The following ten factors are critical approaches to remedying the underrepresentation of women and minority faculty and staff and creating more inclusive and diverse institutions.
Hiring: efforts to increase the structural representation of female and minority faculty and staff
Promotion and advancement: promoting opportunities for diverse talent to flourish
Failure to empower and include in decision making: supporting the ability of diverse members of the university community to attain the authority associated with their positions and be at the table for important decisions.
Lack of support: ensuring support for diverse talent in the supervisory relationship.
Differing expectations: overcoming differential treatment and double standards in the evaluation process and in performance expectations.
Stereotyping and organizational fit: overcoming deeply embedded cultural and social stereotypes and the perception that certain people “fit” the organizational culture.
Lack of mentoring and access to formal and informal networks: ensuring access to valuable information and creating viable networks and mentoring opportunities.
Isolation and soloing: providing an infrastructure of support so that individuals from nondominant groups receive mentoring, feedback, and support in their work environment.
Tokenism: attaining a critical mass of individuals from nondominant groups to ensure that a few isolated individuals are not marginalized.
The revolving door: promoting the retention and inclusion of diverse and talented faculty and staff.