This page will feature resources for department leaders and members to understand key factors to a positive, warm, inclusive department climate; how to talk about climate; and how to take actionable steps to sustain positive workplace environments.
The Lehigh ADVANCE surveys, and numerous external studies, have demonstrated that one of the biggest factors linked with faculty retention and job satisfaction is the climate in the academic department. This held true even for interdiscilpinary scholars. Department chairs have the unique position to manage and establish department norms and practices which support all of its members.
For Chairs (and Deans) on Mentorship: New Approaches for a New Professoriate
Establish mutual mentoring or chart a mentoring roadmap:
- Mutual Mentoring Guide
- Mapping a Mentoring Roadmap and Developing a Supportive Network for Strategic Career Advancement
Current Lehigh University Department Chairs-List and other Information
Fall 2024:
- The Chair's Role in Fostering Equity, Part 1: Recruitment and Hiring Susan M. Morgan, Lynn K. Bartels,The Department ChairVolume 34, Issue 3, 26 December 2023
- The Chair's Role in Fostering Equity, Part 2: Family-Friendly Policies, Lynn K. Bartels, Susan M. Morgan, Leah C. O'Brien,The Department ChairVolume 34, Issue 4 29 March 2024
- The Chair's Role in Fostering Equity, Part 3: Faculty Evaluation, Susan M. Morgan, Lynn K. Bartels The Department ChairVolume 35, Issue 1, 22 June 2024
Toolkit from SIUE https://www.siue.edu/its/training/DeptChairResources/FacultyEvaluation/#/
NEW RESOURCE Fall 2022: For Department Chairs of recently hired faculty.
Fall 2021 Chair Orientation
- Chairs Orientation Slides- 2021
- Lehigh Faculty on What they wished their department chairs to know Climate surveys, Kardia Evaluation of ADVANCE, and personal anecdotes help department chairs understand the experiences of people with historically underrepresented identities and find ways to build postiive cultures.
- Framework for chairs to assess awareness and progress for Diversity, Inclusion, & Equity: this tool is a starter sample framework for a department chair to assess practices and capacities related to DI&E. It borrows from IChange, ADVANCE and a table from Chun and Evans.
Giving Feedback at the Triennial Review: Promotion Plans
COVID-19 Related Information for Chairs: Understand impact on faculty careers, includes calls to action, data, and recommendations
- Supporting Faculty During & After COVID-19: Don’t let go of equity, Gonzales, L.D., & Griffin, K.A. Aspire Alliance (2020)
- Documenting COVID- tips for evaluators and candidates- UMASS ADVANCE
- In the wake of COVID-19, academia needs new solutions to ensure gender equity, PNAS Malisch et al. 2020
- IHE Update 8/20: Something's Got to Give: Women's journal submission rates fell as their caring responsibilities jumped due to COVID-19
- A Call to Action: Supporting Women Faculty in the Time of COVID-19, Medium
- The pandemic is hitting scientist parents hard and some soultions may backfire, Science
- Women in Science May Suffer Lasting Career Damage from COVID-19, Scientific American
- IHE: STEM Equity and Inclusion (Un)Interrupted? The pandemic will negatively impact the careers of women in STEM, particularly those of color, and failure to respond could jeopardize years of progress toward faculty equity, argue Stephanie A. Goodwin and Beth Mitchneck
- Don't forget: staff, students, and administrators are also experiencing the pandemic
Leading with Inclusion in Mind
- The Department Chair as Transformative Diversity Leader, by Edna Chun and Avin Evans. This is a good reference for understanding the capacity of the department chair to be a leader of diversity, equity and inclusion. A copy of this book is in the ADVANCE Center Library.
- Inclusive Department Best Practices- UMASS ADVANCE
- Enhancing Department Climate: A Guide for Department Chairs- University of Wisconsin, WISELI
- Faculty Advancement Network features Inclusive Leadership Workshops
- Equity Minded Faculty Workloads
- Faculty Service Equity and Transparency: In November 2018, Lehigh convened a summit exploring strategies to value and make transparent the contributions to service and engagement. Research and thought pieces relevant to creating equitable workloads (often the responsibility of the chair) include:
- Why we need a national conversation on the value of faculty service (opinion, Farrell & Flowers)
- Academe needs to better evaluate engaged scholarship (opinion, O'Meara)
- How to make faculty service demands more equitable (opinion, O'Meara)
- Understanding Measures of Faculty Impact and the Role of Engineering Societies (National Academy of Engineering)
- Social Science Research on Faculty Workload, Gender and Race (compiled by Dr. KerryAnn O'Meara)
- **NEW ITEM** Faculty Work Activity Dashboards: A Strategy to Increase Transparency (KerryAnn O’Meara , Elizabeth Beise , Dawn Culpepper , Joya Misra & Audrey Jaeger. Change: The Magazine of Higher Learning, 52:3, 34-42, 2020)
- Engaging Everyone in the Life of the Department-a matrix to support inclusion and transparency, The UW–Madison Office for Strategic Consulting developed a matrix that department chairs can use or customize when assigning departmental members to committees and roles in order to ensure that opportunities are well-distributed.
- Instructors Spend ‘Emotional Labor’ in Diversity Courses, and Deserve Credit for It (The Chronicle, November 15, 2018)
- The Impact of Faculty Work-Life Factors on Faculty Service Morale (Sheets, Barnhardt, Phillips, Valdes, 2018)
- Undoing disparities in faculty workloads: A randomized trial experiment (O’Meara, Jaeger, Misra, Lennartz, Kuvaeva, 2018)
- Secret service: Revealing gender biases in the visibility and value of faculty service.Hanasono, Lisa K.; Broido, Ellen M.; Yacobucci, Margaret M.; Root, Karen V.; Peña, Susana; & O'Neil, Deborah A. Journal of Diversity in Higher Education, Vol 12(1), Mar 2019, 85-98 http://dx.doi.org/10.1037/dhe0000081
