JSM 2010 Advice to Chairs on Mentoring URM Junior Faculty

1. JSM 2010Advice to Chairs on Mentoring URM Junior Faculty Lloyd J. Edwards, Ph.D. Associate Professor Department of Biostatistics Department of Biostatistics University of North Carolina at Chapel Hill

2. JSM 2010Mentoring URM Junior Faculty • "There is no better fertile ground for innovation than a diversity of experience. And that diversity of experience arises from a difference of cultures, ethnicities, and life backgrounds. A successful scientific endeavor is one that attracts a diversity of experience, draws upon the breadth and depth of that experience, and cultivates those differences, acknowledging the creativity they spark.“ • - Joseph M.DeSimone • W.R. Kenan Jr. Distinguished Professor of Chemistry and Chemical Engineering, UNC-CH Department of Biostatistics University of North Carolina at Chapel Hill

3. JSM 2010Mentoring URM Junior Faculty • David Allison has correctly stated that the first simple step is to genuinely care and then act accordingly. • The leaders of the “care brigade” are the chair and full professors. They set the tone and culture of the department or division. • Depending on the individual, perceptions of a hostile environment can easily be assumed. And many times it is actually real! Department of Biostatistics University of North Carolina at Chapel Hill

4. JSM 2010Mentoring URM Junior Faculty • At the end of the day, no matter what the particular situation, it comes down to relationships. • URMs are not a monolith so one solution does not fit all. • For example, Hispanic males and females may deal with a different set of cultural pressures than African American males and females which may be different than African males and females. Department of Biostatistics University of North Carolina at Chapel Hill

5. JSM 2010Mentoring URM Junior Faculty • URM statisticians are pulled in many ways that are unseen to the non-URM. • URM non-statistical investigators are constantly at the door of the URM statisticians requesting support – for free and for pay. • Because they are often times rarities, URM statisticians are requested by administrators to participate in activities that may not the best for the URM’s career, particularly junior faculty. Department of Biostatistics University of North Carolina at Chapel Hill

6. JSM 2010Mentoring URM Junior Faculty • Someone who cares must be willing to have the “hard” or “difficult” conversations with the URM junior faculty when necessary. And it differs for different individuals and departmental criteria for promotion. • This can be a delicate situation but it comes back to the concept that at the end of the day, it is about relationships. • I have been fortunate to have been the recipient of the hard conversation(s) and I have given the hard conversation(s). Department of Biostatistics University of North Carolina at Chapel Hill

7. JSM 2010Mentoring URM Junior Faculty • If you want your URM junior faculty to succeed, they cannot be made to take on the task of leading the department’s diversity effort. • Senior leadership must take ownership of that particular function. • But the URM junior faculty can help in a way that protects their career but also provides some measure of “giving back”. Department of Biostatistics University of North Carolina at Chapel Hill

8. JSM 2010Mentoring URM Junior Faculty Conclusions • Important to a URM junior faculty’s success, just like the success of most junior faculty, is good, solid mentorship. • At UNC Chapel Hill, it is now required that a formal mentoring program is established and reported on for ALL junior faculty. • I personally can assure you that we are not where we want to be, but we have progressed from where we used to be. Department of Biostatistics University of North Carolina at Chapel Hill