The most effective approaches to enhance faculty diversity view inclusive hiring as a long-term investment rather than a short-term fix.
Regular follow-up and commitment to the personal and scholarly growth of new minority faculty can help ease the transition to the academic workplace and can help address any sources of stress or dissatisfaction that may arise.
Minority faculty development programs seek to address the special needs of minority faculty and provide necessary support to ensure high job satisfaction.
Typical institutional goals and activities for minority faculty development programs include:
Institutions should also ensure opportunities for career advancement for minority faculty. Institutions can:
Developing skills and knowledge is a long-term factor for success. Senior level administrative staff can:
Institutions should formally recognize minority faculty development as part of their core mission. They should also offer institutional incentives to support development across faculty activities (research, teaching, and service), and create mechanisms for monitoring and accountability.
Institutions should create an environment that allows equal access to resources. Institutions should create formal vehicles for valuing non-traditional contributions and create incentives/rewards that value contributions associated with diversity. In addition, institutions should operationalize networking and mentoring opportunities
Institutions should create mechanisms for giving parity to service. They should recognize that minority groups have many aspirations, and acknowledge the inherent values that come from different perspectives.