Isis H. Settles, Jennifer J. Linderman, Deborah Rivas-Drake, Jamie Saville, Shelly Conner
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引用次数: 0
Abstract
As data on the benefits of faculty diversity accrue, colleges and universities have worked toward this goal. However, faculty racial demographics have not changed significantly for many institutions. Many campus interventions seek to increase faculty diversity through hiring. Yet it is critical for colleges and universities to add faculty retention strategies to their broader efforts around faculty diversity for more significant changes to occur. From our internal data, and as part of our work with the University of Michigan ADVANCE Program, we identified four areas of intervention to improve the retention of faculty of color: climate, evaluation processes, leadership opportunities, and service equity. We then developed yearlong workshop programming for chairs and unit leaders to help them build a toolbox around organizational change to improve faculty retention. Based on our experiences, we offer the three strategies to promote institutional change in this area: 1) use data to identify challenges and make a compelling argument; 2) frame retention as preemptive; and 3) focus on both individual and structural change strategies. We hope these recommendations are useful to others engaged in institutional change efforts on their campus and can lead to meaningful improvements in faculty diversity across institutions.
期刊介绍:
APA and the National Association of Diversity Officers in Higher Education (NADOHE) have joined together to publish the Journal of Diversity in Higher Education. This quarterly journal offers research findings, theory, and promising practices to help guide the efforts of institutions of higher education in the pursuit of inclusive excellence. Multidisciplinary in perspective, the Journal of Diversity in Higher Education publishes empirical research, promising practices and policies, commentaries and critiques, and book reviews that support efforts to transform institutions; inspire colleagues; engage campus; governmental; and private sector leaders; and articulate culturally competent outcomes.