Challenge assumptions by breaking down gender stereotypes and racial biases.Evidence clearly shows that campuses with a critical mass of women, historically underrepresented racial/ethnic and marginalized groups in faculty and leadership positions are more likely to provide an environment in which students, staff, faculty, residents, fellows and administrators are more likely to: We all know the benefits of diversity and inclusion-research points to the positive impact that diverse faculty have on educational quality, the campus climate and educational outcomes. The ADEA FDT represents a seminal work in dental education and focuses on the challenges and best practices related to recruiting and supporting diverse faculty. ADEA Advisory Committees, Councils, Sections, Diversity Officers and Women Liaison Officers). and Canadian dental schools and allied dental programs (e.g. It is the result of the convening of the ADEA Faculty Diversity Toolkit Development Workgroup, a cross section of our members from U.S. It is with great pleasure that I introduce the ADEA Faculty Diversity Toolkit (ADEA FDT). If you have questions regarding the ADEA Faculty Diversity Toolkit, contact the ADEA Access, Diversity and Inclusion staff or 20. Should not be construed as legal advice or a substitute for legal advice. Additionally, nothing in this publication is intended as legal advice and If there is a question about the validity of any information presented or how it applies to your dental school or allied dental program, please discuss it with your institution’s legal counsel. Federal and state laws may change at any time. The purpose of this document is to provide general We would also like to thank the ADEA Department of Communications and Membership for their ideas, creativity and editing expertise.ĭisclaimer: This is Not Intended as Legal Advice. Additionally, a special thanks to Rebecca Stolberg, RDH, M.S.D.H., ADEA Senior Director of Allied Dental Education andįaculty Development, for sharing her insights regarding allied dental faculty. ADEA would like to thank Ian Zaman, ADEA Senior Program Manager, who handled many of the tedious logistics of this project. Many people also contributed to the development of the ADEA FDT. Smith, Ed.D., J.D., ADEA Chief Diversity Officer, during her tenure at the University of Tennessee Health Science Center. Another foundational document (unpublished) for the ADEA FDT, A SearchĬommittee Toolkit: Best Practices and Strategies for Recruiting and Retaining Diverse Faculty and Staff, was developed by Sonya G. dental school and ADEA Senior Scholar-in-Residence Emeritus, with support from Sinkford, D.D.S., Ph.D., FACD, FICO, the first woman dean of a U.S. They were developed by ADEA under the leadership of Jeanne C. Leadership and Diversity: Toolkits Volume I and II were important foundational documents for us. A Case for Dental Academic/Community Partnerships for Many of our ADEA colleagues and elsewhere. We also drew from the practical wisdom and conversations with In preparing this guide, the authors and Workgroup drew from extensive literature and research related to the recruitment and retention of historically underrepresented and marginalized faculty in higher education and the health professions. (See Appendix A for a listing of representatives.) and Canadian dental schools and allied dental programs. Students and senior administrators representing the U.S. We would like to thank this Workgroup, which consisted of diversity officers, ADEA Councils, ADEA Committees, faculty, staff, The ADEA Faculty Diversity Toolkit (ADEA FDT) would not be possible without the assistance and feedback of the ADEA Faculty Diversity Toolkit Development Workgroup. Best Practice-Mentoring and Professional Development.Best Practice-Interviews, Campus Visits and Hiring IncentivesĬhapter 4: Best Practice Highlights – Retaining Diverse Faculty.Best Practice-Preparing for an Equitable Search Process.Best Practice-Recruitment and Developing a Diverse Candidate Pool.Best Practice-Developing a Diverse Faculty Pipeline.Promotion, Tenure and Professional DevelopmentĬhapter 3: Best Practice Highlights-Recruiting and Hiring Diverse Faculty.Defining Underrepresented and Historically Underrepresented and Marginalized FacultyĬhapter 2: Barriers and Challenges to Recruiting and Retaining Diverse Faculty.◈ Use the links to navigate to topics of interest and/or download the ADEA Faculty Diversity Toolkit PDF.
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