Originally funded by a National Science Foundation grant from 2006 to 2011, the goal of ISU ADVANCE was to increase the participation and advancement of women faculty in science, technology, engineering, and mathematics through transformational institutional change. Following the initial grant, ISU ADVANCE has evolved from a focus on women in STEM disciplines to a subsequent emphasis on underrepresented faculty and finally to an institutionalized program with broad impact across the university community.
Today, ISU ADVANCE is housed within the Office of the Senior Vice President and Provost and is a prominent vehicle to recruit, retain, and advance all faculty. Our program transforms structures to enrich Iowa State University faculty careers. Our team works with university administrators, faculty, and staff to cultivate policies, practices, and cultures to achieve a diverse and vibrant faculty across the university community. For example, through the work of the ISU ADVANCE team, flexible faculty career policies have been developed and institutionalized and hiring and advancement practices are more consistent and transparent across the campus community.
Tera R. Jordan, Assistant Provost for Faculty Development, collaborates with the Equity Advisor from each academic college, Department Enhancement Program facilitators, and university administrators, faculty, and staff to institutionalize positive changes.
Equity Advisors (EAs) promote best practices in recruiting, retaining, and promoting high-quality diverse faculty and develop solutions to campus challenges. All Equity Advisors are tenured faculty or Professional and Scientific staff (where appropriate) who report to either the Dean or a member of the Dean’s cabinet. Equity Advisors work with their respective deans, diversity committees, department chairs, faculty, and staff in their colleges to implement best practices for faculty searches and transform policies and practices that help faculty succeed in moving through the ranks and being successful.
College of Agriculture and Life Sciences: Aileen Keating
Ivy College of Business: Rui (Ray) Chen
College of Design: Mônica A. Haddad
College of Engineering: Michelle Soupir
College of Human Sciences: Eunjin (E.J.) Bahng
College of Liberal Arts and Sciences: Amy Rutenberg
University Library: Susan A. Vega García
College of Veterinary Medicine: M. Heather West Greenlee
- Cultivate flexible faculty policies at Iowa State
- Lead search committee and promotion and tenure committee trainings
- Facilitate networking and professional development workshops
- Mentor faculty
- Lead college-wide faculty development and diversity initiatives
- ISU ADVANCE Flier (PDF, 115KB)
The DEP (Department Enhancement Program), originally referred to as Collaborative Transformation (CT), began in 2006. Initially funded through the National Science Foundation, Department Enhancement Program is a part of ADVANCE, which helps to transform university structures, cultures, and practices to recruit, retain, and promote a diverse, highly-qualified, and cohesive faculty. Department Enhancement Program is now an institutionalized part of Iowa State University. An innovative action-oriented program suited to improve departmental climates, Department Enhancement Program features a systematic method for collecting and analyzing data from chairs and faculty about the department climate. Department Enhancement Program is useful as departmental leaders and faculty prepare for external program reviews, re-configure departmental structures in response to program development and implementation, develop a greater understanding of their strengths and opportunities for growth and support, and other long-range planning.
Department Enhancement Program Facilitators
Department chairs can request Department Enhancement Program for their units. A trained Department Enhancement Program facilitator conducts separate, confidential 90-minute interviews or focus groups with:
- Department chairs
- Faculty by rank across term, tenure-track and tenure classifications
In exploring the department’s structures, processes, and climate, interviews cover: recruitment and retention of diverse faculty; responsibilities in research, teaching, extension, outreach, and service; advancement and evaluation; mentoring and leadership development; resource distribution; faculty relations, collegiality and networking; faculty satisfaction; career flexibility; work-life integration; programming and future initiatives; facilities, administrative support, and technical support; and governance and policies.