Aug 25, 2017 | Atlanta, GA
Chaired by Institute Diversity Vice President Archie Ervin, the implementation committee of faculty and staff from the Office of the President, Institute Diversity, Office of the Vice Provost for Graduate Education and Faculty Development (VPGEFD), and Human Resources shared updates on its progress to implement the 11 Gender Equity Initiatives. Quarterly updates will continue to be released until the end of the 2017-18 academic year.
As part of a two-year implementation process, the initiatives are grouped into four impact areas: hiring, promotion, and tenure; professional and leadership development; leadership appointments; and recognition and increased visibility of the Institute’s commitment to gender equity.
“As we enter the final year of implementation, we will continue to advance the gender equity agenda at the Institute as we collect data from Georgia Tech’s next campus climate assessment, which is scheduled to be administered during the 2017-18 academic year,” commented Ervin.
These implementation updates (not ranked by priority) encompass:
Impact Area 1: Hiring, Promotion, and Tenure
1. Implicit Bias Workshops – Offered more than 20 workshops to more than 350 faculty members to date. Institute Diversity and the ADVANCE Program, in collaboration with VPGEFD, are providing additional workshops this fall.
2. Search Guidelines – Continuing to develop an applicant tracking system through VPGEFD and Human Resources and refining interim search guidelines to create one applicant funnel at Tech.
3. Processes and Pathways to Advancement and Promotion – Continuing to promulgate the approved changes to the Faculty Handbook by the Faculty Senate that outlined and clarified new promotion guidelines for academic professionals and lecturers; providing self-assessment and six-month review tools from Human Resources to employees as part of the performance management process; and continuing to offer the following programs:
- Emerging Leaders Program – Selected 16 tenured faculty for the second cohort of the program, which is offered by the Office of the Provost.
- Inclusive Leaders Academy – More than 120 staff leaders joined the inaugural class last spring, and Institute Diversity’s Staff Diversity, Inclusion, and Engagement is opening the application period for the second class this fall.
- Leading Women@Tech – Twenty-six women staff leaders joined the second cohort of the program last spring, and Institute Diversity will open the application period for the next cohort this spring.
4. Salary Equity Studies – Launching a staff salary equity study from the Office of Institutional Research and Planning and Human Resources this fall.
Impact Area 2: Professional and Leadership Development
5. Professional and Leadership Development Programs – Continuing to offer the following competency-based leadership development programs as noted above: Emerging Leaders Program, Inclusive Leaders Academy, and Leading Women@Tech.
6. Family-Friendly Programming and Policies – Human Resources and Institute Diversity are revisiting recommendations from the Task Force on Family-Friendly Policies, and continuing to explore the following issues: parental leave, Active Service Modified Duties policy, and child care availability options on campus.
Impact Area 3: Leadership Appointments
7. Inclusive and Open Processes for Appointments – VPGEFD and Institute Diversity are monitoring search processes and appointment outcomes for internal administrative and named positions.
Impact Area 4: Recognition and Increased Visibility
8. Reporting System Awareness – Launching an updated EthicsPoint portal this fall for campus community members to anonymously report discrimination and harassment experienced on campus.
9. Success Story Promotion – Continuing to publish news stories and success stories to promote women’s successes and achievements, including the Diversity Champion Awards, Faces of Inclusive Excellence, and Leading Women@Tech participant success stories from Institute Diversity and faculty recognition success stories from the Office of the Provost. In this year’s Faces of Inclusive Excellence publication, for example, 65 faculty, staff, and students are recognized, and more than 70 percent are women.
10. Event Promotion – Continuing to promote events on campus that feature and celebrate women, such as Inclusive Leaders Academy Closing Ceremony Keynote Speaker Brené Brown.
11. Gender Equity Data – Identifying diversity and equity dashboard content from the Office of Institutional Research and Planning and Institute Diversity this fall.
“Leading Women@Tech has provided me with critical leadership skills and coaching to help advance my career and build a strong network of support from other women leaders on campus and in the broader community,” said Tiffiny Hughes-Troutman, director of health behavior in the Office of Health and Well-Being. “I applaud Georgia Tech for continuing to offer professional and leadership development programs that foster gender inclusiveness.”