Can gender-based diversity programs benefit everyone? We tested whether and how a broadening participation program intended to benefit women working within male-dominated academic fields of science, technology, engineering, and mathematics, may relate to job satisfaction for all who feel involved. Informed by self-determination theory (Deci & Ryan, 2012), we designed and tested a gender-diversity program that supported women faculty’s psychological need for autonomy, relatedness, and competence through their involvement in five activities embedded in three “ADVANCE Project TRACS” (Transformation through Relatedness Autonomy and Competence Support) initiatives. Longitudinal repeated measures collected over 3 years from men and women tenure track faculty across disciplines show that for everyone, involvement with the program predicted a significant positive change in psychological need satisfaction. This change was associated with positive changes in job satisfaction over time. Results demonstrate the success of this particular program, and suggest that diversity programs that target one group can have wide-spread positive impacts on all who feel involved.

中文翻译：

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额外好处：在 STEM 领域支持女性教师如何提高每个人的工作满意度。

基于性别的多元化计划能让所有人受益吗？我们测试了旨在使在男性主导的科学、技术、工程和数学领域工作的女性受益的扩大参与计划是否以及如何与所有感到参与的人的工作满意度相关。根据自决理论（Deci & Ryan，2012 年），我们设计并测试了一项性别多样性计划，该计划通过参与三个“ADVANCE Project TRACS”中的五项活动来支持女性教师对自主性、关联性和能力的心理需求（通过关联自治和能力支持进行转型）倡议。从跨学科的男性和女性终身教职员工那里收集的 3 年纵向重复测量表明，对于每个人来说，参与该计划预示着心理需求满意度会发生显着的积极变化。随着时间的推移，这种变化与工作满意度的积极变化有关。结果证明了这一特定计划的成功，并表明针对一个群体的多元化计划可以对所有感到参与的人产生广泛的积极影响。