The ADVANCE Office for Faculty Equity sponsors initiatives designed to promote an academic environment where all faculty can thrive. To do so, we pay attention to equity issues at multiple levels of analysis including:

GRAPHIC: The ADVANCE Office for Faculty Equity pays attention to equity issues at multiple levels of analysis. From an individual level, we provide access to external mentors, collaborative mentoring programs and promoting faculty representation. From an interpersonal level, we work on awareness raising; we also facilitate bystander workshops and dialogues, and community building. From the departmental level, we provide departmental consultations; we also work on service equity initiatives and department chair development. From the structural level, we provide university-wide work climate assessment; we also work on family-friendly campus collaboration and other policies and procedures to promote equity. opportunities for professional development, mentoring, and other types of support. From an interpersonal level, the office promotes equitable and respectful treatment among faculty by raising awareness of daily biases and indignities and by enabling bystanders to disrupt microaggressive interactions. The office also promotes equity practices within departments through a self-reflective process that involves assessment, feedback, goal setting and action planning. Last but not least, the office tracks campus climate and promotes policies and procedures that promote diversity, equity and inclusion.
  • Individual level – to support individual faculty of diverse identities at all stages of their relationship with UMass Lowell by promoting equitable practices in recruitment, hiring, and promotion as well as by facilitating opportunities for professional development, mentoring, and other types of support.
  • Interpersonal level – to promote equitable and respectful treatment among faculty by raising awareness of daily biases and indignities and by enabling bystanders to disrupt microaggressive interactions.
  • Departmental level – to promote equity practices within departments through a self-reflective process that involves assessment, feedback, goal setting and action planning.
  • University level – to track campus climate and to promote policies and procedures that promote diversity, equity and inclusion.