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Assessing departmental readiness to support minoritized faculty.

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Title: Assessing departmental readiness to support minoritized faculty.
Authors: Carter‐Veale, Wendy Y., Cresiski, Robin H., Sharp, Gwen, Lankford, Jordan D., Ugarte, Fadel
Source: New Directions for Higher Education. Spring2024, Vol. 2024 Issue 205, p47-57. 11p.
Subjects: Learning readiness, Academic departments, Employee recruitment, Conversion therapy, Postdoctoral programs
Abstract: Though increasing numbers of racially and ethnically minoritized (REM) individuals earn PhDs and national initiatives focus on faculty diversity, challenges persist in recruiting, hiring, and retaining REM faculty. While a pervasive issue nationally, the literature predominantly focuses on faculty diversity at research‐intensive institutions. This exploratory case study pilots a readiness instrument to evaluate the commitment and willingness of a biomedical department at a primarily undergraduate institution to embrace faculty diversity before initiating a postdoctoral faculty conversion program. We introduce the Community Readiness Model (CRM) into an academic context, offering academic departments a robust framework and tool to evaluate readiness and capacity to recruit, retain, and support REM faculty. Practical Takeaways: Academic departments can be conceived of as a type of community.The adapted Department Readiness Tool can be a valuable method of evaluating a department's readiness to support the success of underrepresented minority faculty.Departments may score highly on some areas of readiness but relatively low on others, which provides insight into where time and resources should be invested to improve readiness. [ABSTRACT FROM AUTHOR]
Copyright of New Directions for Higher Education is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Database: Psychology and Behavioral Sciences Collection
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  Data: <searchLink fieldCode="JN" term="%22New+Directions+for+Higher+Education%22">New Directions for Higher Education</searchLink>. Spring2024, Vol. 2024 Issue 205, p47-57. 11p.
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  Data: <searchLink fieldCode="DE" term="%22Learning+readiness%22">Learning readiness</searchLink><br /><searchLink fieldCode="DE" term="%22Academic+departments%22">Academic departments</searchLink><br /><searchLink fieldCode="DE" term="%22Employee+recruitment%22">Employee recruitment</searchLink><br /><searchLink fieldCode="DE" term="%22Conversion+therapy%22">Conversion therapy</searchLink><br /><searchLink fieldCode="DE" term="%22Postdoctoral+programs%22">Postdoctoral programs</searchLink>
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  Data: Though increasing numbers of racially and ethnically minoritized (REM) individuals earn PhDs and national initiatives focus on faculty diversity, challenges persist in recruiting, hiring, and retaining REM faculty. While a pervasive issue nationally, the literature predominantly focuses on faculty diversity at research‐intensive institutions. This exploratory case study pilots a readiness instrument to evaluate the commitment and willingness of a biomedical department at a primarily undergraduate institution to embrace faculty diversity before initiating a postdoctoral faculty conversion program. We introduce the Community Readiness Model (CRM) into an academic context, offering academic departments a robust framework and tool to evaluate readiness and capacity to recruit, retain, and support REM faculty. Practical Takeaways: Academic departments can be conceived of as a type of community.The adapted Department Readiness Tool can be a valuable method of evaluating a department's readiness to support the success of underrepresented minority faculty.Departments may score highly on some areas of readiness but relatively low on others, which provides insight into where time and resources should be invested to improve readiness. [ABSTRACT FROM AUTHOR]
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  Data: <i>Copyright of New Directions for Higher Education is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
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        Text: English
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              Text: Spring2024
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