Universities like George Mason University and Texas Christian University are taking innovative steps to ensure that their faculty and staff feel supported and connected. From launching new employee resource groups for remote workers to implementing groundbreaking faculty workload equity models, these universities are reshaping how they address the diverse needs of their campus communities.
George Mason University
In July 2024, George Mason University (GMU) launched Mason Throughout the Nation (MTN), a new employee resource group, to better support its hybrid and remote employees. MTN is designed to foster a sense of belonging, connection, and well-being among its members while bridging the geographical distances that often separate remote workers from the campus community.
With the increasing prevalence of remote and hybrid work models at the university, MTN was created to address the unique challenges faced by employees while working off-site and who can feel isolated from the broader GMU environment. The group aims to create a vibrant, inclusive network where remote faculty and staff can share experiences, exchange ideas, and access resources to enhance their professional and personal lives.
“MTN is a vital resource for our remote and hybrid employees, allowing them to connect and engage with the broader GMU community regardless of location,” said a university representative on the institution’s website. “By fostering a sense of belonging, we aim to ensure that every employee, no matter where they are located, feels supported and connected to Mason.”
MTN’s launch is part of a broader university initiative to create more inclusive and supportive networks for faculty and staff. GMU offers a variety of employee resource groups, as well as faculty- and staff-led networks, designed to foster connection, promote well-being, and uphold the institution’s core values of diversity and inclusion. These groups provide safe spaces for employees to connect over shared experiences and interests, creating a sense of community that transcends physical distance.
One notable example is the Black Male Faculty and Staff Group, which aims to promote cultural networking and offer a supportive space for Black male employees. The group meets regularly to share resources, build relationships, and engage in meaningful conversations that address both professional and personal challenges. Similarly, the Black Women of Mason Resource Group provides a safe, affirming environment for Black women faculty and staff to be their authentic selves while engaging in knowledge sharing, professional development, and social networking.
These various networks underscore GMU’s dedication to creating a workplace where all employees feel valued, respected, and supported, regardless of their role or location. “The diversity of groups available at Mason is a testament to the university’s commitment to creating an inclusive, supportive environment for GMU’s Office of Faculty Affairs and Development on their website.
Texas Christian University
In a significant step to promote fairness and transparency among its faculty, Texas Christian University (TCU) has developed a Faculty Workload Equity Model (FWEM). “Faculty workload equity is about ensuring that responsibilities are distributed fairly, reflecting the diverse roles and contributions of our faculty,” Associate Provost for Faculty Affairs, Fran Huckaby, said in a statement on their website.
The process of creating the FWEM began in 2018 when the Faculty Relations Committee recommended that the university address workload inequities. Since then, TCU has worked collaboratively with faculty and deans to refine the model, which is set to be fully implemented by 2025. It allows for flexibility across TCU’s various colleges and departments, enabling each unit to develop its own workload equity policies. These address the specific teaching, research, and service responsibilities unique to each academic discipline, ensuring that workloads are balanced according to faculty strengths and interests.
TCU has already piloted the model in several academic units during the 2022-2023 academic year, with additional feedback and refinements planned before full implementation. “This is a significant step toward creating a more transparent and accountable process for managing faculty workloads, ensuring that all faculty members are supported in their professional roles,” said Huckaby.
In addition to the FWEM, TCU has also introduced several initiatives to promote inclusive excellence among its faculty, including the Faculty Hiring Checklist and the DEI Scholar Fellowship. Both programs aim to attract and retain a diverse faculty while fostering a culture of equity and inclusion across campus.
As institutions like GMU and TCU continue to innovate in their support of faculty and staff, and students, the emphasis on creating inclusive, equitable, and supportive environments remains central to their missions. These initiatives reflect a broader trend across higher education institutions as they work to ensure that all members of their communities have the resources and programs they need to thrive.
