Faculty Recruitment Initiatives

COM Faculty Affairs Office is supported by a senior associate dean for faculty affairs and faculty development, faculty appointment specialist and administrative assistant. Faculty Affairs centrally manages the procedural oversight of faculty recruitment and retention (e.g. offer letters, preparation for promotion), and oversees the recruitment and retention efforts for faculty with assistance from Upstate OD&I, SUNY ODE&I, and department chairs. Recruitment strategies include using search firms experienced in hiring
faculty underrepresented in medicine (URM).

Recruitment efforts to develop a more diverse faculty have focused on two goals and paths:

  1. Increase awareness of the importance of diversity and inclusion, and of unconscious biases that may affect recruitment and retention of women and URM faculty:

    Following a SUNY grant-funded series of unconscious bias workshops, we organized the Corps of Diversity Allies, a grassroots group to facilitate similar workshops at existing meetings (e.g., faculty meetings), and thus reached individuals who may not have the time or interest in attending workshops on this topic. To date, the Corps of Diversity Allies has presented this workshop at 17 departmental faculty meetings, to approximately 175-200 faculty, residents and the COM chairs. The goal is to improve the recruitment process and ensure that it is equitable and inclusive.

  2. Require that chairs develop specific action plans to promote diversity recruitment, and monitor compliance for implementing these plans. Select activities included:
    • Required all chairs to submit a revised/updated Department Diversity Recruitment Plan. Each plan included 3 required actions: (1) advertise in at least one journal/website/listserv that is targeted to minority and/or women physicians/Ph.D.(s); (2) add specific language to all ads, (3) commit that all department leaders and search committee members view the Association of American Medical Colleges (AAMC) online training module re: unconscious bias and how to minimize its potential negative effect on the recruitment process. Chairs were also encouraged to identify “other diversity recruitment efforts” they committed to initiate
    • Provided updated department-level data to chairs re: numbers/percentages of women and URM faculty in their departments, with AAMC “benchmark” data for comparison;
    • Sent initial Diversity Recruitment Plans to chairs with request for re-attestation that they had followed through on their commitments. All chairs, with the exception two replied and confirmed unconscious bias video views and other steps taken; some included data to provide evidence of their success, e.g., hired female faculty member, hired URM faculty member
    • The dean reviewed the diversity data with the chairs annual chair review meetings to continue to emphasize the importance of enhancing diversity of the faculty
    • The Minority Faculty and Residents group established a mentoring program for minority residents. The goals are to enhance their career development, and, by demonstrating our commitment to diversity and addressing their concerns, help them see the value of joining the Upstate faculty, including COM upon graduation.

Faculty Diversity Program

The SUNY ODE&I administers the Faculty Diversity ProgramExternal Link Icon, which is designed to assist campuses with the recruitment, retention, and promotion of outstanding scholars from different backgrounds, including individuals from groups that have been historically underrepresented in higher education. Under this highly competitive program, stateoperated campuses compete for salary support and start-up packages to recruit outstanding scholars who have attained a record of distinction. The Faculty Diversity program provides state-operated campuses with a percentage of the faculty member's salary for three years. Effective for the 2019-2020 award cycle, the total amount that will be allocated for each faculty member appointed under this initiative will increase to $145,000. Salary support will be allocated to the campuses as follows:

  • 2019-2020 - 80% of negotiated salary up to $80,000
  • 2020-2021 - 75% of negotiated salary up to $50,000
  • 2021-2022 - 25% of negotiated salary up to $15,000

Campuses are also eligible to receive up to $15,000 to develop competitive start-up packages for faculty appointed under this initiative.

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