Valuing Diversity

Faculty Retention Toolkit

Toolkit Home

Executive Summary

Monitoring Dept. Health and Welfare

Transparency in Operations

Creating a Welcoming Climate

Mentoring

Valuing Diversity in the Dept.

Supporting Pre-Tenure Faculty Career Development

Encouraging Mid-Career Professional Development

Faculty Development Programs, Benefits, & Resources

Flexible and Accommodating Policies & Practices

Acknowledgements

References

VALUING DIVERSITY IN THE DEPARTMENT

Not all faculty fit the traditional model of the professor. They may have different strengths and contribute to the department in a variety of ways. Some faculty may engage in non-traditional approaches to the field. Departments should seek to appreciate diversity in their faculty. Such nontraditional paths can (and should) also be considered as paths towards excellence.

Departments should acknowledge that excellence can be reflected in different arenas. By using more encompassing criteria for excellence that more fully document, recognize, and reward the scholarship of teaching, professional service, outreach, and non-traditional approaches to research, departments can take a more active stance on valuing diversity. In all cases, the expectation remains that the faculty are doing outstanding work and are good citizens. Encouraging a balance of values in academia between traditional and nontraditional faculty work will ultimately strengthen the department.

Non-traditional ways of working, such as part-time appointments and nontraditional funding sources, should also be recognized. Departments should openly discuss how these alternative models will be evaluated. Valuing alternative contributions is one way to help retain faculty who are doing outstanding work but may be pursuing their path in a non-traditional manner that is not traditionally valued.

Last Updated: July 07, 2005

advance@engr.washington.edu

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