Recruiting faculty from historically marginalized groups is a critically important priority for faculty affairs and academic leaders. But the focus cannot remain solely on the front end: once faculty join the institution, the more challenging part—retaining and supporting their success—begins. There is no one-size-fits-all approach, but intentionality and an awareness of programs and policies that have worked at other institutions can go a long way.

Join us for a free webinar to uncover strategies that go beyond hiring and extend to retaining and advancing faculty from historically marginalized groups. You’ll have a chance to discuss the following with our panelists and your peers across the nation:

• Destigmatizing mentorship. Mentorship is an essential resource and proven strategy to engage and support faculty. But how can you help your faculty make use of it and see the value it can add to their support network and overall professional growth?
• Connecting the work to larger DEI initiatives. Faculty affairs and academic leaders can enhance and supplement their support of faculty from historically marginalized groups by connecting their work to larger institutional DEI initiatives.
• Changes to the promotion and tenure review processes. At worst, P&T processes are rife with inequities and a lack of transparency. At best, they provide clear expectations for growth and career advancement. Changes and attention to inequitable practices and biases within the P&T process can make all the difference in the career growth of underrepresented faculty.

For each of these topics, we will also address how you can build the requisite trust with your faculty and understand your localized context, as well as how it’s being impacted by the ongoing COVID-19 pandemic.