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The ADVANCE Program began in January 2002 as a five-year, NSF-funded project promoting institutional transformation with respect to women faculty in science and engineering fields. The program has since expanded to promote other kinds of diversity among faculty in all fields. The ADVANCE Program aims to improve the University of Michigan's campus environment in four general areas: recruitment, retention, climate, and leadership.
ADVANCE and the College of LSA collaborate on many projects regarding faculty recruitment, tenure and promotions issues, departmental climate, retention, faculty development, and leadership coaching.
The STRIDE Committee provides information and advice about practices that will maximize the likelihood that diverse, well-qualified candidates for faculty positions will be identified, and, if selected for offers, recruited, retained, and promoted at the University of Michigan. The committee leads workshops for faculty and administrators involved in hiring. It also works with departments by meeting with chairs, faculty search committees, and other department members involved with recruitment and retention.
The LIFT program facilitates the success, empowerment, and satisfaction of individual faculty, while enabling and informing their contributions as leaders to the departments, disciplines, and other institutional structures that define the academic community. The program includes two seminars offered to new associate or new full professors, and several Core Competency Seminars open to all tenure-track faculty.
Center for the Education of Women (CEW)
The Women of Color in the Academy Project (WOCAP) is a campus-wide faculty network at U-M, committed to highlighting the work of women of color scholars, promoting their development and advocating for institutional change on their behalf.
Faculty resources provided by the University of Michigan’s Women of Color in the Academy Project (WOCAP) including general programs and policies, teaching and research, and dual career resources.
The Women of Color Task Force is a staff organization, founded in 1979 at the University of Michigan, that provides professional development opportunities for employees, with a special focus on women of color staff. For more than 35 years, the Task Force has served as a forum for the exchange of information about the status of women of color staff at the University of Michigan and as a focal point for action necessary for the resolution of their concerns.
The LSA Asian and Asian-American Faculty Alliance is an organization and advocacy group that promotes an inclusive climate for Asian and Asian-American faculty at the University of Michigan.
LSA Academic Departments
These departments often offer programs and speakers related to race and ethnicity.
American Culture is home to Digital Studies as well as four of the University's ethnic studies programs: Arab and Muslim American Studies, Asian/Pacific Islander American Studies, Latina/o Studies, and Native American Studies. Each of these constituent programs serves communities of affiliation and interest through academic minors, a range of community and service-learning courses, and internships. At the leading edge of a new American Studies, our programs move easily across traditional boundaries, and frequently connect with our partners in the Department of Afroamerican and African Studies. Here, you will find faculty members considering African/Native American histories, the mix of boundary setting and crossing characteristic of national borders, the meanings of imperialism and global capitalism, indigenous worlds spanning the globe, moving "island cultures" in the Caribbean and Pacific, the intertwined literary production of contemporaries in Latina/o, Native American, and African American contexts and much, much more.
Arab and Muslim American Studies’ list of resources for students and faculty impacted by Islamophobia.
Established in 1970, the now-Department of Afroamerican and African Studies (DAAS) is an interdisciplinary program of research, instruction, and community outreach. Its intellectual focus and mission is to reflect on and participate in determining emerging directions in the study and representation of the diverse cultures, experiences and societies of Africans and peoples of African descent across the African continent and diaspora.
Office of the Provost
In 2001, the Provost’s Advisory Committee on Faculty Mentoring and Community Building was charged with the task of identifying strategies to improve support for faculty, improving awareness and understanding of mentoring, surveying faculty and administrators regarding their experiences with and their needs for mentoring, and identifying ways that central administration can encourage and facilitate mentoring and community building in the individual units.
PLUMA is a community of faculty and staff members at the University of Michigan that collaborates and supports a diverse range of activities on Latino/a culture. One of the purposes of PLUMA is to bring together the UM faculty and staff who are interested in issues related to the Latino community. We strive to increase our visibility on campus, encourage communication, support networking, and voice cultural and educational concerns about the Latino community. We believe this increased visibility can also help with the recruitment of Latino/a faculty, staff, and students and contribute towards a welcoming environment at UM.
The UMHS Pride Network is an employee resource and patient advocacy group for TBLGA (Transgender, Bisexual, Lesbian, Gay, and Allies) UMHS faculty and staff working to ensure an inclusive, respectful environment for TBLG staff and to promote cultural competency related to the care of this patient population.
Rackham's Faculty Committee on Mentoring (MORE)
MORE (Mentoring Others Results in Excellence) is a Rackham committee that engages with faculty and graduate students to foster conversations about mentoring. Specifically, the committee provides faculty with effective tools and practices for mentoring graduate students in an effort to improve retention, productivity and overall student success. MORE committee members are ten faculty with appointments in six different Schools and Colleges of the University of Michigan and it is sponsored by Rackham Graduate School, the Office of the Provost, and the Michigan AGEP Alliance.
The Spectrum Center is committed to enriching the campus experience and developing students as individuals and members of communities using sexual orientation and gender identity and expression as our framework. Our work is accomplished through a student-centered intersectional lens.
Umich Faculty Ombuds
The Office of the Ombuds is a confidential, impartial, informal, and independent resource for information or conflict management that serves all faculty members of the University of Michigan Ann Arbor campus community. The Office assists those who seek guidance with the resolution of academic or administrative issues and disputes that are not being adequately addressed through other University processes. It is a safe place to express concerns.
University of Michigan Association of Chinese Professors (UMACP)
The Association of U-M Chinese Professors was organized in late 2002. Association members are tenured or tenure-track professors of Chinese heritage. The mission of the Association is to promote friendship and interactions between Chinese professors at the University of Michigan, to exchange ideas on how to thrive at the University of Michigan and how to excel as an educator and researcher, to have a support network and to promote the interests of its members, and to promote academic and cultural exchange between China and the US.