Identify your campus’ greatest needs for underrepresented faculty recruitment and retention efforts.
Despite the fact that national student demographics have dramatically changed over the past 20 years, institutions of higher education still haven’t shifted their full-time faculty demographic: three-quarters of full-time faculty are still white.* The need to hire and retain faculty members from underrepresented groups is a serious issue and a pressing opportunity that institutions must commit to in order to strive for and achieve academic and inclusive excellence.
Join us for this highly interactive workshop to learn the tools and strategies you need to recruit, onboard, and retain faculty members from underrepresented demographics. With the help of our expert speaker panel, you will have the time, space, and support to:
- Examine your institution’s current recruitment practices and identify gaps in your existing process
- Develop strategies to build a more inclusive recruitment process for your institution
- Train and educate campus leaders, faculty, and members of search and hiring committees
- Establish benchmarks to ensure the success of your inclusive recruitment initiative
- Plan meaningful onboarding processed to help underrepresented faculty transition to your campus
- Find ways to improve the retention efforts dedicated to your underrepresented faculty
This unique program walks you through a highly interactive workbook from start to finish where you will workshop ideas with your peers and our expert faculty. Participating and engaging in this event is critical to your learning experience. You will leave after these three days with tangible tools and strategies to put into effect as soon as you get back to campus to better recruit, onboard, and retain underrepresented faculty.
*“Diversifying Graduate Schools and the Faculty,” Inside Higher Ed, 2019
Who Should Attend
This conference will benefit faculty, faculty hiring managers or department chairs, academic leaders, diversity leaders, and human resources managers who provide direct oversight of the faculty recruitment process. Individuals who have indirect involvement with hiring underrepresented faculty, such as chairs or members of the faculty senate, will also benefit from the content of this training.
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Follow Through With Success Coaching
Have you ever gone to a training only to find that you came back with great ideas but don’t have the time, support, or skills needed to make the changes?
Academic Impressions has produced thousands of trainings and we have learned that utilizing a coach after attending a conference helps provide accountability and bridges the training with the on-the-ground work of getting the job done.
As a result, we are now offering success coaching on select conferences.
- Purchase this training + 3 one hour follow up success coaching calls
- Work with an assigned coach who has extensive experience in higher ed.
- Get individualized support to help you follow through on what you’ve learned.
- Workshop your plans, run your ideas by someone and get additional help/practice.
Your registration fee includes full access to all conference sessions and materials, access to the networking reception on Day 1, breakfast and lunch on Day 2, and breakfast on Day 3, as well as refreshments and snacks throughout the conference.
12:30 – 6:00 p.m.
In this opening session, our faculty will help attendees establish ground rules to ensure maximum participation from attendees during the conference. Faculty will also explain the purpose of the conference workbook and how we will be using it throughout the conference to eventually inform the final activity at the conclusion of this experience. Small groups will be identified by institutional size or with members from your campus during this session.
Whether or not recruiting underrepresented faculty is a part of your university’s strategic plan, there may be times when your campus loses sight of agreed-upon goals and priorities. We will highlight strategies to keep your campus committed to its institutional goals by helping you lead critical campus conversations around issues of social justice, implement culturally relevant pedagogy, and actualize the ideals of academic excellence. Additional strategies, such as analyzing campus data related to faculty turnover and retention rates, and climate survey data will also be discussed. You will have the opportunity to review your current institutional goals to determine where there are opportunities for further education, dialogue, or data sharing to move towards accomplishing these goals.
Changing attitudes and old procedures, implementing new policies, and mandating training can create feelings of resentment or resistance, particularly when change is slow and the efforts are not yielding any positive results in recruiting underrepresented faculty.
This session will cover ideas such as:
- Educational workshops for existing leaders and faculty
- Understanding inclusive hiring practices
- Learning tips for hiring committees to use throughout the hiring process
- Formalizing roles of diversity recruitment leaders and advocates
- Utilizing appropriate advertising channels
- Levelling the playing field for underrepresented faculty candidates
You will be able to identify gaps in your current recruitment process and strategies to build a more inclusive recruitment process for your campus.
This informal reception is your chance to decompress, have some refreshments on us, and expand your network of connections. Our programs are intentionally designed for smaller groups, so this is a great time to catch-up with attendees and speakers whom you may not have connected with yet.
8:30 a.m. – 4:30 p.m.
Most faculty search committees garner support from campus leadership who utilize these groups to begin advance their university strategic priorities to diversify their faculty. What happens when resources begin to dwindle and sustaining capacity for these efforts shift? Our expert faculty will showcase strategies for maintaining this upward momentum when institutional priorities shift away from diversifying faculty. In pairs or in your teams, you will identify a couple of strategies that promote success in your faculty search committees despite these changes in priorities.
In your conference workbook, you will respond to the prompts provided and begin to generate and coordinate ideas related to faculty recruitment that you can apply back at your campus.
One of the most critical tools in helping to build awareness around behaviors or attitudes that influence hiring practices is training. We will showcase effective training sessions used for faculty search committees, as well as how to ensure that conversations with and around an underrepresented faculty candidate can be more inclusive. Our expert speaker will walk you through sample activities of training models and provide a sample training agenda that you can use for your own faculty search or hiring committees. You will be able to identify the appropriate campus facilitator, when the training should take place, which topics would be most useful to discuss, and the pros and cons of making the training mandatory.
Now that your institution has successfully recruited underrepresented faculty, what are some meaningful initiatives you can implement to ensure that faculty have a smooth transition to your campus? We will highlight ways campuses can provide realistic and necessary initiatives to onboard underrepresented faculty, including how faculty are oriented at their institutions. In small groups, you will discuss limitations or shortfalls in your current onboarding process and identify at least 1-2 new strategies to improve it.
In your conference workbook, you will respond to the prompts provided and begin to generate and coordinate ideas related to faculty onboarding that you can apply back at your campus.
8:30 a.m. – 12:30 p.m.
Establishing retention efforts for underrepresented faculty is just as important as recruiting or onboarding them. We will discuss ways campuses may be unintentionally failing at retaining talented faculty due to a lack of thorough and meaningful planning. Also, we’ll share and discuss findings from our speaker’s recent study on Recruitment without Retention: A Critical Case of Black Faculty Unrest, followed by recommendations for assessing and improving current retention efforts for underrepresented faculty. Using what you learned, you will identify at least two goals for improving retention efforts on your campus.
In your conference workbook, you will respond to the prompts provided and begin to generate and coordinate ideas related to faculty retention that you can apply back at your campus.
In this closing session, you will have the opportunity to reflect on core themes presented at this conference and finalize any gaps in your workbook as they relate to your campus. Using the resources, tools, and strategies you have learned, you will create a list of short-term goals to boost your efforts in recruiting, onboarding, and retaining underrepresented faculty at your institution. You may also use this time to share ideas, through brief presentations with assigned groups, and solicit feedback from your peers, as well as our expert speaker panel.
Director, Office of Equity and Inclusion / Title IX Coordinator, Sam Houston State University
Jeanine has spent her entire professional career in Higher Education Administration and Student Affairs. In her current role, she serves as a resource for advisement and consultation on issues related to diversity, equity and inclusion. She provides leadership to investigations into allegations of discrimination, harassment, and other civil rights violations as well as develops and facilitates university-wide training programs and activities.
Associate Professor of Physics and Astronomy, State University of New York at Geneseo
In addtition to his teaching work, George is the leader of a Faculty Learning Group on his campus tasked with studying the literature on best practices in the diversification of higher education faculty as well as gathering input from campus stakeholders and a broad range of experts. His group makes recommendations to the Provost to make progress on this issue and assist in implementation and assessment of such efforts.
Bridget Turner Kelly
Associate Professor, University of Maryland
Dr. Turner Kelly’s scholarship is focused on marginalized populations in higher education; more specifically, she studies the experiences of students of color on predominantly white campuses, women and faculty of color at research universities, and how all students can become socially just educators. She has authored over 25 publications, two of which have been cited in AMICUS briefs for U.S. Supreme Court cases.
Questions About the Event?
Rabia Khan Harvey
Senior Program Manager, Academic Impressions