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Provost’s Office

Provost’s Office

The Office of the Provost and Senior Vice President for Academic Affairs is the administrative center for the University’s academic operations. It is responsible for providing administrative oversight and academic leadership. Our primary focus is to collaborate with academic and administrative areas to fulfill the mission and vision of Bradley University.

Organizational Chart

Strategic Plan

The Board of Trustees approved a new student-centric strategic plan for Bradley University in July 2021. This plan aligns with Bradley’s prevailing mission, while setting forth an exciting strategic vision and a complementary set of priorities designed to meet the dynamic landscape of higher education in an ever-changing world.

The plan was crafted over a seven-month period following a 14-step strategy development process involving 78 individuals who served on six key strategic planning groups. The broader university community was engaged through a faculty-staff survey, several information sessions and forums, and student focus groups designed to validate the results of an external market analysis of more than 1,600 current and prospective students.

The development of the new strategic plan was driven by Bradley’s situation, namely the challenging and competitive state of the higher education landscape. Particular attention was devoted to what today’s learners seek when selecting a university or college.

Based on this analysis, Bradley’s focus will be on two types of purposeful learners: aspirational and functional. Aspirational learners focus on the life they want to create for themselves and the person they want to become in the future. Functional learners focus on a specific result (typically job or career driven) and education is a necessary step to get them there.

Bradley’s new strategic vision captures what the university must be to appeal to and serve these learners.

Vision Statement

We deliver an engaging education that transcends traditional boundaries through scholarly and practical experiences in a diverse, caring and inclusive environment to prepare purpose-driven leaders who achieve success and build a better world. Bradley University: An investment in the life you want.

Coupled with the vision statement are five strategic imperatives that outline the university’s priorities:

  • Welcoming, Caring, Diverse and Inclusive – We are committed to understanding and creating a community within and beyond campus that allows you to feel welcome and included in your ability to participate in the learning experience.
  • Personalized Life Path – We provide clear, supportive and flexible paths with an array of enriching opportunities to realize the life you want.
  • Return on Educational Investment – As one of our graduates, you can expect short-term benefits through career outcomes and long-term happiness from your investment.
  • Boundary-Breaking Innovations – We will help you realize a purposeful plan to create the career and life you want by delivering engaged learning beyond your major and beyond the classroom.
  • Financial Strength and Operational Excellence – Execution of the plan requires a strong foundation of financial strength and operational excellence.

Collectively, these five imperatives constitute the essence of the 2021 strategic plan. They will provide a framework for decision making, serve as operational platform, and drive the development of key strategic action items over the next three to five years.

Contact Information

Dr. Dan Moon

Interim Provost and Sr. Vice President for Academic Affairs

Jennifer Gruening Burge

Director of Institutional Effectiveness

If you seek information or engagement related to an aspect of Bradley University’s Strategic Plan, there are four options:

  • Consult the following documents on this page.
  • Contact the responsible vice president or project manager by referring to the Strategic Plan Implementation Engagement Roadmap.
  • Contact the Office of the Provost at [email protected] or (309) 677-3152.
  • Attend or request to schedule an information session. (Sessions can be arranged by contacting the Office of the Provost.)

The resources on this page are for current Bradley employees only. For any outside requests, please email the Office of the Provost.

2021 strategic plan summary
2021 strategic plan

Balanced Scorecard

Strategy Updates

Strategy Implementation Resources

Supporting Documents

Process Documents

Overview

Insights Market Analysis

Student Focus Group Results

Environmental & Industry Analysis

Strategic Profile

Competitive Assessment

Vision and Strategy

USPC Recommendations to the Strategic Leadership Group

The Plan

Academic Program Review

Faculty Gender Equity Initiatives

In the Spring of 2017, the Provost convened a Faculty Gender Equity Taskforce charged with the following tasks:

  • To investigate barriers to the promotion of women to the rank of full professor at Bradley, including but not limited to barriers in three main professional areas (teaching, research, and service).
  • To review institutional policies and de facto practices that may result in differential outcomes for male and female faculty.
  • To investigate best practices used by other institutions that contribute to the retention and advancement of women in the academy.
  • To develop recommendations for increasing gender equity in the above areas and on issues that become apparent through the review process, and to submit those recommendations to the Provost for consideration by the appropriate administrative and/or shared governance units at Bradley University.

In the Spring of 2018, the Faculty Gender Equity Taskforce administered a campus-wide survey to all full-time and part-time faculty to investigate issues related to workload, tenure and promotion processes, administrative policies and practices, and campus climate. It also hosted a series of Faculty Gender Equity Forums to gain additional feedback from the university community. The results of the survey, the full report, and recommendations of the Task Force may be accessed through this page with a Bradley login. Based in part on the work of the Task Force, Bradley was awarded an NSF ADVANCE grant in 2023 to help increase intersectional gender equity in the faculty ranks on campus. Details of ADVANCE BU grant initiatives.

The Task Force recommended 40 actions to increase gender equity in Bradley’s faculty ranks. In addition to supporting the ongoing work of the ADVANCE BU program, Bradley’s administration has taken actions to address the following Task Force Recommendations.

Task Force RecommendationAdministrative Actions
Formally incorporate student engagement activities into the T&P process.In the Faculty Annual Reporting portal, fields have been added for Experiential Learning, Writing Intensive, and Interdisciplinary Learning, Faculty-Student Collaboration, and Societal Impact.
Strengthen the institution’s investment in the Office of Sponsored Programs.In Fall of 2024, Bradley received a federal grant to expand the services offered by the Office of Sponsored Programs.
Identify one campus office(r) as the contact point for non-academic student care issues.The Office of Student Affairs produced a guide to campus resources for working with student concerns.
Ensure that under no circumstances is a scheduled course of three or more semester hours taught as an uncompensated overload.The Provost reviewed all offerings, and directed Deans to ensure that this does not occur in their academic units.
Incorporate dean and college-level efforts on gender equity issues in the dean’s annual evaluation survey to the faculty.Questions on gender equity and diversity have now been incorporated into the dean’s annual evaluation, and the Senate approved those changes to the survey in January of 2025.
Create a salary reporting mechanism.The Administration is currently working with ADVANCE BU to develop an Equity Dashboard for tracking a range of faculty data, including salary equity.
Clarify “tenure clock” provisions.The University Senate made provisions for tenure clock extensions clearer and more inclusive (Faculty Handbook, Section II.D.4)
Appoint a full-time Chief Diversity, Equity and Inclusion Officer.A VP of Diversity, Equity, and Inclusion was hired and the Division of Diversity, Equity and Inclusion was created.
Review and revise current sexual harassment and sexual discrimination policies and procedures, and consider appointing a Gender Equity Ombudsperson.The university formalized a consensual relationship policy. Annual training for all employees on harassment and discrimination was implemented.
Reward individual and unit-level activities that promote diversity, equity and inclusion on campus.Working with ADVANCE BU, the Administration provides ongoing funding for the Faculty Award for Excellence in Diversity, Equity, and Inclusion, inaugurated in Fall of 2024.

ADVANCE BU Initiatives and Resources

2018 Task Force Survey, Results and Recommendations

All resource documents require a faculty or staff BUnetID login to view.

Bradley University Report of the Committee on the Status of Women, 1990

All resource documents require a faculty or staff BUnetID login to view.

Additional Resource

Whistleblower Information

Resources

Bartlett Award

The Helen Bartlett Award for Excellence in Service to Students recognizes a department or unit that has shown outstanding contributions and commitment to Bradley students.

Award Guidelines

Burgess Award

The Theodore C. Burgess Award for Excellence in Interdepartmental Collaboration celebrates exceptional partnership between departments.

Award Guidelines

Caterpillar Faculty Achievement Award for Teaching and/or Scholarship

Designed to honor outstanding faculty for their achievements, nominees must hold a full-time, tenure-track appointment but not yet have attained tenure status.

Award Guidelines

Caterpillar Professorship

Caterpillar Professorships are awarded to tenured, full professors whose significant achievement in their fields resulted in national or international recognition.

Award Guidelines

Emeritus Nominations

To be considered for an emeritus appointment, faculty and staff must have completed at least 15 years of service while enriching the experience of Bradley students.

Award Guidelines

Harper Award

The William Rainey Harper Award for Departmental Excellence honors an academic or support unit that has demonstrated an ever-improving level of performance and commitment to excellence.

Award Guidelines

Putnam Award

Established in 1957, the Charles M. Putnam Award for Excellence in Teaching recognizes an exceptional teacher each year.

Award Guidelines

Rothberg Award

The Samuel Rothberg Award for Professional Excellence, honoring outstanding research and creativity by a senior faculty member, is one of Bradley’s highest academic recognitions.

Award Guidelines

Faculty Award for Excellence in Diversity, Equity and Inclusion

The Faculty Award for Excellence in Diversity, Equity, and Inclusion recognizes faculty and academic units that contribute to making Bradley a “welcoming, caring, diverse and inclusive” campus.

Award Guidelines

July 8, 2024Part-time faculty requests/overloads due to Provost Office
August 16, 2024Call for Caterpillar Fellowship Applications due to Provost & Sr. VPAA September 16, 2024.
September 3, 2024Call for nominations for Caterpillar Professorships – due to Provost & Sr. VPAA December 13, 2024
September 3, 2024Sabbatical Leave Applications due to Chair or Director.
September 3, 2024Faculty Tenure Decision Date Forms Due to Provost Office
September 9, 2024Sabbatical leave recommendations due from Chair/Director to College Sabbatical Leave Committee.
September 16, 2024Caterpillar Fellowship Applications due to Provost and Sr. VPAA.
September 23, 2024Sabbatical leave recommendations due from College Sabbatical Leave Committee to Deans.
October 4, 2024Sabbatical Leave recommendations due from Deans to University Sabbatical Leave Committee.
October 14, 2024Notification to Provost & Sr. VPAA of intent to apply for Caterpillar Professorship
October 25, 2024Letter to Deans from Assistant Provost requesting faculty attending Commencement – due November 18.
November 4, 2024Provost and Sr. VPAA reminds Deans of dates for notification for non-renewal of probationary and temporary faculty.
November 4, 2024Sabbatical leave recommendations due from University Sabbatical Leave Committee to Provost and Sr. VPAA.
November 18, 2024Deans notify Provost and Sr. VPAA of non-renewal of contract (2025-26) for faculty with more than one year but less than two years of service.
November 18, 2024Deans inform Provost and Sr. VPAA of number of faculty attending Commencement.
December 2, 2024Part-time faculty request forms due to Provost and Sr. VPAA for second semester.
December 2, 2024Academic Council submits faculty and staff evaluations, and requests for unpaid leave to Provost and Sr. VPAA
December 2, 2024Sabbatical Leave recommendations due to President from Provost and Sr. VPAA.
December 9, 2024Sabbatical leave letter of approval or denial to applicants from Provost and Sr. VPAA.
December 13, 2024Caterpillar Professorship materials due to Provost & Sr. VPAA.
December 15, 2024Notices to probationary faculty from Provost and Sr. VPAA – non-renewal of contract for faculty with one year but less than two years of service.
January 6, 2025Tenure and Promotion documents due from Deans to Sr. VPAA.
January 13, 2025Annual call for applications/nominations for Putnam and Caterpillar, Inc. Faculty Achievement Awards – due to Provost and Sr. VPAA April 7, 2025.
January 13, 2025Call for submissions for the William Rainey Harper Department Excellence Award due to Provost & Sr. VPAA April 25, 2025.
January 20, 2025Deans notify Provost and Sr. VPAA of non-renewal of contracts for faculty with less than one year of service
February 28, 2025Salary, promotion and tenure letters received by faculty due April 1, 2025
February 28, 2025Notices received by probationary faculty – non-renewal of contracts for faculty with less than one year of service from Provost and Sr. VPAA
March 3, 2025Provost and Sr. VPAA sends requests for Emeritus nominations – due April 7, 2025.
March 25, 2025Letters to Deans from Assistant Provost requesting number of faculty attending Commencement – due April 21, 2025.
April 1, 2025Deadline for faculty to sign 2025/26 contracts.
April 7, 2025Putnam and Caterpillar Inc. New Faculty Teaching Award nominations due to Provost and Sr. VPAA.
April 7, 2025Emeritus nominations due to Provost and Sr. VPAA.
April 21, 2025Deans report number of faculty attending May Commencement due in Provost and Sr. VPAA Office.
April 25, 2025Deans notify Provost of non-renewal of contracts for faculty with two or more years of service (2026-27 contract).
April 25, 2025William Rainey Harper Department Excellence Award nominations due to Provost & Sr. VPAA.
May 1, 2025Notices to probationary faculty from Provost & Sr. VPAA – non-renewal of 2025-26 contracts for faculty with two or more years of service.
July 7, 2025Request for part-time faculty/overloads due to Provost Office.
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Additional Links

ADVANCE BU

A wealth of scholarship demonstrates that women and minority faculty in higher education face barriers to equity, inclusion, and advancement. At every career transition point, increasing numbers of women and underrepresented minoritized (URM) scholars leave the academy, and their departure comes at great cost to the individuals who have invested heavily in their academic careers and to their institutions and fields. Consistent with national trends, women at Bradley University lag behind men in tenure-track appointments, and these disparities increase with rank. Likewise, minority faculty are underrepresented across the university, particularly in STEM fields. In 2019 and in 2022, institutional research by Bradley’s Faculty Gender Equity Task Force identified equity issues pertaining to campus climate; tenure, promotion and retention (TPR) processes; annual review mechanisms; teaching and service loads; hiring practices; and remuneration.

Bradley University’s ADVANCE BU program addresses these equity issues, with funding from the National Science Foundation (NSF Award # 2303732). The NSF ADVANCE program aims to increase gender and intersectional equity among faculty through evidence-based initiatives. Designed to foster a campus culture of inclusivity, fairness, and mutual respect, ADVANCE BU aims to achieve more equitable professional outcomes for women and URM faculty at the university.

Previous ADVANCE scholarship demonstrates that meaningful and lasting institutional transformation on equity issues is only possible with a combination of cultural change, widespread engagement of personnel in the work of DEI, and structural changes — namely changes to policies, processes, and practices. Building on this research, ADVANCE BU will involve faculty and staff from across the institution to accomplish two primary goals: campus cultural change and the revision of university policies and processes.

Cultural Change

Increase awareness of and appreciation for diversity and equity to create a culture of fairness, mutual respect, and inclusivity.

A&A

The Advocates and Allies initiative aims to raise awareness of both systemic and interpersonal forms of discrimination, and build intervention and advocacy skills among faculty men. First developed by North Dakota State University, it has been implemented in more than 30 colleges and universities across the nation. It has also resulted in significant improvements in gender equity, including increased retention and promotion of women faculty; an overall increase in the number of women faculty in STEM; increased numbers of women full professors and deans; and the creation of “diversity-positive” campus cultures.

ACT

The ACT (ADVANCE-informed Chair Training) initiative draws on training programs developed by other ADVANCE institutions to provide chairs with mentorship and training in areas that impact recruitment, hiring, retention, and promotion.

IDEAS

The IDEAS (Increasing Diversity, Equity and Solidarity) initiative offers a wide range of campus programing — from guest speakers to workshops to film screenings and discussions — designed to increase understanding of the evidence behind DEI work; the individual, institutional, and societal benefits of such work; and proven ways we can all make a difference.

Structural Change

Engage the campus in revising policies and processes for greater equity and transparency in annual review and tenure, promotion, and retention.

Equity Dashboard

The development of an Equity Dashboard will allow Bradley to better track faculty DEI outcomes and create mechanisms for accountability and ongoing improvement.

FARR

Likewise, the FARR (Faculty Annual Review Revision) initiative engages the campus in discussions about the revision of faculty annual review, teaching evaluations, and reward mechanisms, such as merit pay.

TPR Revision

Building on the work of Bradley’s Gender Equity Task Force and evidence-based strategies for institutional change, the TPR Review and Revision initiative engages campus stakeholders in discussions around revision of tenure, promotion, and retention (TPR) policies and protocols to promote transparency and equity.

Upcoming Events

Call for Nominations

ADVANCE BU, in partnership with the Provost’s Office, and the Division of Diversity, Equity, and Inclusion, is pleased to announce the 2025 Faculty Excellence in Diversity, Equity, and Inclusion Award, highlighting Bradley University’s ongoing dedication to fostering inclusivity on campus. This yearly award honors individual faculty (even years) or academic programs (odd years) that have made significant contributions to advancing diversity, equity, and inclusion through advocacy, curriculum development, community building, research/creative production, or leadership and service. Nominations will be accepted by the Provost’s Office until September 1, 2025. For further details on eligibility and the nomination process, please click here. Applications are being accepted via google forms available here.

Arrange a meeting with your department or group

ADVANCE BU has recommended a number of changes to the ways we evaluate teaching at Bradley (click here) and for revising Bradley’s TPR guidelines (click here). We recognize that different individuals and groups on campus may have different questions, concerns, and ideas. We would be delighted to meet with individuals and groups (for instance, a department, a college, or just a group of colleagues) to explain the proposed changes and hear your feedback. Please sign up here to arrange a time that works for you, or contact [email protected] directly.

Past Events

Constituting a Bradley Chairs Council?: A Lunch & Learn Discussion for Academic Chairs and Directors

Thursday, April 24th | 12 pm – 12:50pm | BR 250 / Zoom

ADVANCE BU will provide a brief rationale for establishing a Chairs Council, and then ask chairs to share their questions, concerns, potential barriers to implementation, and possible benefits of change. Contact Dr. Jackie Hogan – [email protected] or Melinda Faulkner [email protected] for more information. RSVP Here

The Slow Professor: Challenging the Culture of Speed in the Academy

ADVANCE BU Spring 2025 Book Group discussing Berg and Seeber’s (2016)

Monday on April 14 at 10 am, or contact [email protected] for alternate meeting time.

A Chair’s View on Changing the Way We Evaluate Teaching

April 3rd | 12 pm – 12:50pm | BECC 1122 / Zoom

A Lunch & Learn Discussion for Academic Chairs and Directors: Overview and discussion of our recommendations for revising the way Bradley evaluates teaching. Register Here

Campus Brownbag: Faculty Climate Survey Findings

February 6th | 12 pm – 1 pm | BECC 1122

Please join us as we present an overview of faculty campus climate surveys from 2018 through 2024. ADVANCE BU Director Jackie Hogan will identify trends and invite discussion of possible responses to ongoing concerns. ADVANCE BU Campus Climate Survey Overview 2018 to 2024.

Should Bradley Establish an Academic Chair’s Council?

Wednesday | January 15, 1:55–2:35 p.m. | BR 091

Discussion of ADVANCE BU Recommendations for Revising Bradley’s Evaluation of Teaching

Wednesday | January 15, 1–1:45 p.m. | BR 091

Reimagining Evaluations of Teaching

Wednesday | January 15, 12–12:50 p.m. | Peplow Pavilion.

All are invited to join for a presentation by Dr. Nicole Barta, Associate Professor at Gonzaga University’s School of Education and Director of their Center for Teaching and Advising. There will also be a complimentary lunch starting at 11:30 a.m.

Activities of the BU Advance Advocates Program

Wednesday | January 15, 10:35–11:20 a.m. | BR 091

BU Advocate Mission

Staff Council Address: 9 Policies for a More Equitable & Inclusive Workplace

Tuesday | Nov. 19, 12:00 – 1:00 p.m. | BECC 112

Dr. Doragnes Rivera Bradshaw shares research illuminating the policies most likely to advance workplace equity

What Kind of Leaders can Move Bradley Toward Greater Equity?

Monday | Nov. 18, 4:00 – 5:00 p.m. | Westlake 116

An evidence-based presentation by Dr. Doragnes Rivera Bradshaw

ADVANCE BU Department Chairs Lunch & Learn: Lead Inclusively to Advance Diversity and Equity

Monday | Nov. 18, 12:00 – 12:50 PM | Westlake 116

Lunch will be provided. Virtual link available upon request.

ADVANCE BU Book Club

Friday | Nov. 8, 11:00 a.m.

Join us as we read Tricia Hersey’s New York Times Bestseller Rest is Resistance: A Manifesto, which critics have called “vivid, deeply researched and moving,” “one of the most vital interventions of our time.” Open to all faculty, staff, and administrators. Just read (or listen to the audio book ) at your own pace and join our virtual discussion.

Mindfulness in Motion: Restorative Practices for Faculty and Staff

Thursday | Nov. 7, 4:00 p.m. – 4:55 p.m. | Markin 201

Friday | Nov. 8, 12:00 p.m. – 12:45 p.m. | Markin 201

Friday | Nov 8, 4:00 p.m. – 4:45 p.m. | Markin 201

As we move into the hectic end-of-semester season, please join us for one or more of these 45-minute sessions designed to combat stress. Spaces are limited, so please reserve your spot today. Yoga mats will be provided.

ADVANCE BU Chair Lunch & Learn: A Conversation with the Provost

Monday | Oct. 21, 12:00 p.m. – 12:50 p.m. | BECC 1122

In this one-hour session, academic chairs and directors will have an opportunity to share ideas, concerns, and questions with Interim Provost Dan Moon. Lunch will be served.

Bradley Chair Lunch & Learn: Navigating Difficult Conversations

Monday | Sept. 30, 12:00 p.m. – 12:50 p.m. | BECC 1122

In this one-hour session, academic chairs and directors will practice navigating some of the most difficult conversations they may have with members of their programs. Lunch will be provided.

FLS Theater Bystander Intervention Workshop

September 17, 2024, 12:00 p.m. – 1:15 p.m.

This virtual, live workshop uses evidence-based scripts performed by professional actors to explore issues of bias, equity, and inclusion in university settings. Free and open to all faculty, staff, and administrators.

Nominations for 2024 Faculty Excellence in Diversity, Equity, and Inclusion

September 1, 2024

Nominations are now open for the Inaugural 2024 Faculty Excellence in Diversity, Equity, and Inclusion Award and will be accepted until September 1, 2024.

This award honors faculty who have made significant contributions to diversity, equity, and inclusion through advocacy, curriculum development, community building, research, and/or leadership. The winner will receive a monetary prize and will be recognized at the Founder’s Day Ceremony in the Fall. Full details on eligibility and the nomination process can be found here.

ADVANCE-informed Chair Training: Peer Problem Solving for Past, Present and Future Chairs and Directors

Fall Forum | Aug. 14, 9:40 a.m. – 10:25 a.m.

ADVANCE-informed Chair Training: A Fresh Look at Faculty Evaluation for Past, Present and Future Chairs and Directors

Fall Forum | Aug. 14, 10:35 a.m. – 11:20 a.m.

Coffee Break

May 6 | First Floor library

Chat about your equity ideas or concerns over a warm cup of your favorite beverage. First Mondays of the month (Feb 5, Mar 4, Apr 1, May 6) at 3 PM in the Faculty & Staff Lounge on the first floor of the Library (to the far left of the Library entrance). Or email Jackie Hogan to set up a more convenient time (or a more confidential chat).

Starting Shared Equity Leadership Webinar

Wednesday | May 1, 1:00 p.m. – 2 p.m. | Virtual

Researchers from USC and the American Council of Education introduce us to the Shared Equity Leadership model, and provide tips for implementing the process.

Navigating the Road to Full Professor

Friday | April 12, 3 p.m. – 4:15 p.m. | Westlake 014

Are you an associate professor weighing the possibility of applying for a full professorship and questioning the timing and feasibility of such a step? Have you ever felt discouraged or insecure about making the move? Those who have navigated this journey will share their insights and recommendations in this active discussion. All, regardless of their professorial rank, are welcome to join.

Discussion led by Dr. Kalyani Nair (EGT), Dr. Melissa Peterson (EHS), Dr. Sara Netzly (CFA), Dr. Tony Adams (CFA), Dr. Jennifer Robin (FCB), and Dr. Demetrice Worley (LAS).

Book Club Discussion

Friday | March 22 | Virtual

ADVANCE BU Book Club discussion of RageBecomes Her: The Power of Women’s Anger.

Read at your own convenience, and join us for an engaging one-hour discussion on Friday, March 22 at 1:00 PM.

“[A] provocative analysis… Calling for a ‘wise anger’ that can dismantle pervasive sexism and create a fundamentally democratic society, the book makes a persuasive case that angry women can achieve, not vengeance, but change.”—Publishers Weekly

“Women’s anger is the last taboo. In this provocative examination of the forbidden, hidden emotion, Soraya Chemaly asks ‘What do we lose, personally and as a society, by not listening to women’s anger or respecting it?’ Answer: the true voice of half of humanity.”—Katha Pollitt, poet and columnist, author of Learning To Drive

“Men should read this book to understand women; women should read this book to understand themselves.”—Robin Morgan, author

Advocates and Allies Virtual Workshop

Thursday | March 21 | Virtual

Faculty, staff and administrators who were not able to join us for an in-person session, are invited to join us for this virtual workshop that will cover the same content but in a shorter format.

Funding Available for Campus Affinity Groups

ADVANCE BU and the Division of Diversity, Equity and Inclusion invite expressions of interest from full-time faculty and staff who are interested in forming campus affinity groups focused on building a shared community amongst individuals with similar personal or professional interests. Groups will receive microgrants of $200 to facilitate their activities. To apply for funding, send a one-paragraph description of your proposed group to [email protected].

Please include:

  • The name of your proposed group
  • A description of the population you are hoping to include
  • Your general plans (e.g. organize monthly gatherings on and off campus, etc.)
  • Your overall/long-term goal for the group (e.g. provide mentoring and socio-emotional support to ______ and create meaningful relationships and collaborations which help us thrive at Bradley)
  • The name and email address(es) of your organizer(s).

Submit your request by March 8

(or at any time, as requests will be reviewed while funding remains).

Campus Advocates Information Session

Tuesday | March 5 | BR 70

ADVANCE BU is calling for a team of 6-10 faculty men to serve as campus Advocates. In addition to making a significant contribution to workplace equity, Advocates will have opportunities for professional development on equity issues. Email Tony Hermann for more details, or attend an information session on Tuesday, March 5 at 4 p.m. in BR 70. Please RSVP with Tony Hermann.

Inclusive STEM Teaching Project

Monday | March 4

Consider joining this NSF initiative that aims to advance the ability of STEM faculty to cultivate inclusive learning environments. This program includes a six-week online course and a Learning Community at Bradley that will be moderated by Dr. Melinda Faulkner and Dr. Kristi McQuade (held weekly on Wednesdays from 12–1 p.m.). There are a limited number of stipends available for Bradley participants. Contact [email protected] or [email protected] for more information.

Film Screening and Discussion

Monday | March 4 | Olin Hall 164

Picture a Scientist

For the event flyer click here.

Join us for this award-winning documentary, which critics call a “fascinating and frightening examination of bias” (WGBH), and “sweeping in scope yet intimately compelling” (Science). And don’t forget to grab some free popcorn!

6:00-7:30 PM Film Screening (OR watch at your own convenience by logging into Kanopy on the Cullom-Davis Library website).

7:30-8:30 Film Discussion

First Friday with ADVANCE BU

Friday | March 1 | Fieldhouse in Campustown

Join the Center for Teaching Excellence and Learning and the New Faculty Mentorship Committee for an informal exchange of ideas around equity work at Bradley from 4–6 p.m.

Advocates and Allies Workshop

Advocates and Allies is a well-researched, well-tested, skills-based program to help faculty and staff better identify and intervene in workplace bias. Research indicates that the best results come from participation in single-gender training groups, but we have multiple timeslots available to include people of all genders. Please register for only one time slot. All faculty in attendance will be put into a drawing for $500 towards professional development funds.

For the event flyer click here.

Wednesday January 24th
  • 9am-11:30am, Westlake 012, Men and non-binary people
  • 9am-11:30am, Westlake 014, Women and non-binary people
  • 2:30pm-5pm, Westlake 010A, Men and non-binary people
  • 2:30pm-5pm, Westlake 026A, Women and non-binary people
Thursday January 25
  • 9am – 11:30am Westlake 014, All genders

IDEAS for Advancing Equity Brown-Bag Series

Please join us for our BU IDEAS for Advancing Equity Brown-Bag series, a welcoming and informal space for faculty, staff, and administrators to engage in candid discussions about equity in academia. Whether you’re a seasoned academic or just starting your journey, these conversations offer valuable insights and actionable takeaways. There are two time options for each brown-bag discussion:

Are Unwritten “Rules” for Faculty Evaluations and T&P a Problem at Bradley?

Monday | Nov. 13th, Noon | Westlake 316A

Thursday | Nov. 16th, 12:15 | Westlake 316A

Should We Account for Different Workloads in T&P and Annual Reviews?

Monday | Oct. 23rd, Noon | Westlake 116

Tuesday | Oct. 24th, 12:15 | BR 139

What Kind of University are We and How is that Reflected in T&P and Annual Reviews?

Monday | Sept. 25th, Noon

Tuesday | Sept. 26th, 12:15 | Westlake 116

New Faculty Quick Takes Series

How to Balance Your Workload for Advancement

Tuesday | Nov. 7, 12:15-1:00 PM | WES 316A

ADVANCE BU and CTEL’s New Faculty Mentorship Committee invite all faculty to participate in a workshop led by Dr. Jackie Hogan on balancing your workload. The workshop will cover how to track your work tasks, diagnose imbalances, and rebalance your work portfolio for career success. Please bring your lunch. Cookies and beverages will be provided. A virtual attendance option is available.

Contact [email protected] for more information.

View the event flyer to scan the QR code here.

How to (Strategically) Say No

Thursday | October 12, 12:15 p.m. – 1:00 p.m. | WES 316A

ADVANCE BU and the New Faculty Mentorship Committee invite all faculty to join us for a discussion of balancing your workload by strategically saying “no.” 20-minute presentation by Jackie Hogan followed by 20 minutes of brown-bag lunch, discussion, and networking. Thursday, October 12 from 12:15-1:00 PM in WES 316A. Contact [email protected] for more information. Click here to download the powerpoint slides.

Join a Cross-Institutional Mentoring Group to Learn from and Share with Carefully-Matched Peers Elsewhere

Bradley faculty are invited to join the Cross-Institutional Mentoring Community (CIMC) facilitated by the ADVANCE Midwest Partnership. Participation is free of charge.

The value of peer mentoring networks is increasingly being recognized. Participants benefit from an enhanced sense of community and belonging, reduced isolation and exclusion, the development of additional networks outside of the home institution, and better career outcomes.

CIMCs partner small groups of mentees with mentors who hail from different ADVANCE Partnership institutions. These CIMCs are intentionally formed to match lived experiences pertaining to discipline and/or intersectional identities. Groups meet virtually once or twice each month, focusing on career problem-solving and ways to improve work/life experiences, increase retention, and support career success and progression for individuals with multiple, intersecting identities.

Cross-Institutional Mentoring Communities are part of an NSF-funded ADVANCE Partnership Initiative between Iowa State University, Michigan Technological University, North Dakota State University, and Western Michigan University. For more information on CIMCs at Bradley, contact Jackie Hogan.

Virtual Book Club on Ableism in Higher Ed

AccessADVANCE (an initiative of the University of Washington) is facilitating a book club on Academic Ableism: Disability and Higher Education by Jay Dolmage. We invite faculty and staff equity advocates and faculty with disabilities to engage in discussion about ableism in higher education. Our primary focus will be to explore strategies for making our institutions more welcoming and fostering greater inclusivity for people with disabilities. Discussions will focus on ways to address ableism via systemic change.

The book club will meet virtually every other Friday starting on October 20 from 1-2pm CST. Participants can access the book freely online in pdf and audiobooks formats or request that we purchase a physical book for them. These sessions are an opportunity to further engage with the book and each other but it is not required to attend them all. We encourage participants to join at least two sessions. Please email Brianna Blaser ([email protected]) if you have any questions or access needs. Zoom meetings will have automatic captions enabled, but please let us know if you need CART or ASL interpreting.

Bias in External Review Letters: Recommendations for Promotion and Tenure Committees

Tuesday | Sept. 26, 2023, 2:00 p.m. to 3:00 p.m. CST, OR Wednesday | Sept. 27, 9:00 p.m. to 10:00 a.m. CST

This workshop is designed to give members of promotion and tenure committees the opportunity to explore strategies for reducing bias and increasing equity in the use of external review letters. Participants will have the chance to engage in interactive sessions and gain practical recommendations with a focus on the external review process. During the workshop you will learn:

  • Strategies for enhancing inclusivity and equity in promotion and tenure assessments
  • Practical recommendations for navigating the promotion and tenure review process
  • Guidance for external reviewers on providing constructive and unbiased evaluations
  • Support for internal reviewers in recognizing and mitigating potential biases

Drawing from a critical analysis of 75 publicly available templates for requesting external T&P review letters, this workshop deepens your understanding of potential biases, particularly those affecting women and faculty of color.

Validity and fairness in promotion and tenure: Where and when is fairness in jeopardy?

Tuesday | Sept. 19, 12 p.m. CST | Virtual

Vice Provost for Academic Affairs and Strategy at the University of California, Merced, and Dr. Juan Madera, Curtis L. Carlson Endowed Professor at the University of Houston, will consider findings from a study of more than 10,000 external review letters from over 2000 promotion cases at ten universities. This presentation is sponsored by the ADVANCE Midwest Partnership. Participation is free for Bradley faculty but registration is required. Just click on the link provided on the flyer.

ADVANCE BU and You

Monday | Aug. 28, Noon | BR 125

flyer (Part of CTEL Engagement Week)

Welcome to ADVANCE BU

August 16 2023, 8:30 a.m. – 9:30 a.m. | Peplow Pavilion

Bradley Fall Forum, Morning Plenary

(Fostering Authentic Ownership of the University)

Jenny Gruening Burge, Jana Hunzicker Tom Richmond, and Jacqueline Hogan

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Additional News Articles

  • External Review Letters for T&P: Recommendations for Chairs
  • Faculty Salary Equity
  • NSF ADVANCE Programs
  • An Equity-Minded Approach to Faculty Tenure and Promotion
  • Seattle U ADVANCE Library
  • Same Course, Different Ratings
  • Women Outperform Men in Service, to Their Detriment
  • The Awakening: Women and Power in the Academy
  • Gender Equality in the Academy: The Pipeline Problem
  • Negotiating Balance
  • Pipelines, Pathways, and Institutional Leadership: An Update on the Status of Women in Higher Education
  • Anicha, C. L., Bilen-Green, C., Burnett, A., Froelich, K., & Holbrook, S. (2017). Institutional Transformation: Toward a diversity-positive campus culture. Journal of Women & Minorities in Science and Engineering, 23(2). doi: 10.1615/JWomenMinorScienEng.2017017021.
  • Babcock, L., Recalde, M. P., Vesterlund, L., & Weingart, L. (2017). Gender differences in accepting and receiving requests for tasks with low promotability. The American Economic Review, 107(3), 714- 747.
  • Bartels, Lynn K and Weissinger, Sandra E. and O’Brien, Leah C. and Ball, Jamie C. and Cobb, P. Denise and Harris, Jessica and Morgan, Susan M. and Love, Emily and Moody, Sierra B. and Feldmann, Matthew L. (2021) Developing a System to Support the Advancement of Women in Higher Education. The journal of faculty development v.35.
    Catherine White , Megan A. Carpenter, and David A. Cotter (2022) Teaching College in the Time of COVID‑19: Gender and Race Differences in Faculty Emotional Labor. Sex Roles, 86:441–455 https://doi.org/10.1007/s11199-021-01271-0. 
  • Chávez & Mitchell. 2020. Exploring Bias in Student Evaluations: Gender, Race, and Ethnicity. Pol. Sci. & Politics 53.
  • Furst-Holloway, Stacie and Kathi Miner, (2019) ADVANCEing women faculty in STEM: empirical findings and practical recommendations from National Science Foundation ADVANCE institutions. Equality, Diversity and Inclusion: An International Journal, Vol. 38 Issue: 2, pp.122-130, https://doi.org/10.1108/ EDI-03-2019-295.
  • Griffith, J.A., Malone, M.F.T., & Shea, C.M., (2021) From Bystander to ally among faculty colleagues: Construction and validation of the bystander intervention behavior scale. Equality, Diversity and Inclusion: An International Journal.
  • Guarino, C.M., & Borden. 2017. Faculty Service Loads and Gender? Research in Higher Ed 58, 672-694. 9.
  • Hamlin, K. A. (2021, March 30). Why Are There So Few Women Full Professors? The obstacle to parity is a lack of institutional will. The Chronicle of Higher Education. https://www.chronicle.com/article/why-we-need-more-women-full-professors.
  • Hanasono, L. K., Broido, E. M., Yacobucci, M. M., Root, K. V., Pena, S., & O’Neil, D. A. (2018). Secret Service: Revealing Gender Biases In The Visibility And Value Of Faculty Service. Journal of Diversity in Higher Education 12 (1): 85-98. http://dx.doi.org/10.1037/dhe0000081.
  • Jimenez, M. F., Laverty, T. M., Bombaci, S. P., Wilkins, K., Bennett, D. E., & Pejchar, L. (2019) Underrepresented faculty play a disproportionate role in advancing diversity and inclusion. Nature Ecology & Evolution, 3(7), 1030-1033.
  • Laursen & Austin (2020) Building Gender Equity in the Academy: Institutional Strategies for Change. Johns Hopkins U. Press. 11.
  • National Center for Science and Engineering Statistics 2021. Women, Minorities, and Persons with Disabilities in Science and Engineering: 2021. Special Report NSF 21-321. Alexandria, VA: National Science Foundation. Available https://ncses.nsf.gov/pubs/nsf21321/report/acknowledgments-and-citation
  • O’Meara, K., Kuvaeva, A., & Nyunt, G. (2017). Constrained choices: A view of campus service inequality from annual faculty reports. The Journal of Higher Education. doi: 10.1080/00221546.2016.1257312
  • O’Meara, K., Kuvaeva, A., Nyunt, G., Waugaman, C., & Jackson, R. (2017). Asked more often: Gender differences in faculty workload in research universities and the work interactions that shape them. American Educational Research Journal. doi: 10.3102/0002831217716767
  • Shea, C.M., Malone, M.F.T., Griffith, J.A., Staneva, V., Graham, K., & Banyard, V. (2021). Please feel free to intervene: A longitudinal analysis of the consequences of the behavioral expectations of bystanders. Journal of Diversity in Higher Education.
  • Van Miegroet, Helga, Christy Glass, Ronda Roberts Callister, Kimberly Sullivan, (2019) Unclogging the pipeline: advancement to full professor in academic STEM. Equality, Diversity and Inclusion: An International Journal, Vol. 38 Issue: 2, pp.246-264, https://doi.org/10.1108/EDI-09-2017-0180.
  • Yen, J., Riskin, E.A., Margherio, C., Spyridakis, J.H., Carrigan, C.M. and Cauce, A.M. (2019) Promoting gender diversity in STEM faculty through leadership development: From local and national leadership workshops to the online LEAD-it-Yourself! Toolkit. Equality, Diversity and Inclusion, Vol. 38 No. 3, pp. 382-398. https://doi.org/10.1108/EDI-09-2017-0181.

ADVANCE BU is funded by Award #2303732 of the National Science Foundation ADVANCE Program. The ADVANCE program is designed to increase gender and intersectional equity among faculty, particularly in the STEM disciplines, through evidence-based initiatives. Since 2001, NSF has invested more than $270 million in ADVANCE programs at higher education and non-profit-STEM institutions nationwide. Any opinions, findings and conclusions, or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.

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