We view faculty diversity as crucial to building a campus community that fosters demographic and intellectual diversity. NC State offers programs for faculty at all stages. Much of the programming was developed based on recommendations from faculty and staff throughout NC State, through the task forces and working groups listed in the last two sections of this page.
For Potential Future Faculty
Building Future Faculty Program: This is a two-day all-expenses paid workshop for advanced graduate students and post-doctoral scholars who are interested in pursuing academic careers and who are committed to promoting diversity in higher education.
For Prospective Faculty
We would be very happy to answer any questions you may have about diversity or the campus climate at NC State. We are also happy to meet with you if you come to visit or to arrange meetings for you. When you come to campus for a visit, if you would like us to arrange an opportunity for you to interact with any particular group of students, faculty, and/or staff to gain an additional understanding of our campus climate, please contact Dr. Marcia Gumpertz, Assistant Vice Provost for Faculty Diversity at email@example.com. We will make every effort to facilitate those meetings, and we look forward to meeting you.
For NC State Assistant and Associate Professors
Leadership Development Workshops
- BRIDGES: Academic Leadership for Women is an intensive professional development program for women in higher education who seek to gain or strengthen their academic leadership capabilities. It is designed to help women identify, understand, and move into leadership roles in the academy
- Leadership for a Diverse Campus Workshop Series is a 7-session workshop series for tenured faculty and administrators who are interested in learning more about line academic leadership roles such as department head, dean, and provost.
For Department Heads
- Overall satisfaction and desire to stay at an institution are strongly related to satisfaction in the department. This is where faculty live and the department is the environment they experience.
- Any negative aspects of department climate affect faculty of color and women faculty, those outside the mainstream, more strongly than faculty in majority groups.
Task Forces and Working Groups
- The Black Faculty Representation Working Group (2012-13) was charged by the provost to identify two or three specific actions NC State could take that would result in measurable progress in increasing the representation of Black faculty, recognizing that different actions or strategies may be needed in different colleges to address pipeline issues or internal culture.
- The charge of the Task Force on Staff Diversity (2009-2011) was twofold: (1) Summarize issues facing diverse staff, with respect to the demographics of the workforce at NC State, the climate for diverse staff, and turnover and success of diverse staff; and (2) Make recommendations of concrete actions that NC State can take to promote the success and well-being of its diverse staff and promote diversity in all staff ranks.
- The Task Force on Women Faculty (2007-2008) developed proposals for actions that NC State can implement to increase the number of women faculty in areas where they are underrepresented and to ensure a climate and working environment that is attractive and welcoming to female candidates and current faculty.