Academics & Research

Health Equity & Inclusion Hiring Toolkit

Faculty Development

Minority Faculty Development

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.

Goals for Minority Faculty Development

Typical institutional goals and activities for minority faculty development programs include:

  • Define the goal and main activities to achieve goal
  • Create a supportive environment
  • Provide academically and emotionally safe environment for learning
  • Assist junior faculty members in navigating the world of academic medicine
  • Show faculty members they are not alone and face the same obstacles as others
  • Help junior faculty members develop a social network
  • Bring together junior and senior faculty members

Institutions should also ensure opportunities for career advancement for minority faculty. Institutions can:

  • Provide role models and mentors
  • Guide and advance careers of junior faculty
  • Help faculty members achieve professional growth in concert with the advancement of the institution
  • Enable URM faculty to advance from one level to the next, grooming them for senior faculty and/or management positions
  • Implement faculty development programs at different levels of the institution
  • Enable URM faculty member to achieve success in publishing and grant awards

Developing Skills and Knowledge

Developing skills and knowledge is a long-term factor for success. Senior level administrative staff can:

  • Provide skills in teaching, writing, research and leadership
  • Teach skill sets and methods necessary for advancement
  • Familiarize faculty member with barriers to advancement

Models for Underrepresented Minority Faculty Development

Institutional Mission

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.

Institutional Culture

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

Individual Development

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.