Unconscious Bias Education and Cultural Change Resources
Unconscious biases are stereotypes about certain groups of people that are formed outside our own conscious awareness. Everyone has unconscious bias. We have them based on social and identity groups (race, gender, age, sexuality, etc.). These biases stem from our brain’s being programmed to make sense of the world by quickly categorizing information it receives. They affect our perceptions, judgements and behaviors. Resources include bias and gender diversity quick reads, handouts, resources from other universities, and more.
Mutual Mentoring and Career Advising Resources
Faculty mentoring plays an important role in faculty career success. We know that mentoring can address a number of the potential roadblocks to faculty. Mentoring offers an effective method for building one’s network, enhancing productivity, and developing a sense of belonging and support. Resources for mentoring include materials on effective mentoring and mutual mentoring.
Advocates and Allies
The Advocates and Allies project at RIT is specifically designed for academic settings to support men faculty, in consultation with women faculty, in gender-equity efforts.
Presentation and Publications
Publications and presentations from members of the institutionalized AdvanceRIT office, AdvanceRIT Institutional Transformation grant team, or using AdvanceRIT data are available.
AdvanceRIT has prepared a variety of tip sheets covering many topics, including effective communication, mentoring, and unconscious bias.
- Audism & Communicating with People Who Are DHH
- Establishing Meeting Ground Rules for Effective Communication in Meeting and on Teams
- Examples of Bias in Letters of Recommendation
- Interrupting Bias or Exclusionary Comments
- Mentor Discussion Guide
- Questions to Consider during Promotion and Tenure Review Processes
- Recommendations for Reducing Unconscious Bias in Promotion and Tenure Review Processes
- The Chair's Role in New Faculty Mentoring
- A Guide to: Bystander Awareness and Responses
AdvanceRIT has prepared white papers that present research on a topic related to equity concerns and pose potential solutions or strategies to mitigate these issues.
- Promotion to Full Professor (August 29, 2018)
- Conflict Resolution and Mediation Programs in Higher Education: Institutional Need, Benchmarking, Development, and Evaluation (May 1, 2017)
- Extended Length in Rank Among Associate Professors: The Problem, Its Implications, and Strategies to Address It (September 25, 2017)
- NSF ADVANCE Project: Resources on Barriers for Female STEM Faculty (November 5, 2013)
- Resources on the Effect of Department Climate on Faculty Satisfaction (October 22, 2013)
- RIT Faculty Evaluation Systems: Satisfaction Ratings and Best Practice Recommendations (June 26, 2014)
AdvanceRIT has prepared resources for faculty for navigating work and life and for getting established in the Rochester community.
Faculty Hiring/Dual Career
Effective recruitment and hiring practices are critical to affecting positive change for women faculty in STEM. These resources are geared toward department chairs, deans, and faculty search committees.
RIT’s Dual Career Program- Office of the Provost
- Office of Faculty Recruitment – RIT
- Human Resources – RIT
- Handbook for Faculty Searches and Hiring - University of Michigan
- Positive and Problematic Practices in Faculty Recruitment - University of Michigan
- Michigan Faculty Recruitment Handbook - University of Michigan
- Faculty Resources for Diverse Hiring - Northeastern University
- Workshop on Faculty Recruitment for Diversity and Excellence - STRIDE-Northeastern University
- Reading List - STRIDE-Northeastern University
- Dual Hire Employment Assistance Program Benchmarking – AdvanceRIT
COVID-19 Pandemic Impact on Faculty
The COVID-19 pandemic has had an effect on faculty productivity, especially for women faculty with caregiving responsibilities. Societal unrest occurring at the same time has led to additional impacts on faculty of color. These resources describe the equity impacts of the pandemic and provide some suggestions for mitigating these impacts.
- Pandemic Impact Statements: Suggestions for Faculty-AdvanceRIT
- Equity Impacts of the Pandemic: Suggestions for Leadership-AdvanceRIT
- Examples for Documenting the Impact of COVID-19 - Purdue's Susan Bulkeley Butler Center for Leadership Excellence
- Supporting Faculty During & After COVID-19 Don’t let go of equity -The ASPIRE Alliance
- In the wake of COVID-19, academia needs new solutions to ensure gender equality - National Academies of Sciences
- Documenting Pandemic Impacts-Best Practices - UMass Amherst ADVANCE
- Women's Emotional Labor in Higher Ed and the COVID-19 Crisis –Women in Higher Education
- The Virus Moved Female Faculty to the Brink. Will Universities Help? – NYTimes
- Burning Out- Professors say faculty burnout is always a real threat, but especially now, and that institutions should act before it’s too late. –Inside Higher Ed
- Compilation of Papers on Gendered COVID-19 Faculty Experiences -Stanford Faculty Women’s Forum Steering Committee