A new study shows that concerns over workplace climate—not work-life balance—were most likely to push female professors out of academia.

How can we make this form of external review less onerous for faculty members?

Higher education is finally getting serious about training new department heads.

What department chairs can learn about leadership from “Everything Everywhere All at Once.”

Joya Misra, Dawn Culpepper and KerryAnn O’Meara offer four strategies for ensuring workload and rewards systems equitably recognize the efforts of women faculty of color.

The growing numbers of women in the position confront a job with mushrooming demands and stresses yet relatively little institutional support, writes Nazli Kibria.

Service, however much one puts in, will factor only so much into tenure and promotion decisions. That’s where the ACE’s other three conditions come in. While transparency, clarity, and credit show us the distribution of labor that we have, norms, context, and accountability — more ecologically oriented factors — help us achieve the distribution that we should have. The former is obviously prerequisite to the latter: You can’t repair without assessing. Accountability norms are deeply relational, concerned as they are with equal access to opportunities and with what we owe to one another (in other words, ethics). 

A new chair seeks advice on how to be an effective supervisor of department staff members.

Two new studies show how bias against women in student ratings operates over time, worsening with critical feedback and instructor age. 

Mentoring, committee work, and other campus service disproportionately burden women.

A study of fairness and bias in tenure and promotion suggests that some candidates are spurned for reasons beyond their control.

Culture is even more significant than compensation in predicting employee turnover. In academic departments, culture is critical to attracting and retaining excellent faculty, staff, and students. A positive culture is also central to succeeding with goals that aim to enhance diversity, equity, and inclusion. Everyone needs to be comfortable coming to the office, attending meetings, and raising their voices.

On Black Widows in Academe: Cultivating Healthy Academic Departments

Chambers outlines in this article in The Department Chair four lessons we can learn from black widows to prevent cannibalization within a department.

More women scientists work as professors today than at any time in history. But they’re still underpaid relative to their male colleagues with similar publication records, according to a study of more than 2300 science, technology, engineering, and math (STEM) faculty members.

This study's findings provide a portrait of who accepts or declines tenure clock extensions with important implications for downstream effects on equity within the academy.

A new monthly column by Kevin Dettmar offers advice on the challenges of running a department.

Focusing on the immediate contexts underrepresented minority scholars must navigate is the best way to make academe a welcoming place, write Amalia Pallares, Angela L. Walden, Bernard D. Santarsiero and Aisha El-Amin.

Retaining academic couples is less time-consuming than recruiting them but should not be left to chance.

We Raised Our Female Faculty Numbers. So Can You

PI Bilen-Green and colleagues Anicha and Denton from North Dakota State University share tips on how the addressed their percentage of tenured women faculty from 13% in 2006 to 33% in 2021 in this article in the Chronicle of Higher Education.

Gül Kremer, professor and former chair of industrial engineering and coPI of the ADVANCE Midwest Partnership, has been named the new dean for the University of Dayton School of Engineering, starting August 1.