To conduct a systematic review of policies and procedures that impact recruitment, retention and career progress of faculty and, when deemed necessary, propose changes to those policies and practices in order to eradicate implicit bias, promote diversity and eliminate inconsistency in implementation.
To examine and recommend policy updates to UC Davis policies and practices, where needed, in consultation with the Academic Senate and campus leadership. Focus will be given to the following areas:
Faculty Advancement and Reward
Knowledge of Expectations
Faculty Development and Career Climate
Enabling Environment for Successful Academic Careers
Faculty Development Programs
Sustaining an Attractive Enabling Environment
How does the Policy & Practices Review Initiative engage with the wider campus community to garner timely feedback on recommendations?
The Co-Directors of the Policy & Practices Review Initiative first engage the Academic Senate on a set of policy recommendations via an informal consultation process that utilizes the Academic Senate Information System (ASIS) electronic posting capability to share documents and receive comments from Academic Senate Standing Committees and Senate and Federation faculty. After the informal consultation closes, faculty comments are reviewed by the Policy & Practices Review committee and the policy recommendations are amended or updated as needed, to address any faculty concerns or suggestions. The final version of the policy recommendations are then submitted to the Academic Senate Chair with a request for formal consultation. The policy recommendations on Recruitment are currently undergoing formal consultation.
In addition to the Academic Senate, the Policy & Practices Review Co-Directors engage faculty groups and campus leadership via meeting presentations to discuss proposed policy recommendations (ex: Hispanic/Latin@ Faculty Association, Council of Deans, Chairs, etc…).
What is the timeline for review, informal consultation and formal consultation on each set of policy recommendations?
To ensure that all policy recommendations reflect national best practices for academic research institutions and will be functional within the context of UC Davis, approximately 12-18 months will be devoted to each topical area (Recruitment, Faculty Advancement and Reward, Faculty Development and Career Climate, and Retention). Policy recommendations will be developed sequentially, beginning with Recruitment, and working through the natural progression of policies that impact faculty career development.
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.