EJI Resources

Hosted by Eric Marcus, this podcast features historical LGBTQ+ interviews and archival materials, providing a glimpse into the queer community's past.

This interview with psychologist Anthony Greenwald was republished with permission from Knowable Magazine. The original article was published on June 4, 2020.

“Mentor” is a term widely used in academic medicine but for which there is no consensus on an operational definition. Further, criteria are rarely reported for evaluating the effectiveness of mentoring. This article presents the work of an Ad Hoc Faculty Mentoring Committee whose tasks were to define “mentorship,” specify concrete characteristics and responsibilities of mentors that are measurable, and develop new tools to evaluate the effectiveness of the mentoring relationship. The committee developed two tools: the Mentorship Profile Questionnaire, which describes the characteristics and outcome measures of the mentoring relationship from the perspective of the mentee, and the Mentorship Effectiveness Scale, a 12-item six-point agree–disagree-format Likert-type rating scale, which evaluates 12 behavioral characteristics of the mentor. These instruments are explained and copies are provided. Psychometric issues, including the importance of content-related validity evidence, response bias due to acquiescence and halo effects, and limitations on collecting reliability evidence, are examined in the context of the mentor–mentee relationship. Directions for future research are suggested.

Effective faculty mentors have published research, understand research design, and provide support to help mentees navigate the research landscape.

Schools of graduate education in the United States continue to be challenged to attract and retain students of color. We argue that effective mentoring within a department can improve multicultural students’ graduate school experience and better position them for success in their postdoctoral careers. To be an effective mentor, a faculty member must cultivate understanding of the experience of students from various cultural backgrounds. This task is especially challenging for White faculty members because of societal dynamics involving race and ethnicity. We propose actions to help faculty members enhance their multicultural competence in mentoring.

Effective faculty mentors provide guidance, support, and resources to help new faculty navigate the tenure process.

This paper reviews mentoring definitions, mentor and protégée characteristics, and the process and outcomes of the mentoring process. In addition, the faculty provides some personal reflections about their mentoring process. Reflections of this nature may inspire us to consider further the adoption and investigation of formal and informal overt mentoring programs in our institutions in order to promote mentoring relationships that can foster personal and professional achievement and satisfaction.

Faculty in a twenty-first century school of dentistry face a variety of daily challenges. Balancing teaching, research, and scholarship can be an overwhelming task for junior faculty and is influenced by the environment and the interactions we have with colleagues. Effective mentorship can play a critical role in professional growth and development as well as academic success. Excellent mentors provide a distinct vision and can guide their protégés to achieve the goals associated with these visions. Current literature supports the definitive characteristics that potential protégés and effective mentors exhibit and delineates how mentoring can enhance productivity, efficiency, and motivation. There is also evidence that formal mentoring programs have an overall positive impact on junior faculty and may assist in retention of dental school faculty. Successful mentors take protégés under their wings for guidance, inspiration, and encouragement and in the process create motivated, productive, and successful teachers and researchers, thus leaving a legacy. The purpose of this paper is to review the literature regarding the importance and benefits of excellent mentorship.

While a limited series, this investigative podcast follows the search for Cleo Semaganis Nicotine, a young Cree girl who was taken from her family in the 1970s during the Sixties Scoop in Canada.

MLA's committee is dedicated to promoting the study and teaching of literatures produced by people of color, with a focus on underrepresented voices in the humanities.

The MLA Convention is one of the largest and most significant conferences in the humanities. While not exclusively focused on DEI, it typically features numerous sessions and discussions related to diversity, equity, and inclusion in literary and language studies.

This podcast by Race Forward features discussions on racial justice and strategies for advancing equity.

For most colleges, the orientation for new faculty members is arranged by the department chair and may consist of a few informal meetings and the distribution of a handbook and other supplementary material. In contrast, approximately one in four colleges have formalized and uniform faculty mentorship programs across all departments.

Organizations where people thrive, don’t happen by chance; they are created by design. We’re on a mission to inspire leaders to create inclusive, safe, and diverse workplaces.

In this groundbreaking work, therapist Resmaa Menakem examines the damage caused by racism in America from the perspective of body-centered psychology. He argues this destruction will continue until Americans learn to heal the generational anguish of white supremacy, which is deeply embedded in all our bodies.

Central to NADOHE’s mission is to inform and influence national policy and trends in the fields of diversity, equity, and inclusion by providing its membership with information and research that can guide them in their day-to- day operations and in strategizing to create institutions of higher education that value diversity and seek equity within all aspects of their organization.

Hosted by Tobin Low and Kathy Tu, "Nancy" explores LGBTQ+ stories, experiences, and culture, featuring a mix of personal narratives and interviews.

Professional Competency
Areas for Student Affairs Educators

Fulfilling the promise of higher education.
The professional home for student affairs.

NADOHE is a membership organization designed for diversity professionals and institutions of higher education to become equipped with the necessary tools and mindsets to advance equity and dismantle systemic oppression.

The annual report from the National Center for Education Statistics includes data and analyses related to educational equity, providing insights into disparities in access, resources, and outcomes.

Offers professional development resources, webinars, and workshops for faculty and staff to support their success in academia, including topics related to diversity and inclusion.

Although specific to information technology, NCWIT offers resources and initiatives to increase the representation of women in computing, which can be applicable to the intersection of arts and sciences.

The NCORE conference series constitutes the leading and most comprehensive national forum on issues of race and ethnicity in higher education. The conference focuses on the complex task of creating and sustaining comprehensive institutional change designed to improve racial and ethnic relations on campus and to expand opportunities for educational access and success by culturally diverse, traditionally underrepresented populations.

This conference, organized by various institutions and organizations, covers a wide range of DEI topics, including those specific to faculty and staff in higher education.