Foster workplace cultures that support faculty in their personal, family, and professional lives
Combine institutional policies for childbirth recovery and parental leave with systems that assist in obtaining high-quality childcare Support faculty who are receiving fertility treatments or are pregnant by providing protected time for their own medical visits. Moonlighters, advanced practice providers, or providing extra compensation to colleagues can help reduce potential feelings of unfairness by other faculty. Support a workplace culture that encourages faculty to share personal and family information to enhance a sense of connection and belonging Within mentoring relationships, incorporate open discussions and support for mentees’ work-life integration in addition to professional productivity For mentees who do not want to pursue high-level leadership while they have many caregiving responsibilities, assist them in adjusting milestone goals to have accelerated professional advancement later in life. This includes preparing for and applying to high-level leadership positions when they have fewer family responsibilities.
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Increase gender diversity in the leadership search and hiring process
Include terms that are traditionally considered feminine, such as empathy, in the job description’s desired leadership traits. Avoid predominantly using traditional masculine terminology, like decisive, confident, and independent, in the job descriptions. Encourage qualified faculty to apply for leadership positions even if they do not believe that they are fully prepared. Remind faculty that many skills can be learned as part of the job once they are appointed. Include information in the job description about workplace culture, typical working hours, and available resources, training, mentorship, and coaching. Favorably view candidates who ask about these topics; they are realistically preparing to succeed in the leadership role.
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Prepare faculty to lead in challenging situations
Teach resilience-building and stress management skills through mentorship, coaching, and leadership development programs. Encourage high-level leaders to share how they manage stressful situations and failures in conversations with faculty who are considering advancing their own leadership careers. Encourage self-promotion and self-confidence Practice techniques to lead change in difficult environments, including when team members resist change or when resources are limited Teach team leadership strategies that do not dilute the leader’s role, responsibilities, or recognition Provide coaching during leadership training, onboarding, and as the leader’s career progresses
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