Our Logic Model

The project will determine the effectiveness of a regional peer mentoring model to improve the advancement of mid-career women STEM faculty at primarily undergraduate institutions, and will assess the impact on their professional development, productivity, job satisfaction, personal agency, collaborative activities, overall well-being, and career advancement. Additionally, the project will determine if Administrator Alliances, working in close association with Faculty Alliances, are an effective strategy for creating institutional policies and infrastructure that promote gender equity.

ASCEND Logic Model

2019

Phase: Inputs

Stage 1

  • STEM women faculty from PUIs serve as Steering Committee (SC)
  • External Advisory Board provides consultation to SC

Phase: Inputs

Stage 2

  • SC recruits a diverse pool of 60 mid-career women STEM faculty and 15 administrators from PUIs in Midwest, Southeast, and Northwest.
  • SC sets up regional discipline-specific peer mentoring Alliances for faculty & administrators (4-5 participants each)

Phase: Activities

Stage 3

  • Faculty and administrators participate in monthly virtual Alliance meetings

Phase: Activities

Stage 4: Faculty

  • Draft Individual Development Plans
  • Learn about career advancement barriers
  • Explore leadership development skills
  • Connect with expert speakers
  • Engage in leadership opportunities at monthly and annual meeting

Phase: Activities

Stage 4: Admins

  • Draft Institutional Development Plans
  • Learn about obstacles encountered by underrepresented STEM faculty and best practices to mitigate barriers
  • Implement change leadership strategies
  • Evaluate existing policies and practices at their collective institutions
  • Connect with expert speakers
  • Explore in leadership opportunities at monthly and annual meeting

Phase: Activities

Stage 5

  • SC collects a comprehensive electronic library of resources that promote inclusive institutional cultures and support retention and advancement of underrepresented faculty

Phase: Outcomes

Stage 6: Faculty

  • Apply for promotion and pursue leadership opportunities
  • Revise and begin to implement strategic plan for promotion and leadership
  • Work with ASCEND and/or campus administrators who strategize with and advocate for them

Phase: Outcomes

Stage 6: Admins

  • Serve as advocates for underrepresented faculty
  • Promote more inclusive campus cultures
  • Develop, promote, and implement inclusive campus policies
  • Support and inform one another in their transformation efforts

Phase: Outcomes

Stage 7

  • SC disseminates ASCEND methods and findings to increase awareness of advancement barriers impacting mid-career women STEM faculty and as a model to initiate culture change

Phase: Outcomes

Stage 8

  • Mid-career women STEM faculty are promoted and attain leadership positions
  • PUIs and STEM higher education departments have more inclusive and equitable environments

2024 and beyond

Participants continue to draw support from their alliances to implement change leadership strategies as they develop as leaders.