Multiple studies have scrutinized faculty evaluation practices and processes, identifying and quantifying the ways in which the historical construct of academic merit, upon which accolades and credit depend, is inequitable. While these findings can be discouraging and disheartening, ADVANCE is intentionally taking a broader perspective that the many studies about inequities in faculty evaluation systems . . .
This post provides resources including further educational reading on the topic.
Speaking Up: How Department Leaders Can Change the Conversation in the Academic Workplace Have you ever asked yourself “Why didn’t I say something?” when a friend or colleague said or did something that was biased or uncivil at work? You’re not alone. Deciding whether and how to respond to these moments is complicated. Yet navigating . . .
From the EEOC Newsroom: EEOC Releases Information about Employment Discrimination Against Caregivers.Although this article references COVID-19 situations specifically, discrimination based on a protected characteristics is always prohibited by federal and state laws/regulations. ADVANCE has written about the impacts COVID has had on caregivers in STEM. Articles of particular note are from July 31, 2020, March 10, . . .
Dr. Beronda Montgomery, in “Academic Leadership: Gatekeeping or Groundskeeping?” encourages academic institutions to rethink the kind of leader hired to lead academic units. Rather than fostering gatekeeping, or the mentality that the leader is measuring individual traits and performance to appraise if someone is worthy of advancement or leadership, Montgomery suggests choosing leaders who promote . . .
by Institutional Equity Sexual harassment is no joke. This topic is no longer off-limits, and allegations are being taken more seriously than ever before. But when does behavior cross from bad to unprofessional to sexual harassment? Is sexual harassment only egregious acts of physical touching or fondling? Does the behavior have to occur more than . . .
Creating more inclusive academic communities and making equity and diversity hallmarks of campus culture are lofty goals. What are the actual practices that can make such goals concrete features of university life? A recent essay in CBE-Life Sciences Education makes the case that inclusivity requires thoughtful, proactive strategies. Specifically, the authors advance fourteen actionable recommendations . . .
We have all experienced bullying at work and upon reflection we often think we could have handled the moment better. Each time we think “How could I have responded better?”, “What should I have said?”, “Why is this still bothering me?” But how? In Liz Kislik’s blog, she shares exercises she uses with her clients . . .
As pandemic effects continue, fostering equitable climates to retain high quality faculty and staff is more important than ever. The UMass ADVANCE team outlines four foundational strategies: communication, resources, flexibility, and adapting equity-informed strategies. Meaningful communicative interactions and supportive resources are critical to faculty and staff job satisfaction. In addition, flexible policies and practices remain . . .
Today’s ADVANCE post celebrates the positive influence that faculty can have on the success of students. Specifically, we note how women and under-represented faculty in STEM serve as role models, whether through their presence in classrooms and labs or in professional associations such as WIA or AISES’s Lighting the Pathway program. In this American Psychological . . .
Hispanic Heritage Month is an opportunity to recognize the accomplishments of Hispanic and Latinx scientists and engineers whose groundbreaking discoveries have advanced our knowledge. This article provides a gender diverse list of role models for students across a variety of STEM careers. We encourage you to feature these notable scientists in your courses. Today’s feature . . .