NSF-19-552: ADVANCE: Organizational Change for Gender Equity in STEM Academic Professions (ADVANCE)
Slots: (1) Eligible institutions of higher education (IHEs) can submit one proposal to Adaptation, OR Catalyst. Submission to IT (Institutional Transformation track) is invite-only. IHEs can also be a partner on one or more Partnership proposals. Note: IHEs and non-profit, non-academic organizations may be partners on multiple ADVANCE Partnership proposals in the same competition but can be the lead organization only on one Partnership proposal in the same competition.
Internal Deadline: Contact the OOR if interested.
LOI: Adaptation and Partnership: November 1, 2019
External Deadline: Adaptation and Partnership: January 15, 2020
Catalyst: June 3, 2019 (Note: The Catalyst track is a new opportunity to support organizational self-assessment, pilot equity strategies, and develop an equity strategic plan for STEM faculty. Only non-profit institutions of higher education that are not, and have not been, the lead on any type of NSF ADVANCE grant are eligible.)
Institutional Transformation: March 02, 2020. Only IHEs invited as a result of an IT-Preliminary proposal may submit a full IT proposal.
Award Information: Type: Standard Grant or Continuing Grant or Cooperative Agreement
Estimated Number of Awards: 18 to 38
The total number of awards to be made under this solicitation is estimated to be between 18 and 38 over the two fiscal years of this solicitation. Approximately two Institutional Transformation awards up to $3,000,000 for five-year projects are expected to be made under this solicitation. In each year, NSF expects to make: approximately six Adaptation awards up to $1,000,000 for three years; approximately six Partnership awards up to $1,000,000 for three to five years; and approximately six Catalyst awards up to $300K for two years. NSF anticipates that up to three of the six Adaptation projects may qualify for an additional $100,000 for collaborating with an NSF funded graduate education project and up to three of the six Partnerships projects may qualify for an additional $250,000 for collaborating with the NSF INCLUDES National Network.
Anticipated Amount: $30,000,000
Pending availability of funds, NSF anticipates having up to $30,000,000 available over a period of two fiscal years (FY 2019-FY 2020) for support of the NSF ADVANCE portfolio. Up to $15,000,000 will be available for the FY 2019 competition and approximately $15,000,000 will be available for proposals for the FY 2020 competition.
Submission Process: PIs must submit their application through the Office of Research’s
Application Portal: https://app.wizehive.com/webform/USCgrants
- Single Page Proposal Summary (0.5” margins; single-spaced; font type: Arial, Helvetica, or Georgia typeface; font size: 11 pt.).
- CV – (4 pages maximum)
- Please indicate in your 1-page proposal summary which track you are applying to.
Link to Award: https://www.nsf.gov/pubs/2019/nsf19552/nsf19552.htm
Who May Serve as PI: There are no restrictions or limits.
In this solicitation, the NSF ADVANCE program seeks to build on prior NSF ADVANCE work and other research and literature concerning gender, racial, and ethnic equity to meet the program goal of broadening the implementation of evidence-based systemic change strategies that promote equity for STEM faculty in academic workplaces and the academic profession. The NSF ADVANCE program provides grants to enhance the systemic factors that support equity and inclusion and to mitigate the systemic factors that create inequities in the academic profession and workplaces. Systemic (or organizational) inequity may exist in areas such as policy and practice as well as in organizational culture and climate. The focus on equity for STEM academic faculty is strategic, since faculty educate, train, and mentor undergraduate and graduate students and postdoctoral scholars and therefore have significant influence over the preparation, interest, persistence, completion, and career choice of future scientists and engineers.
All NSF ADVANCE proposals are expected to use intersectional approaches in the design of systemic change strategies for STEM faculty in recognition that gender, race and ethnicity do not exist in isolation from each other and from other categories of social identity.
The Institutional Transformation (IT) track is designed to support the development, implementation, and evaluation of innovative systemic change strategies that promote gender equity for STEM faculty in academic workplaces within an institution of higher education.
The Adaptation track is designed to support the work to adapt, implement, and evaluate evidence-based systemic change strategies that have been shown to promote gender equity for STEM faculty in academic workplaces and the academic profession. Adaptation projects can either: 1) support the adaptation of evidence-based systemic change strategies to promote equity for STEM faculty within an institution of higher education; or 2) facilitate national or regional STEM disciplinary transformation by adapting evidence-based systemic change strategies to non-profit, non-academic organizations.
The Partnership track is designed to support the work to facilitate the broader adaptation of gender equity and systemic change strategies. Partnership projects are expected to result in national or regional transformation in STEM academic workplaces and the academic profession and demonstrate significant reach. Partnership projects can focus on the transformation of institutions and organizations and/or the transformation within one or more STEM disciplines.
The Catalyst track is designed to broaden the types of IHEs that are able to undertake data collection and institutional self-assessment work to identify systemic gender inequities impacting their STEM faculty so that these can be addressed by the institution.
All ADVANCE proposals should report impacts on gender equity related to one or more of the following objectives:
- The incorporation of intersectional approaches in ADVANCE equity strategies for STEM faculty in recognition that gender, race, and ethnicity do not exist in isolation from each other and from other categories of social identity;
- The adaptation and implementation by IHEs and non-academic organizations of evidence-based systemic change strategies that have been shown to enhance equity for STEM faculty in academic workplaces and the academic profession; and
- The empowerment of individual and organizational stakeholders to enhance equity for STEM faculty in academic workplaces and the academic profession. Stakeholders include but are not limited to STEM faculty, organizations that have STEM faculty members, academic and organization leadership, organizations that have academic leadership members, facilitators and trainers, boards of directors, STEM professional societies, and higher education and organizational staff.