Empowering the Development of Female Scientific and Technological Talent:The Evolution, Measures and Achievements of the ADVANCE Program of the National Science Foundation in the United States
Wang Taoli, Hong Min
Schoolof Education, Huazhong University of Science and Technology, Wuhan 430074, China
Abstract:To address issues such as gender imbalance in the scientific and technological talent pool and career development bottlenecks of female scientific and technological talents,the United States officially established the ADVANCE program funded by the National Science Foundation in 2001.Focusing on the developmental process,reform measures,and achievements and challenges of the program,this study explores the practical progress of empowering the development of female scientific and technological talents in the United States.The program has gone through four stages including germination,transformation,expansion and diversification,and gradually formed four tracks including institutional transfromation,planning,adaptation and cooperation.The ADVANCE program has taken reform measures such as institutional transformation,organizational self-evaluation,evidence-based decision-making,and promoting cooperation under different tracks.It has effectively improved the national level of science and technology and the comprehensive competitiveness of scientific and technological personnel in the United States.It thus provides a useful reference for China to strengthen the construction of scientific and technological personnel and realize high level of scientific and technological self-reliance.
王涛利, 洪敏. 促进科技人才队伍性别平衡:美国国家科学基金会ADVANCE项目的演进、举措与成效[J]. 中国科技论坛, 2025(5): 170-179.
Wang Taoli, Hong Min. Empowering the Development of Female Scientific and Technological Talent:The Evolution, Measures and Achievements of the ADVANCE Program of the National Science Foundation in the United States. , 2025(5): 170-179.
[1] 科学技术部.《支持女性科技人才在科技创新中发挥更大作用的若干措施》政策解读[EB/OL].(2021-07-20)[2023-11-21].https://www.most.gov.cn/xxgk/xinxifenlei/fdzdgknr/fgzc/zcjd/202107/t20210720_175987.html. [2] 佟新.论中国人才性别结构均衡发展[J].云南民族大学学报(哲学社会科学版),2011,28(5):112-117. [3] 中国科学院文献情报中心.性别视角下的中国科研人员画像[R].上海:爱思唯尔,2022. [4] 李侠.全球化2.0时代的科技人才结构优化[J].科学画报,2022(11):26-29. [5] 马冬玲,李睿婕.2009—2021年中国新时期女性科技人才发展分析[M]//余兴安,李志更.中国人力资源发展报告(2021).北京:社会科学文献出版社,2021. [6] 科技部,全国妇联,教育部等十三部门.印发《关于支持女性科技人才在科技创新中发挥更大作用的若干措施》的通知[EB/OL].(2021-06-17)[2023-11-21].https://www.gov.cn/zhengce/zhengceku/2021-07/19/content_5625925.htm. [7] NSF.HRD Programs[EB/OL].(2021-05-04)[2023-11-03].https://www.nsf.gov/pubs/2021/nsf21054/nsf21054.pdf. [8] 韩宇.20世纪七八十年代以来美国州和地方政府的经济发展激励措施[J].世界历史,2023(4):16-30,159-160. [9] 丁坤.美国女子高等教育史:1837—2000[D].保定:河北大学,2013. [10] MIT.A study on the status of women faculty in science at MIT[R].Cambridge:MIT Press,1999. [11] HOPEWELL L,MCNEELY C L,KUILER E W.University leaders and the public agenda:Talking about women and diversity in STEM fields[J].Review of Policy Research,2009,26(5):589-607. [12] CLUTTER M.Background programs to powre:Finalreport on professional opportunities for women in research and education(powre)workshop[M].Gainesville:Center for Women's Studies and Gender Research,1998. [13] ROSSER S,LAURSEN S.Looking back to look forward:A retrospective examination of ADVANCE[J].ADVANCE Journal,2022,3(1):1-36. [14] DEARO J,BIRD S,MITCHELL RYAN S.NSF ADVANCE and gender equity:Past,present and future of systemic institutional transformation strategies[J].Equality,Diversity and Inclusion:An International Journal,2019,38(2):131-139. [15] NSF.Research ongender in science and engineering FY 2004(GSE):NSF03588[R].Arlington:NSF,2003. [16] NSF.Research on gender in science and engineering.Program solicitation:NSF05-614[R].Arlington:NSF,2005. [17] NSF.Professionalopportunities for women in research and education program announcement[R].Arlington:NSF,1997. [18] TORRES L E.Lost in thenumbers:Gender equity discourse and women of color in science,technology,engineering and mathematics(STEM)[J].International Journal of Science in Society,2012,3(4):33-45. [19] ZIPPEL K,FERREE M M.Organizational interventions and the creation of gendered knowledge:US universities and NSF ADVANCE[J].Gender,Work & Organization,2019,26(6):805-821. [20] LAURSEN S L,DE WELDE K.The changer and the changed:evolving theories and practices of change in ADVANCE calls for institutional transformation[J].Equality,Diversity and Inclusion:An International Journal,2019,38(2):140-159. [21] NSF.nsf19552 ADVANCE:Organizational change for gender equity in STEM academic professions[R].Ann Arbor:NSF,2019. [22] ROSSER S V.Intersectionality and ADVANCE[J].ADVANCE Journal,2018,1(1):1-5. [23] NSF.ADVANCE Brochure(NSF 21-50)[R].Ann Arbor:NSF,2021. [24] OWENSM,QUBBAJ A,LEE A.Systemic change in minority-serving institutions[EB/OL].(2023-03-21)[2023-11-06].https://players.brightcove.net/679256133001/NkgrDczuol_default/index.html?videoId=6249719898001. [25] UAB.Alabama ADVANCE-Office ofdiversity,equity and inclusion[EB/OL].(2023-01-20)[2023-11-30].https://www.uab.edu/dei/welcome-to-alabama-advance. [26] UNH.Univeristy of New Hampshire ADVANCE Institutional Transformation[EB/OL].(2023-04-07)[2023-11-21].https://www.unh.edu/professional-success/unh-advance/about/advance-institutional-transformation. [27] NDSU.NDSU ADVANCEprogram[EB/OL].(2023-01-30)[2023-11-30].https://www.ndsu.edu/forward/. [28] GGC.Institutional research and analytics[EB/OL].(2022-11-09)[2023-12-01].https://www.ggc.edu/about-ggc/institutional-research-and-analytics. [29] UPRRP.Virtualobservatory of culture for equity in academia(VoCEA)[EB/OL].(2023-01-31)[2023-11-21].https://www.uprrp.edu/2023/05/la-nsf-otorga-subvencion-de-300000-a-proyecto-del-recinto-de-rio-piedras-de-la-upr-denominado-vocea/. [30] UMKC.Diagnosing intersectional challenges for equity in STEM[EB/OL].(2023-09-10)[2023-11-21].https://www.umkc.edu/provost/about-us/initiatives/dices-grant.html. [31] NSF.ADVANCE:Organizational change for gender equity in STEM academic professions[R].Ann Arbor:NSF,2020. [32] NSU.The PEER project[EB/OL].(2023-04-07)[2023-11-30].https://nevadastate.edu/academics/provost/advance/. [33] MST.S&T ADVANCE program[EB/OL].(2023-08-19)[2023-11-30].https://advance.mst.edu/. [34] AWM.Teacher partnerships[EB/OL].(2023-03-29)[2023-11-21].https://awm-math.org/programs/teacher-partnerships/. [35] NJECC.Our initiatives[EB/OL].(2023-03-29)[2023-11-16].https://www.njeccadvance.com/our-initiatives. [36] NCSES.Diversity and STEM:Women,minorities,and persons with disabilities 2023[R].Alexandria:NCSES,2023. [37] IMPACT.ImPACT IT-Increasing the participation and advancement of women in information technology[EB/OL].(2023-07-10)[2023-12-01].https://impactit.pages.wm.edu/. [38] LAURSEN S,AUSTIN A E.Building gender equity in the academy:Institutional strategies for change[M].Baltimore:Johns Hopkins University Press,2020. [39] NSF.Survey of doctorate recipients(SDR)2021[EB/OL].(2021-12-10)[2023-11-21].https://ncses.nsf.gov/surveys/doctorate-recipients/2021#data. [40] NCSES.Women,minorities,and persons with disabilities 2021:NSF21-321[R].Alexandria:NCSES,2021. [41] CEOSE.Making visible the invisible understanding intersectionality committee on equal opportunities in science and engineering 2021—2022 biennial report to congress[R].New York:CEOSE,2022. [42] 董丽娟,徐飞.中国女性科技人才政策的若干评价与思考[J].科学学研究,2016,34(2):178-185,320.