Now Recruiting Cohort 3!

Beginning Fall of 2023

For more information about the project see the FAQ.

Application Process

The application process for departmental teams interested in participating in Cohort 2 comprises:

• Expression of Interest for Cohort 3 is due on 1 May 2023, at 5 pm (applicant department's time).

• To support department teams as they prepare full applications, the FOLC-E project team will schedule meetings with those who submit Expression of Interest forms.  These meetings will be scheduled in May. (Please send a note to the team at equityfolc@gmail.com if you have not been contacted by noon on 8 May, 2023).

• The FOLC-E project team expects to launch Cohort 3 by September 2023.

Selection Criteria

Teams will be selected based on four critical criteria:

• Team Membership

• Departmental Commitment and institutional Support

• Team Readiness

• Institutional and Disciplinary Diversity

Each selection criterion is described below.

Team Membership

Generally, teams will be comprised of three departmental members (i.e. faculty, students, staff, etc.). Successful FOLC-E teams must include one member with significant administrative authority, along with others that represent a broad collection of constituents and critical skills.  For example, one team member may have strong connections to non-faculty staff or minoritized students, while others may have networking skills that enable them to engender buy-in across the department.

Recommendations for Team Formation

Based upon our experiences and published research, we encourage departments to consider the following as they form their teams:

• It is essential to have at least one member with decision-making authority. The more influential the team members are in the department the more likely you will be to impact departmental-level structures and culture. 

• Teams with diverse backgrounds are often the most successful. We encourage you to consider the balance of your team across race and gender identities. However, we trust that each department will create a team that is best for their program's needs.    

Frequently the work of equity is carried by those most marginalized.  However, research indicates that those with the most privilege (often white men) are simultaneously less likely to fully understand equity and its impacts, and also more likely to be listened to when they advocate for equitable practices. Therefore, it is doubly important that those with privileged identities be involved in learning about and working on equity issues. 

• While teams members are the primary conduit of information between the FOLC-E and the department, we anticipate that the contributions of other department members will be critical in the success of this endeavor. We will provide some opportunities that will be open to participation by any affiliated department member in an effort to encourage greater understanding for all. 

• Additionally, we anticipate that some team members may need to change throughout the two-year FOLC-E cohort activities, so having discussions and a plan for who can substitute (should there be a need) is important. 

Departmental Commitment and Institutional Support

Successful FOLC-E teams must provide evidence of departmental commitment to and institutional support for the team’s work. Teams represent their department to lead a departmental-level change initiative. Therefore, it is essential that the department as a whole is aware of and supportive of the team's efforts. Additionally, equity work is too frequently unpaid and undervalued. Therefore, we will look to see how the department will support the individuals on the team without expecting them to engage in free labor.  Examples of departmental commitment and support could include: a letter from an administrator; a pledge with signatures from department members; and/or documentation of support by departmental vote.

Team Readiness

Successful teams will describe how they will communicate and engender buy-in, in order to implement change within their home departments.  This criterion is focused on existing processes team can rely on as they work with their colleagues to make lasting impact.  While the project team expects some development over the course of the FOLC-E, evidence of working communications systems, as well processes and structures the department has previously used to garner buy-in and make change (on any issue) will demonstrate the team's readiness to engage productively.

Institutional and Disciplinary Diversity

The FOLC-E project welcomes applicant teams from all institutional types--community colleges, Historically Black Colleges and Universities (HBCU), Hispanic-Serving Institutions (HSI), Predominantly White Institutions (PWI), Tribal Colleges and Universities (TCU), and women's colleges--and all STEM disciplines.