Whiting School of Engineering

Goal: Improve mentorship and support equitable advancement of early career underrepresented racial and ethnic minoritized faculty and women faculty in engineering.

Future State

  • 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 

Timeline

  • Year 1 – Deploy climate survey and develop onboarding curriculum for URG faculty 
  • Year 1– Match junior faculty from URG with senior faculty mentors using goal matching principle 
  • 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