Whiting School of Engineering

Goal: Increase awareness and application of inclusive practices/behaviors in leadership and mentorship to support equitable advancement of early career faculty from underrepresented groups.

Established infrastructure for faculty mentorship and development
Increased satisfaction with mentorship and career development for faculty from URGs
Equitable progress through faculty ranks for faculty from URG and non underrepresented faculty (i.e. no statistical difference between tenure success rate or time to tenure of faculty from URG and non-UR Faculty)
Increased understanding and application of diversity, equity, and inclusion skills in mentorship, sponsorship and development of faculty from URGs

Year 1 – Deploy climate survey and develop onboarding curriculum for URG faculty
Year 1– Develop and implement a diversity, equity and inclusion competency framework that establishes behavioral and learning outcomes for faculty, department heads and senior leaders (Project ELEVATE Inclusive Professional Development).
Year 2 – Launch onboarding program for early career faculty from URGs
Year 2 –Collaborate with Center for Improved Mentoring Experiences in Research (CIMER) to implement mentor training for senior faculty and department heads
Year 3 – Continue implementing leadership development and mentor training
Year 3-4 – Assess junior faculty progress to tenure and retention
Year 4-5 – Implement second climate survey to gauge progress