The University of Maryland ADVANCE Program began in 2010 as a five-year, NSF-funded campus-wide project promoting institutional transformation with respect to the retention and advancement of women faculty. We quickly found creating peer networks of faculty a strategic tool for retention.
UMD ADVANCE aims to improve the University of Maryland’s campus environment for all faculty in five general areas:
Helping colleges adopt best practices in inclusive hiring Peer Networks: Keeping our Faculties, Advancing Together, Advancing Faculty Diversity, Advancing Professional Track Faculty
Enhancing leadership skills for current and next generations of academic leaders on campus, engagement of senior women mentors, and male allies. Peer Networks: ADVANCE Professors and Leadership Fellows
Improving climate through college work environment projects, an Allies Program, and assistance understanding faculty work-life policies. Work Environment Action Projects, Allies Program, Faculty Workload & Rewards Project
Data and Transparency
Monitoring retention and advancement of diverse groups, and helping individuals, colleges and departments use data to inform change through surveys, reports, exit interviews, and salary and service dashboards. Resources: College dashboards of faculty salaries, demographics, and campus service activities.
Assisting faculty get started and advance through participation in peer networks and mentoring opportunities. Resources: Best Practices in Inclusive Hiring Pilot Program for College Searches
Other ADVANCE Initiatives
Helping colleges adopt best practices in inclusive hiring. A senior woman faculty member is assigned to each academic college to mentor junior faculty, and to work with deans and department chairs to strengthen structures and cultures of support. ADVANCE Professors receive training, meet monthly, and help steer all other ADVANCE activities. ADVANCE Professors act as knowledge brokers, providing strategic advice to colleagues on grants and research submissions, workload, work-life policies, developing professional networks and preparing materials for tenure and promotion.
Click to see 2016-2017 ADVANCE Professor Bios.
Click here to see the call for applications for this year's cohort.
The University of Maryland ADVANCE Program developed a Data Dashboard to make information regarding faculty demographics, time to advancement, salary ranges, and campus service activity more easily accessible to tenured and tenure-track faculty. ADVANCE provides this information by college with the hope of increasing transparency and assisting individual faculty in assessing their career progress relative to peers. To access, tenure/tenure track faculty may click on Dashboard at the top and log in.
Inclusive Faculty Hiring
Increasing the diversity of the faculty is an important goal of the University of Maryland. The Inclusive Faculty Hiring Pilot Program will engage search committees in evidence-based practices shown to reduce implicit bias and enhance the recruitment, outreach, evaluation and hiring of diverse faculty. Funded by the Provost’s Office and led by ADVANCE and the Office of Diversity & Inclusion, we are treating this program as an action research project and thus will compare whether use of best practices influences hiring outcomes over a two year period, with the goal of engaging with the remaining 6 colleges in subsequent years. Please contact RA, Dawn Culpepper, to learn more: firstname.lastname@example.org and click to see the resources below.
The Faculty Workload & Rewards Project
The Faculty Workload and Rewards Project will engage departments in a collaborative change process to solve problems of overloaded, unequitable, invisible and unrewarded faculty workloads. Funded by the National Science Foundation ADVANCE Program as an action-research project and knowledge-sharing network, the Faculty Workload and Rewards Project will engage STEM and Social Science academic departments from three state systems of higher education (Maryland, North Carolina and Massachusetts) in a three year effort to better understand, dialogue about, make transparent, and initiate change around faculty workloads and rewards. Website: http://facultyworkloadandrewardsproject.umd.edu/
An FAQ document on existing and newly work-life policies such as parental leave is available assist in understanding work-life policies. ADVANCE works with the Office of Faculty Affairs Office of Diversity & Inclusion to track use of work-life policies and recommend changes to make work-life policies more accessible.