Permanent URI for this collection
The ADVANCE team creates a variety of resources and tools to help our faculty and campus leadership transform our institution by cultivating faculty equity, inclusion and success. We developed each two-page tool by culling best-practices from our research findings and workshops, and with input from our faculty and campus leaders.
Browse
Recent Submissions
Publication Documenting Pandemic Impacts: Best Practices(2020-01-01) Misra, JoyaThe COVID-19 pandemic immediately impacted faculty members’ workloads. Most faculty members have had to do significantly more work, moving courses online, mentoring students in need, reworking university programs and addressing COVID-19 risks, and helping communities manage current realities. At the same time, many faculty members are experiencing damage to their productivity and research record, due to lack of access to labs and facilities, research sites, and research subjects, as well as canceled conferences and inability to travel to conduct research and meet with collaborators.Publication Faculty Mentoring Best Practices(2019-01-01) Misra, JoyaAll faculty members need mentoring. Ideally, your unit will offer mentoring across rank. Assistant Professors (most commonly targeted for tenure) Clinical/NTT Faculty (professional development) Associate Professors (key to ensuring smooth progression to Full) Associate/Full Professors (progressing into leadership positions) Members of groups that are underrepresented in your field – by gender, race/ethnicity, sexuality, gender identity, first-generation status, religion, ability status, etc. – are least likely to receive mentoring and career advice. Mentoring programs ensure that all faculty members are able to access mentoring support.Publication Inclusive Departments Best Practices(2019-01-01) Misra, JoyaMost faculty members want to feel respected and included in their departments, engaged in positive professional interactions with colleagues, and consulted and heard by their department Chairs/Heads. Yet, many faculty members do not feel included in their departments. Research at UMass shows that among STEM faculty, White women, Asian women, and women from underrepresented minority groups feel much less connected to their departments and less valued by their colleagues and Chairs/Heads than men, particularly in the area of research. In addition, women STEM faculty rate their departments as less collegial, respectful, cooperative, supportive, equitable, fair, and inclusive than men STEM faculty.Publication Mentoring Plan Template(2019-01-01) Misra, JoyaMentoring plans allow departments to articulate how new faculty members will receive the mentoring and support that they need to be successful. While mentoring may happen “organically” for some faculty members, research shows that there are significant differences among faculty members in how much support and mentoring they receive, and even in how much honest feedback they receive.Publication Equitable Peer Review Panel Templates(2021-01-01)UMass ADVANCE provides resources for faculty to engage in more equitable collaboration. One kind of collaboration that we engage in as faculty is shared decision-making during peer review panels. A helpful guide to effective and equitable peer review practices does not have to be long. Here we provide a template for one-page framing statements that peer review committees can easily use and adopt. The first link is to a framing statement developed by UMass ADVANCE for the most prestigious internal research fellowship on our campus (the Conti fellowship). The second link is a generic version of a one-page framing statement template that any committee can download and use for their award selection process.