Academics & Research

Health Equity & Inclusion Hiring Toolkit

Faculty Retention

Strategies to Retain Underrepresented Minority Faculty

Institutions can use vetted strategies to retain URM faculty. These include:

  • Creating a system to review decision-making to uncover bias
  • Building transparency in P/T
  • Welcoming/supportive environment
  • Mentoring
  • Valuing diverse contributions; highlight and value the unique strengths and contributions of diverse faculty members
  • Supporting career development/leadership development by creating a workload balance and visibility
  • Identifying barriers

Barriers to Retention

Underrepresented minority and disadvantaged graduates of health professions schools may face significant barriers when attempting to join the faculties of these institutions.

URM faculty report difficulty getting hired at health professions programs and, if they are hired, report experiences of social isolation, bias, and intimidation in the academic workplace, including:

  • Being expected to work harder than non-minority colleagues, such as increased teaching responsibilities and commitments to advise and serve on committees focus on minority students
  • Biased reward systems that deny tenure and promotion opportunities for minority faculty
  • Significantly lower salaries for minority faculty compared to non-minority faculty
  • Having race/ethnicity given more attention than credentials
  • Being treated as a token
  • Lacking support or validation for research on minority issues
  • Having too few minorities in individual academic department and across the campus.

Mentoring Resources

Active Listening & Other Communication Skills:

Mentoring Competencies & Self-Assessments:

Helping Your Mentee Create A Developmental Career Plan:

Coaching vs. Mentoring:

Mentoring Behaviors To Embrace & Behaviors To Avoid:


Mentoring Women: