Title: Shattering the Silence: Tackling the Faculty Retention Challenge in Higher Education

By Sylk Sotto, Bioethicist

In recent years, colleges and universities throughout the U.S. have been grappling with an intensifying crisis: the departure and disconnection of faculty. As higher learning institutions navigate the intricacies of an unstable socio-political environment, economic uncertainty, and evolving cultural expectations, one issue has become increasingly evident—faculty retention, especially among historically marginalized groups, is declining.

This issue transcends mere financial compensation or prestige; it reveals a profound misalignment between institutional practices and the fundamental values of academic communities. Most concerning is the widespread trend of silence among institutional leaders, who often neglect to effectively confront or even recognize the underlying issues that weaken faculty engagement and well-being.

The Peril of Silence as a Tactic

Numerous higher education administrators mistakenly believe that “no news is good news.” When worries or complaints remain unexpressed in public forums, they assume that faculty are satisfied or stable. However, this misconception has shown to be significantly flawed. Silence is seldom an indication of contentment; instead, it frequently represents fear of retribution, severe burnout, or resignation to the notion that speaking out will not lead to change.

Rather than preventing challenges, silence tends to exacerbate them. Faculty perceive a lack of recognition as a form of evasion and vulnerability. This silence can be especially harmful for faculty who already feel marginalized or undervalued—most notably women, faculty of color, and individuals from other underrepresented demographics. Evidence in academic medicine starkly depicts these inequalities: while white faculty often remain for a median of 10 years, historically marginalized faculty generally depart 1 to 4 years sooner. On average, women also leave earlier than their male counterparts by at least one year, emphasizing a systemic challenge in retention equality.

The Importance of Retention

The departure of faculty, particularly those with deep institutional knowledge and community connections, has repercussions that extend beyond internal functions—it influences students, research outcomes, and public trust in academic institutions. Faculty disengagement typically begins well before formal resignations. The initial signs are unmistakable: decreased participation in committees, waning enthusiasm for mentoring students, and withdrawals from departmental responsibilities.

By the time exit interviews take place, especially with historically marginalized faculty, many have already become emotionally and professionally disconnected. At that point, attempts to rectify the situation are often too late.

A proactive alternative? Stay interviews. These dialogues provide a structured method to consistently engage with faculty and identify challenges early on, creating opportunities for solutions before disillusionment results in departures.

The Crucial Approach for Faculty Retention: Communication

Institutions aspiring to thrive must shift from avoidance to intentional dialogue. According to decades of insights in academic leadership, the solutions are well understood:

– Active listening: Foster open forums where faculty can express themselves candidly without fear of retribution.
– Transparency: Clearly communicate the rationale behind decisions and include faculty in institutional planning.
– Feedback mechanisms: Establish various channels for input, including anonymous ones, and visibly address concerns raised.
– Recognition and support: Formally and informally acknowledge faculty contributions. Ensure they feel appreciated, especially during challenging times.
– Accountability: Demand leadership to be accountable by establishing clear standards and metrics for effective faculty engagement and retention.

Time for a Cultural Shift

Faculty do not seek perfection from their institutions, but they do expect respect, acknowledgment, and inclusion. When these expectations are not met, institutions risk not only losing valued faculty but also diminishing the trust of those who remain.

In the current environment, where the missions of higher education require boldness, innovation, and inclusivity, silence undermines advancement on all grounds.

Call to Action: Shatter the Silence

If you are a faculty member, speak out—when safe and feasible. Historically, collective voices have driven significant change in academia.

If you are a leader, engage in thoughtful reflection. Ask yourself: Is your institutional silence upholding the status quo or concealing its shortcomings? Are you attuned to concerns, or simply waiting for them to dissipate?

This is a pivotal moment for courage and clarity. Dialogue must supplant silence. Only through sincere engagement and dedicated leadership can we counter the waves of disengagement and develop a higher education system that truly embodies its mission, ideals, and commitment to its people.

Sylk Sotto is a faculty member and bioethicist. Learn more about her work here.