Intersecting systems of inequality (i.e., gender and race/ethnicity) are remarkably resistant to change. Many universities, however, seek National Science Foundation Institutional Transformation awards to change processes, procedures, and cultures to make science, technology, engineering, and mathematics (STEM) departments more inclusive. In this article we describe a case study with observations for eight years of before (2000–2007), five during (2008–2013), and seven after (2014–2020) intensive efforts to increase women through reducing barriers and increasing access to women. Finally, we reflect on flawed assumptions built into the proposal, the slow and uneven change in the proportion of women over time, the strengths and weaknesses of numeric assessments, and the value of a longer view for seeing how seeds planted with promising practices initiated during the award may end with the funding but can reemerge and bear fruit when faculty who engage in equity work are in positions of authority later in their careers.

不平等的相交系统（即性别和种族/族裔）明显抵抗变化。但是，许多大学都要求获得美国国家科学基金会“机构改革奖”，以改变流程，程序和文化，以使科学，技术，工程和数学（STEM）部门更具包容性。在本文中，我们描述了一项案例研究，其中包括八年来（2000-2007年），五年（2008-2013年）和七年后（2014-2020年）的观察，这些研究通过减少障碍和增加妇女获得机会的努力来增加妇女人数。最后，我们考虑了提案中存在的错误假设，随着时间的推移，女性比例的缓慢缓慢变化，数字评估的优缺点，