As part of the action-research part of this project, Participating Departments took part in 4 activities:
- Department teams attended a workshop informed by the latest social science research on implicit bias as it relates to how faculty work is taken up, assigned, and rewarded and strategies to reduce that bias.
- Department members were invited to free webinars to assist individual faculty in managing their own careers and workloads on topics such as time management, negotiation, and management of student demands.
- Engage in individual career training and peer support for management of workload.
- Consider and implement new organizational practices to reduce faculty workload, ensure greater fairness in how department workload is distributed and what work is rewarded.
- At the statewide level, we met in person three times for 1 to 1.5 days, had approximately 6 check-in calls with all of the departments, and provided individual consultation as needed with the PI, state leaders, and research assistants.
By participating in the project, departments recieve:
- Templates and resources for creating a faculty workload activity dashboard.
- A briefing on the latest social science research on strategies to mitigate implicit bias in how faculty work is taken up informally within departments.
- Organizational worksheets and detailed examples of policies and practices to ensure equity.
- Individual professional development opportunities
- A workbook of over 50 example workload policies
Department teams will leave this project having:
- Published a dashboard for faculty in the department with transparent information on faculty work activities.
- Diagnosed the conditions shaping a lack of equity; and the work conditions they need to put in place to ensure a collective department commitment to fair work practices with examples of workload policy.
- Prepared faculty members to act to ensure equitable workload.
- Developed a network of colleagues from whom to gain ideas and inspiration.
- Ensured their department members do not shrug their shoulders and say “equity is subjective” but actually take steps to make a positive difference and investment in a better place to work.