Diagnose faculty disparities with these 8 critical metrics

For years, colleges and universities have devoted significant time and resources to recruiting faculty. Many have diversified their faculty pipelines, using best practices like cluster hiring, inclusive job advertisements, and implicit bias training for hiring committees. However, recruiting faculty is only the first step. Creating conditions that encourage these faculty members to stick around is the second—and equally as critical—step.

Many faculty members can face inequitable working conditions throughout their time in academia—from heavier workloads to unequal opportunities for scholarship and career advancement. Faculty of color are more likely to take on full slates of service, including large advising loads and sitting on numerous committees. These high service workloads often go unrecognized and undercompensated and can get in the way of promotion and tenure for faculty members.