As part of the action-research part of this project, Participating Departments took part in 4 activities:

    1.  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.
    2.  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.
    3.  Engage in individual career training and peer support for management of workload.
    4. 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.