Below is information on a range of resources specifically for faculty, organized according to categories of “On campus organizations,” “Professional development resources,” “Resources related to gender equity on campus,” and “Family leave for faculty.” Primarily, this page provides links to the relevant organization or policy, but please contact us directly if you would like to discuss your options or to address any questions or concerns.
Please see Parenting @ UNC for more information on the benefits and resources available for caring for your family.
If you or someone you know is experiencing or has experienced stalking, harassment, and/or sexual or interpersonal (relationship) violence at some point in your life, there are a range of resources available. The Gender Violence Services Coordinator, Cassidy Johnson (firstname.lastname@example.org or 919.962.1343, Monday through Friday, 9-5 ), can provide confidential emotional support, answer questions about reporting options at the University, assist in navigating through the reporting process, and help link with support options at UNC and in the community (including accompanying you to another office/department/agency to request additional support). Safe at UNC collects information about on and off campus resources, support, and reporting options for survivors of sexual violence.
Association of Women Faculty and Professionals (AWFP) “offers women faculty and professionals opportunities for fun, networking and learning through social activities, seminars, discussion groups and other events.”
Black Faculty and Staff Caucus “fosters, supports, and celebrates the achievement of Black employees at the University of North Carolina at Chapel Hill.”
Center for Faculty Excellence “enable[s] faculty members in all disciplines to reach their goals in teaching, research, and leadership throughout their careers.”
Faculty Council Committee on the Status of Women “addresses ongoing concerns of women faculty members, identifies obstacles to achievement and maintenance of equality in the representation and status of women on the faculty, and proposes steps for overcoming those obstacles.”
LGBTQ Center “works to foster a welcoming and inclusive environment for UNC-Chapel Hill community members of all sexual orientations, gender identities and gender expressions.” Sponsors the Queer Faculty and Staff Network.
Library resources: Kristan Shawgo is the research librarian for the collections in women’s and gender studies. She can answer quick questions over email or schedule appointments for more complicated questions.
Ombuds Office staff “are a confidential, impartial, informal, and independent resource for staff, faculty, students and administrators at Carolina.”
Safe at UNC collects information about on and off campus resources, support, and reporting options for survivors of sexual violence.
Sister Circle is “a place for UNC faculty and staff of color to build community.”
UNC Latina/o Caucus is an important strategic alliance comprised of UNC Chapel Hill’s Latino alumni, faculty, staff, and postdoctoral fellows, for the benefit of the present and future of UNC.
UNC Women in Science (WinS) supports and promotes women scientists at UNC.
WISDOM (Women in Science Deserve Opportunities and Mentoring) “is a grassroots initiative that was created in 2012 with the mission and purpose of supporting and advancing UNC women postdoctoral fellows and faculty across all scientific disciplines. With over 80 members, we continuously strive for diversity and welcome new members from across UNC’s campus.”
Women in Science and Engineering (WISE) allows members, among other things, to “learn about the problems caused by the disparity of success between female and male scientists, as well as the inspirational work done by female scientists throughout history.”
UNC Faculty Handbook “is a useful starting point for locating resources that might otherwise be difficult to find.”
The Faculty Code addresses all the policies governing faculty employment and service, including Appointment, Tenure and Promotion. The Provost’s Policies, Guidelines, and Procedures page provides additional, unit and department specific guidelines on appointment, promotion and tenure (scroll down to find).
“The Black Doctoral Network (BDN) is a multidisciplinary clearinghouse for black and Latino scholars and professionals in the Social Sciences, STEM, and Humanities.”
The Center for Faculty Excellence provides mentoring resources outside your department, as well as resources to improve teaching and to support research.
The Chronicle of Higher Education publishes a database of faculty salaries, searchable by state, sector, and Carnegie classification and broken down by institution, rank, and gender.
Lynda.com (free through UNC portal) provides online training videos for almost any software imaginable.
The National Center for Faculty Diversity and Development “is an independent professional development, training, and mentoring community of over 71,000 graduate students, post-docs, and faculty members. We are 100% dedicated to supporting academics in making successful transitions throughout their careers.”
Programs for developing leadership:
- Institute for the Arts and Humanities’ Academic Leadership Program “helps prepare and support current and emerging academic leaders.”
- BRIDGES “is an intensive professional development program for women in higher education who seek to gain or strengthen their academic leadership capabilities.”
- Center for Faculty Excellence leadership program
Navigating the academy as a woman:
- Paula Caplan, Lifting a Ton of Feathers: A Woman’s Guide to Surviving in the Academic World (Council of Ontario Universities, 1998).
- Conditionally Accepted: A Space for Scholars on the Margins of Academia (wide range of resources, great blogroll)
- Gabriella Gutiérrez y Muhs, Yolanda Flores Niemann, Carmen G. González, and Angela P. Harris (eds.), Presumed Incompetent: The Intersections of Race and Class for Women in Academia (University of Oklahoma Press, 2012).
- Kerry Ann Rockquemore and Tracey Laszloffy, The Black Academic’s Guide to Winning Tenure–Without Losing Your Soul (Lynne Reiner, 2008).
- Danica Savonik and Cathy N. Davidson, “Gender Bias in Academe: An Annotated Bibliography of Important Recent Studies,” LSE (updated as needed).
- Manya Whitaker, “Being an Active Jr. Faculty Member,” Conditionally Accepted (2013).
These resources consist of two sections: 1) on this page, UNC’s publicly available reports related to the status of women and under-represented minorities on campus, and 2) links to pages with bibliographies of research documenting the impact of race, gender and other identities on a number of professional benchmarks (student evaluations; tenure, citations, and publication; race/ethnicity in the academy, etc). The former reports provide you with University-documented and UNC-specific information about the campus climate and working conditions around gender. The latter address
If you think that your gender is impacting your pay, tenure expectations and chances, and working conditions, please feel free to contact us. You might also consider talking with someone in the Ombuds office to assess strategies for responding and addressing your situation.
- Campus Climate: Regarding Sexual Orientation, Gender Identity, and Gender Expression (2011)
- Report on the 2002 Faculty Salary Equity Study
- Report on the 2012 Faculty Salary Equity Study
- Follow-Up Report on Faculty Equity Study (2013)
- Women in Leadership Assessment (COSOW 2013)
- Report of the UNC Task Force on Future Promotion and Tenure Policies and Practices (2009)
- Promotion and Tenure 101: Faculty at Carolina (2012)
- The Office of Institutional Research and Assessment compiles data on faculty and staff
Research on bias in higher education:
- Teaching evaluations and bias
- Tenure and bias
- Letters of recommendation and bias*
- Race/ethnicity in the academy
*The CWC offers workshops on this topic. Please contact Clare Counihan for more information or to schedule a workshop.
The resources below focus on policies and accommodations around family leave, which are in addition to and compliance with the federal Family Medical Leave Act. Under FMLA, family leave covers leave to take care of a new child (via birth, adoption, or foster placement), to take care of seriously ill family member (including partners, children, adult dependents, and elderly parents), as well as leave for your own health. Please see Parenting @ UNC for more information on the benefits and resources available for caring for your family.
- Family leave policies for faculty (compilation of all Faculty Code leave policies)
- Paid family leave for faculty and senior administrators on a 12-month contract (Faculty code)
- Paid family leave for faculty on a 9-month contract (Faculty Code)
- Family leave FAQs
- Extending the Tenure Clock (Faculty Code)
- Modified responsibilities: some, but not all, departments allow faculty to assume modified responsibilities for a time following the birth or adoption of a child. If you would like assistance broaching this topic with your chair or dean, please contact us.