Successful mentoring relationships are built around the needs and career goals of the mentee. Each mentoring relationship is unique and must be negotiated on an individual basis to match the needs of the mentee and the resources the mentor brings to the relationship. Mentors can help new faculty in the following areas...

There are some common problems when starting a new faculty career. This document attempts to provide some solutions to issues such as how to start a new lab and manage dual careers.

...some issues arose that suggest that some new faculty have potentially avoidable difficulties during their first years that might contribute to difficulties in adjustment and even to attrition. Moreover, these difficulties are not always unique...

Planning the Search Guide

This webpage contains statistics on items mentioned in offer letters by gender. Examples include department of appointment and start date for tenure clock.

During the academic years 2005–09, the director of the UM ADVANCE Program, Professor Abigail Stewart, has met with many newly-hired women faculty, at all ranks, from the science and engineering fields. These faculty members were affiliated with the College of Engineering, College of Literature, Science, and the Arts, Medical School, and the smaller schools that have scientists on the faculty.

Initiate regular meetings and get to know your mentoring partner, his/her circumstances, concerns, etc. Make contact with your mentoring partner as soon as possible. Also, you may want to consider that it may be difficult for a new faculty member to approach you with problems or questions, so suggesting topics for discussion or asking questions may be helpful...

A step-by-step guide to help you successfully navigate through your first year as a faculty member.

Planning the Search Guide

This webpage includes data on items that were mentioned in offer letters such as "start date of tenure clock" by gender.

This brochure covers information about house loans and general information about moving to work at UCI.

Establish a mentoring program in the department. Develop guidelines for selecting mentors and for the mentor’s role...

Each year the Women In Networks Initiative hosts a welcome reception for new faculty in the STEM disciplines. These welcome receptions are designed to increase the visibility of new faculty while providing them with a forum in which to make new contacts and learn about faculty issues here at Boston University...

In 2005 and 2006, we reported on gender equity in faculty start-up packages for new hires. These reports collected all offer letters for tenured and tenure-tracked jobs beginning in each of the previous academic years (fall 2004 and 2005). We coded these for the various perks...

Meeting the needs and expectations of dual-career academic couples—while still ensuring the high quality of university faculty—is the next great challenge facing universities. Academic couples comprise 36 percent of the American professoriate—representing a deep pool of talent (Figure 1). The proportion of academic couples (i.e., couples in which both partners are academics) at four-year institutions nationally has not changed since 1989...

To address the issue of gender equity in start-up packages for new hires, we have collected all offer letters for tenured and tenure-tracked jobs beginning fall 2005. We code these for the various perks that are offered upon hiring.

This document tries to answer questions such as: What is life like at Michigan for women and minorities? What exactly is 'the climate?' and Why do women and minorities leave instead of asking for better situations?