Table 1 Summary of barriers and facilitators to underrepresented and disadvantaged faculty successa
From: Promoting a more diverse and inclusive research workforce through the research scholars program
Career stage/ process | Barriers | Facilitators |
|---|---|---|
Applicant identification urand assessment | ▪ Outreach limited to Predominantly White Institutions (PWI) and organizations ▪ Inclusivity dependent on values of committee members ▪ Perception of choice between diversity or excellence ▪ Lack of inclusive faculty engagement and input | ▪ Expansion of outreach efforts ▪ Enhancement of committee membership to be more inclusive ▪ Deployment of data analytics ▪ Inclusion of broad stakeholder input |
Recruitment | ▪ Inconsistent search processes ▪ Limited diversity on committees ▪ Diversity, Equity, Inclusion, and Accessibility (DEIA) trainings that are too general, lack rigor, and are not assessed ▪ Overly targeted searches that limit faculty pool | ▪ Implementation of evidence-based practices in search processes and trainings ▪ Inclusion of community members on committees ▪ Recruitment of a broad scope of candidates with interests that align with institutional strengths |
Hiring | ▪ Lack of faculty engagement ▪ Insufficient resources provided for startup packages ▪ Unclear expectations for success ▪ Limited expertise on search committee ▪ Only externally funded candidates hired | ▪ Equitable and generous start up packages ▪ Identification of factors that contribute to future success ▪ Hiring of candidates with promise, not just funding |
Early career | ▪ Insufficient research foundation for many new faculty ▪ Dependence on collaborators for success and mentorship ▪ Lack of mentorship ▪ Social and scientific isolation | ▪ Opportunities for career planning through coaching and mentorship ▪ Placement of faculty in collaborative research community ▪ Hiring of research clusters ▪ Collaborative opportunities for transdisciplinary research |
Career success | ▪ Assumption of mastery at mid-career ▪ Few opportunities for leadership ▪ Minority faculty taxed with committee/service work, which is not heavily valued for promotion | ▪ Expansive networks for continued and targeted mentorship, sponsorship, and coaching ▪ Leadership opportunities ▪ Space and time to engage in faculty success planning |