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Our NC A&T institutional data demonstrates that women faculty in STEM and SBS disciplines are underrepresented in tenured positions. The ADVANCE IT Project has developed and implemented activities and resources designed to establish equitable practices for boosting recruitment efforts to increase the number of women hired in STEM/SBS departments at NC A&T.

A. Implicit Bias Training for Search Committees 


To increase the number of women in tenured/tenure-track faculty rolesin STEM and SBS departments.


The faculty search process is the primary avenue for increasing gender equity within tenure-track ranks at the senior level. While most individuals on search committees have laudable intentions of impartiality, the literature shows that implicit biases can unwittingly impact one’s to decision-making. ADVANCE IT Project partnered  will partner with NCA&T’s Human Resources division to provide comprehensive training for administrators and faculty with demonstrated efficacy in reducing bias (38, 39). This bias prevention training will consist of workshops modeled after ADVANCE-IT best practices from several universities (38, 40, 41). Each STEM faculty search committee member will be required to participate in annual bias prevention training. 


  • Implicit Biases and Search Committee Training and Certification Program
  • Implicit Biases Training-Campus Wide
  • College of Engineering Implicit Biases Training (Pilot)


Implicit Biases and Search Committee Training:

In 2015, ADVANCE IT led a workshop with the Division of Human Resources to address Implicit Biases & Search Committee Training.  External Advisory Committee member, Dr. Yvette Huet (UNC Charlotte ADVANCE IT), lead the session with 10 HR staff members to discuss implicit biases and search committee training where implicit bias awareness is included as part of the training.  

Because of this ADVANCE IT led training, HR introduced a comprehensive Search Committee Training course (intended to provide guidance for EHRA Faculty search committees) and implemented the Search Committee Certification Program(SCCP). In this new process, the dean of each college will select committee members from a pool of faculty members who have a two-year certificate to serve on a search committee.  If a member’s certification expires, that member will have to re-certify through training before they can sit on a committee.  To date, more than 350 faculty, staff and administrators are certified

Implicit Biases Training-Campus Wide (Fall 2017):

ADVANCE Institutional Transformation (It) Project introduce the campus community to implicit bias through a co-sponsored workshop with the Center for Leadership and Organizational Excellence (CLOE) facilitated by Jordan Axt (Project Implicit-Harvard University). 

Workshop goal:  To increase awareness of the impact of implicit bias on the facilitation of equitable decision-making across a myriad of processes in the university setting.

Implicit Biases Training-College of Engineering (Pilot):

In fall 2017, an ADVANCE “Implicit Bias Training” facilitated by Dean Robin Coger (co-PI) was piloted in the College of Engineering for forty-four (44) faculty.  The training material utilized was adapted from the University of Washington’s implicit bias training material entitled “Interrupting Bias in the Faculty Search Process”. The facilitation of the training was assessed by the ADVANCE leadership team and along with feedback from participants will be used shape the development of a university-wide workshop.

B. Women and Minority Faculty Recruitment Directory


Provide a resource to assist in the recruitment of women and faculty from groups currently underrepresented in academia for open tenure-track positions. 


The Women and Minority Faculty Recruitment Directoryis a compilation of targeted publications and organizations that used for the recruitment of women and underrepresented minority applicants for open positions in STEM and non-STEM departments. The directory was designed to supplement advertisements in key discipline specific journals and general academic publications to conduct a diverse faculty search. The directory is a variation of the recruiting resources at the WISELI-University of Wisconsin-Madison. 


  • Women and Minority Faculty Recruitment Directory 


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