Recommended External Webinars To Support Leaders
The Chronicle of Higher Education: Leading During The Pandemic: A Professional Development Series (Various dates)
Resources
Leadership
| Title | Summary |
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How can departments foster fair and equitable faculty workloads? |
There is substantial evidence that faculty workload is unequally shared and recognized, with significant implications for satisfaction, productivity, advancement, and retention. The Faculty Workload and Rewards Project is a National Science Foundation-funded study to improve equity in how faculty workload is taken up, assigned, and rewarded. |
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UNC Greensboro's Faculty Diversity Jumped in Five Years. How Did It Do It? |
In the past five years alone, the University of North Carolina Greensboro (UNCG) has experienced a notable jump in faculty diversity for each ethnicity category, excluding White. |
| This article discuss the importance of cultivating leadership for progressive faculty and academic staff development through strategically tending the cultures and systems that one leads, in addition to tactical supervision of people. | |
| The presence of women, minorities, and other groups that have been historically subject to harassment tapers off in later career stages. This occurs despite those groups' strong interest and proficiency in science and engineering. As a primary public funding resource for science and engineering research and training, the U.S. National Science Foundation (NSF) has a responsibility to address such deficiencies. | |
| Many organizations are making concerted efforts to become not only more diverse but also more inclusive of difference. The latter is much harder to measure than the former. Do leaders know if they are as welcoming as they think they are? | |
| In times of crisis, it becomes more important than ever, as stress can cause well-intentioned leaders to resort to bias and exclusion. | |
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Advancing Diversity, Equity, and Inclusion Is A Leadership Issue For All Of Us |
More and more people are proclaiming support for diversity, equity, and inclusion (DEI) in STEM (science, technology, engineering, and math), yet it continues to be elusive. Creating diverse, equitable, and inclusive STEM fields can sometimes feel like a debt or gap we may never resolve. |
| Tips for new chairs. | |
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Just Talking? Middle Managers Negotiating Problem Ownership In Gender Equality Interventions |
This research explored how managers in a participatory gender equality intervention in science negotiated their problem ownership. The findings contribute to gender equality change literature by showing that resistance can be productive of gender equality change when the intervention provides a compelling space for negotiations on problem ownership. |
Best Practices in Faculty Hiring
| Title | Summary |
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Why Your ‘Objective’ Screening Rubric Produced Biased Results (2021) |
Five things that search committees can do to move more women and people of color forward in the executive-hiring process. |
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We Built A Diverse Academic Department in 5 Years. Here's How. (2020) |
Washington University in St. Louis has one of the more racially diverse sociology departments in academia today. This is no accident. It was the result of intentional, consistent efforts from multiple stakeholders to create a department that would be both racially diverse and committed to excellence |
| Nudging Toward Diversity: Applying Behavioral Design to Faculty Hiring (2020) | This narrative and integrative literature review synthesizes the literature on when, where, and how the faculty hiring process used in most American higher education settings operates with implicit and cognitive bias. The literature review analyzes the “four phases” of the faculty hiring process, drawing on theories from behavioral economics and social psychology. |
| Why Women Leave Science (2016) | The author uses the 2003 and 2010 National Survey of College Graduates to examine the higher exit rate of women compared to men from science and engineering relative to other fields. |
Performance Reviews/Evaluations
| Title | Summary |
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New research, published last week in the “Personality and Social Psychology Bulletin,” suggests that women are lied to more than men in professional settings. Those lies could be preventing workplace advancement and, in a broader sense, gender equality, according to the findings by Cornell University’s Lily Jampol. |
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| Marginalizing Merit: Gender Differences In Black Faculty Discourses on Tenure, Advancement, and Professional Success(2013) | Little work has addressed the ways in which race and gender intersect and shape Black professors' experiences as they seek professional advancement. Framed by critical race theory, this qualitative study uses discourse analysis to analyze the narratives of 28 Black professors employed at two research universities. |
Handling Difficult Conversations
| Title | Summary |
| What to Do After an Uncomfortable Conversation with a Coworker | We’ve all experienced those conversations where we not only regret our words, but when our actions incite reactions from others, sweeping us into a negative spiral which seems hard to reverse. If you find yourself reeling from a conversation gone bad, be proactive. |
Retention
| Title | Summary |
| (Re)Defining Departure: Exploring Black Professors' Experiences with and Responses to Racism and Racial Climate |
A growing body of research demonstrates that many college environments present challenges for black professors, particularly as they face institutional and personal racism. While scholars have linked these experiences to their attrition, this qualitative study explores black professors’ larger range of responses to difficult professional environments. |
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How One University Involved Department Chairs to Raise Retention Rates |
Four strategies to foster student success. |
Other Valuable Resources
| Title | Summary |
| An academic initiative grounded in theory and practice that creates community across difference through critical dialogue. | |
| Cornell University’s Intergroup Dialogue Project presents “I“ Statements, a podcast where complexity, vulnerability, and curiosity collide. In each episode people with different identities come together to share their own beliefs, experiences, and perspectives, demonstrating the power and possibility inherent in communicating across difference. | |
| Unintended Cognitive and Systems Biases identifies seven personal biases that can influence hiring, promotion, and tenure decisions. It also reveals four institutional and infrastructural implications of these biases and provides strategies to develop new institutional conditions that reduce bias. |