The current issue and full text archive of this journal is available on Emerald Insight at:

www.emeraldinsight.com/2040-7149.htm

Any opinions, findings, conclusions or recommendations presented are only those of the authors and

do not necessarily reflect the views of the National Science Foundation.

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NSF

ADVANCE

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equity