Gumpertz, M. (2012, June), Developing Diverse Departments (D3) at North Carolina State University  Paper presented at 2012 ASEE Annual Conference & Exposition, San Antonio, Texas. 10.18260/1-2--21186

\bibitem{asee_peer_21186}
  Gumpertz, M. (2012, June), \emph{Developing Diverse Departments (D3) at North Carolina State University}
  Paper presented at 2012 ASEE Annual Conference \& Exposition, San Antonio, Texas.
  10.18260/1-2--21186

Marcia Gumpertz.  "Developing Diverse Departments (D3) at North Carolina State University".  2012 ASEE Annual Conference & Exposition, San Antonio, Texas, 2012, June.  ASEE Conferences, 2012.  https://peer.asee.org/21186 Internet.  24 Apr, 2024

\bibitem{asee_peer_21186}
  Marcia Gumpertz.
  "Developing Diverse Departments (D3) at North Carolina State University".
  \emph{2012 ASEE Annual Conference \& Exposition, San Antonio, Texas, 2012, June}.
  ASEE Conferences, 2012.
  https://peer.asee.org/21186 Internet.  24 Apr, 2024

@INPROCEEDINGS{asee_peer_21186
author = "Marcia Gumpertz"
title = "Developing Diverse Departments (D3) at North Carolina State University"
booktitle = "2012 ASEE Annual Conference \& Exposition"
year = "2012"
month = "June"
address = "San Antonio, Texas"
publisher = "ASEE Conferences"
note = {https://peer.asee.org/21186}
number = {10.18260/1-2--21186}
}

TY  - CPAPER
AB  -                          Developing Diverse Departments (D3)                          at North Carolina State UniversityThe Developing Diverse Departments project at North Carolina State University is a 3-year NSFADVANCE PAID (Partnerships for Adaptation, Implementation, and Dissemination) project forpromoting the careers of women and faculty of color in the sciences and engineering. Twoobservations about successfully changing institutional culture drive the approach taken at NCState: (1) people are most likely to adopt new ideas when they hear them from respectedcolleagues and friends than from any other source; and (2) when there are women and faculty ofcolor in leadership roles and in senior faculty positions within a department, it changes theculture and attracts more women and faculty of color.The goals of the D3 project follow directly from these two principles:   1. Increase the female share of senior faculty and increase the presence of faculty of color at      all ranks,   2. Increase the presence of women in line leadership positions and cultivate men and      women leaders as change agents, and   3. Improve attitudes about increasing hiring of women and faculty of colorA group of 17 faculty committed to becoming knowledgeable change agents, called ADVANCEScholars, forms the core of the D3 project. These faculty meet monthly to study leadership andsocial bias. Their role is to promote discussion among colleagues and serve as a resource forcollege and department diversity efforts. All 10 academic colleges are represented and eachADVANCE Scholar is charged with developing an initiative relevant to their college sparked bythe seminar discussions. In addition, the D3 project offers two workshop series: a leadershipdevelopment workshop series for women and faculty of color and a climate workshop series fordepartment heads. The aim of the leadership development workshop series is to motivate tenuredfaculty to enter line leadership career paths, while the climate workshop series assists departmentheads in cultivating an inclusive department climate for diverse faculty.To date, one ADVANCE Scholar has become a department head (Statistics) and one participantin the Leadership Development Workshop series has become the Director of the AfricanAmerican Cultural Center. By the end of this year, the third year of the project, 27 of 59department heads will have participated in the Climate Workshop Series. The ADVANCEScholars initiatives have resulted in the establishment of a Hispanic/Latino Faculty Group, a newprogram of Faculty Liaisons to the Office for Institutional Equity and Diversity, a roundtableseries featuring national women and leaders of color in STEM administration, and a college-wideprinciple of support for parental leave for graduate students in the College of Physical andMathematical Sciences. Most of the components of the D3 project are low-cost and are underdiscussion for continuation by the Provost’s Office after the grant period is over.
AU  - Marcia Gumpertz
CY  - San Antonio, Texas
DA  - 2012/06/10
PB  - ASEE Conferences
TI  - Developing Diverse Departments (D3) at North Carolina State University
UR  - https://peer.asee.org/21186
DO  - 10.18260/1-2--21186
ER  -