To significantly enhance support for the recruitment and retention of dual-career faculty by building an active regional employment network that will significantly expand the existing UC Davis Partner Opportunities Program by formalizing access to the labor market in the Davis-Sacramento region.
Provide confidential career coaching to partners of UC Davis target hires
Develop a comprehensive guide to relocation, family services and resources
Provide relocation assistance
Develop a dynamic, clearly organized, and richly populated website
When will the Capital Resource Network (CRN) be available to the campus community?
Funded by a supplemental award to the NSF ADVANCE Award, the CRN is a valuable recent addition to the UC Davis ADVANCE program initiative line-up. Through hosting at the Office of the Vice Provost Academic Affairs, limited services are available to the campus. Preparations are underway for a regional launch of the employment network. The Capital Resource Network has hired a director, has a new logo, is developing a website and is in the process of identifying and connecting to regional employers.
What types of services will the Capital Resource Network (CRN) provide to the campus community?
CRN will provide an Initial Consult, Dual Career Support, New Arrival Integration and Cultural Transition services. More information may be found HERE.
We are pleased to announce that UC Davis ADVANCE recently developed the below example of a job ad description of UC Davis diversity efforts. We welcome you to use this example for your college/school’s job ads.
The decision to join the faculty at UC Davis can depend on the availability of career opportunities for a spouse or partner. UC Davis is committed to helping to identify employment opportunities for the partners of new faculty recruits. The following are resources that may be helpful for search committee chairs, department chairs, and job candidates in dual-career couples as they proceed through the recruitment process.
The National Science Foundation began supporting ADVANCE initiatives in 2001, and has awarded over $130M in funding for a variety of programs. The most significant efforts seek to create permanent institutional transformation.
Professional disciplinary groups allow members to meet, engage, and share knowledge. This effort is particularly important to foster supportive, collaborative networks among scientists from under-represented groups.
We have compiled multiple publicly available databases of the published research related to NSF ADVANCE program efforts to increase diversity in STEM education and the STEM labor force. These include the literature on implicit bias, mentorship and other topics.
Balance is real challenge facing many faculty, particularly women with children. The perception (and reality) of the inflexibility and rigor of an academic career is one cause for the lack of diversity in STEM disciplines.