Compendium of inclusive tenure and promotion policy
Four principles to embed DEIJ in faculty evaluation
This compendium features eight institutional examples of equitable approaches to tenure evaluation; when adopted widely, these efforts can help improve BIPOC faculty retention.
Underrepresented minority faculty represent only about 12% of tenure-track or tenured faculty, a number that has increased by just one percentage point in the last five years. Since faculty are overwhelmingly white, many institutions are implementing diversity recruitment strategies like inclusive job advertisements and cluster hiring.
While recruitment is challenging on its own, equally as challenging is retaining BIPOC faculty after their arrival, especially as they advance in their careers. BIPOC faculty job satisfaction can worsen due to unequal or invisible workloads or tenure denials. In response, progressive institutions are addressing this structural challenge with a structural solution: revising tenure and promotion (T&P) policy.
Our research revealed a notable shift in criteria and policy to reflect DEIJ-related contributions. After many years of not acknowledging efforts like community-based research and BIPOC student/faculty mentorship, institutions are beginning to reward these contributions, improving the tenure and promotion odds for BIPOC faculty. This compendium outlines four ways to make T&P more inclusive.