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Seeking Solutions Maximizing American Talent by Advancing Women of Color in Academia: Summary of a Conference (2013) / Chapter Skim
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6 Successful Practices and Strategies for Institutional Transformation
Pages 37-41

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From page 37...
... The director of the program was instrumental in helping departmental leaders to understand issues of institutional climate and helping them to communicate with their faculty and develop strategies to effect change. Jones described the change in faculty hiring outcomes before and over the course of the ADVANCE grant period, during which trainings on unconscious gender bias took place.
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From page 38...
... In 1990, the Harvard Medical School Exchange Clerkship Program was begun to bring medical students from other schools to Harvard to encourage them to consider academic residency programs. Each year, 11 to 25 percent match to their residency programs, and over time, more than 40 have joined the faculty.
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From page 39...
... In terms of representation of minorities on the faculty of the Medical School, as a result of the efforts of the Office for Diversity Inclusion and Community Partnership and the Minority Faculty Development Program, and their collaborations with the Harvard Medical Teaching Hospitals, she noted that the number of underrepresented minority faculty has risen from 185 in 1990, when the office was established, to 630 today. Data and research.
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From page 40...
... Jackson State University's ADVANCE program has several components:  Summer writing retreats  Visibility through international group travel to educational institutions  Mentoring  Leadership sabbaticals (e.g., senior women faculty in STEM disciplines spend a semester in the office of the president or provost)  A bias education initiative  Social science studies including a "Culture and Climate" study  Policy review, adoption, and modification To communicate with the larger academic community about their work, they also have rigorous evaluation and dissemination components.
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From page 41...
... Joan Reede of Harvard Medical School's Office for Diversity Inclusion and Community Partnership noted that she is part of a continuum of change. Since the need for change will outlast her, part of her task is to prepare and train the individuals who come after her.
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Key Terms

  • advance program
  • diversity inclusion
  • jackson state
  • community partnership
  • stem disciplines

  • senior faculty
  • summer writing
  • institutional climate
  • writing retreat
  • unconscious gender

  • unconscious bias
  • larger academic
  • minority faculty
  • faculty hired
  • gender bias

  • wayne jones
  • grant period
  • tenure clock
  • james wayne
  • joan reede

  • mentoring program
  • partnered women
  • advance grant
  • school joan
  • career program

  • senior people
  • diversity goes
  • faculty recruitment
  • women rose
  • consider academic


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