Minority Faculty HERC Conference

					Mentoring a Diverse Faculty
HERC Conference
   November 7, 2008
   Mary Childers, Ombudsperson
   Dartmouth College
What Mentoring Systems Should Include

   Substantive information
   Institutional support
   Identification of obstacles and resources
   Reality testing
   Group networking opportunities
   Flexible individual matches
   Alternative microclimates
      Preferred Institutional Context

   On-going commitment to recruitment

   Frank discussion of campus climate issues

   Visible senior leadership support for
    mentoring program
        Case Western Reserve University - NSF-ADVANCE
          Grant ACES – Major Initiatives, Multiple Levels


                                                           Commitment of Senior
                                                           Administrators

   Accountability of Deans                                     Provost’s Annual
                                     University                Leadership Retreat
                                     Leadership
                                                              Climate Change
   Departmental Grants                                        Committee

      Search Committee                                               Faculty
              Supports       School and Department Level             Development

      New Structures,                                                 Faculty Grants
Policies & Procedures
                                                                           Distinguished
   Monthly student                                                         lectureships
          pipeline
                                   Campus Level
  Student bias                                                            Hotline
      training                                                            coaching
    Case Western Reserve University, II


   Climate assessments and faculty exit survey

   Executive coaching for women faculty, faculty of
    color, deans, and others

   Faculty Development Workshops

                                Courtesy of Amanda Shaffer, CWRU
      Different Types of Mentoring

   Natural mentoring

   Situational mentoring

   Supervisory mentoring

   Formal facilitated mentoring

   Peer Mentoring
    What Mentor Should Understand

   Relevant institutional policies
   Complexity of multiple identity challenges
   Racial and ethnic bias
   Potential consequences of hyper visibility
   Unrewarded service tax on minority faculty
   Possible tensions between needs of
    individual and institution
    Campus Norms and Differential Impact

      Rank-based hierarchy

      Untenured Faculty Silence

      Individualism


        From “The Impact of Social Interaction and Reward System Norms on Underrepresented
                    Faculty,” Annie Gubitosi-White, from Diversity Web (www.diversityweb.org)
Grassroots I
           RACE (Researchers and Critical Educators)
                 California State University, Fullerton

   2002 a group of then untenured faculty of color convened

   Maintains a campus recruitment and retention website

   Monthly mentoring and social luncheons for untenured faculty

   Partnering with a senior associate dean, support from provost
    and president

   Leveraging location on a “majority minority” campus
Grassroots II
                  University of Illinois at Chicago

   Initiated by Black and Latino faculty

   Documents the needs of Black and Latino faculty

   Structured mentoring opportunities for under-represented faculty
    through community building, peer support, and professional
    development

   Ongoing feedback to departments, college and university leaders

   Assists faculty with the challenges of institutional racism, job
    satisfaction, isolation, and productivity
Grassroots III: Alternative Microclimates

   Complementary to departmental microclimates

   Can emerge from rewarding service outside
    department

   Potential for collective action against bullies

   Fosters mentoring relationships


              “Faculty Microclimate Change at Smith College” – see Ackelsberg in resources
    References
   Keeping Our Faculties Symposium, University of Minnesota,
    Conference V: March 12-14, 2009 http://www.cce.umn.edu/conferences/kof/

   Keeping Our Faculties Symposium, University of Minnesota, Conference IV: April 12-14, 2007
    (includes Amanda Shaffer Presentation)
    http://www.cce.umn.edu/conferences/kof/background/index.html

   Diversity Web: www.diversityweb.org (Includes Annie Gubitosi-White abstract at:
    http://www.diversityweb.org/diversity_innovations/faculty_staff_development/recruitment_tenure_prom
    otion/underrepresented.cfm)

   University of Michigan ADVANCE Program Publications and Reports
    http://sitemaker.umich.edu/advance/publications_and_reports

   References on Chilly Climate for Women in Academe http://dynamic.uoregon.edu/~jjf/chillyclimate.html

   Duke Mentoring of Faculty: Principles and Practice
    http://www.provost.duke.edu/policies/Faculty_Mentoring_Initiative.htm

   Ackelsberg, Martha, Jeni Hart, Naomi J. Miller, Kate Queeney, and Susan Van Dyne. “Faculty
    Microclimate Change at Smith College.” Forthcoming in Reconstructing The Academy: Faculty Take
    the Lead. ed. Winnifred Brown-Glaude Rutgers University: Rutgers University Press, 2009.

   Stanley, Christine A., and Yvonna S. Lincoln. "Cross-Race Faculty Mentoring." Change 37.2 (Mar.
    2005): 44-50.

				
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