Pathfinder Program:Bolster the recruitment of women and minority faculty while in the final 2 years of their doctoral/postdoctoral studies to T/TT positions. Include a diversity advocate on search committees, and continually assess interview experiences for accepted and declined offers.
Pathway Program: Expand Clemson’s cluster hiring by developing a 2-year Provost’s Research Fellows Program, to be filled by women/minority women.
Retention Through Relationship Building: Implement extensive retention efforts that examine tenure-track women faculty’s work/life balance, and establish a university-wide “NetWorkshop” of women faculty for support in the development and advancement of women faculty.
Establish a pipeline mechanism for improving representation of women and minority faculty in institutional leadership roles, and develop leaders committed to improving the status of under-represented scholars.
Trailblazers: Provide cohort-based leadership training to each academic department, focusing on the unique challenges of STEM disciplines.
Working Groups For Policy Changes: Convene faculty groups in each college to identify important issues/potential roadblocks to promoting gender equity, and identify best practices.
Distinguished Speaker Series: Support career development for early and mid-career STEM faculty by inviting nationally recognized scholars to Clemson to interact with junior faculty through networking opportunities (campus talks, guest lecture a class, research collaborations, career mentoring, etc.).
Family Support and Accommodation Plan: Continue to work with the Faculty Senate to establish a Modified Duty Family Support Policy. The intent is to enable faculty members to remain active and productive full-time members of the University during critical life transitions.
Dual-Career Family Hiring: Aligned with Goal 2’s Relationship Building and Goal 4’s Policy Changes, the ADVANCE Team will identify and develop dual-career hiring policies through working groups of stakeholders.