In response to a request from the President and Provost at University of Michigan, a new production was created and launched by the CRLT Michigan Players earlier in 2018 titled Moving the Needle. This highly interactive workshop is hosted as a two-part series and is coming to RIT on April 9 & 10, 2019!
Connect Grants are offered through funding from AdvanceRIT and the Office of the Provost with advisory support from the Innovative Learning Institute’s Faculty Career Development Services, the Division of Diversity and Inclusion, and Sponsored Research Services to support leadership and career development for all tenured and pre-tenured faculty at RIT.
In October, RIT was featured on the Forbes list of “Best Employers for Women.” In its news story, RIT mentioned the work of AdvanceRIT, the Women’s Caucus, and the President’s Commission on Women. Read the full story here.
Exciting times for AdvanceRIT! As of August 2018, NSF funding ended, we are now institutionalized and funded through the Provost’s office. This important investment by RIT supports our cross-university efforts to transform towards a more inclusive university environment, aligning directly with the RIT strategic plan. AdvanceRIT continues to have a goal to increase the representation, retention, and career advancement of women faculty at RIT with a focus on women faculty of color and deaf and hard-of hearing women faculty.
Earlier this fall, AdvanceRIT and NTID held sessions for NTID faculty and academic leaders to encourage network-based mentoring to support faculty connections. The most common form of mentoring has been a “traditional model,” which is defined by a one-on-one relationship between an experienced faculty member who guides the career development of an early career faculty member. Formal mentoring programs have been largely designed to fit this traditional definition.
Shaping academic departments and organizations to be inclusive environments is a proactive and continuous effort. This year we are continuing the effort to strengthen communication through vibrant work environments. Ample research has shown that unconscious biases, micro-inequities, and differential micro-affirmations can make university life a very different experience across gender, race, and status.