A greater number of predominantly White institutions (PWIs) in the United States have focused their efforts on recruiting a more diverse faculty body to better reflect the students and surrounding communities they aspire to or currently serve. More of these institutions are actively moving beyond recruitment efforts and are seeking to explicitly focus on retaining diverse academic personnel through formal and informal mentoring initiatives. However, most dominant mentoring models at PWIs do not generally address the socioculturally specific challenges and realities that many faculty who are Black, Indigenous, and People of Color (BIPOC) experience and negotiate at PWIs. This article describes a field-tested mentoring-partnership model for BIPOC faculty in education and allied fields that could be adapted and applied across various institutional contexts and settings. For over a decade, the author, who is a Woman of Color faculty member, leader, and scholar, has designed equity-focused multi-leveled models of mentoring support for PWIs and other White-dominated organizations that have expressed interest in retaining, supporting, and advancing BIPOC employees. The model describes alternative paradigms for conceptualizing mentoring as dynamic partnerships with differentiated, equity-focused, and multi-leveled systems of support that explicitly center anti-racist and anti-deficit frameworks as core values.

中文翻译：

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留住和支持黑人、土著和有色人种教师：多层次指导合作模式的承诺

在美国，更多以白人为主的机构 (PWI) 已将精力集中在招聘更多元化的教职员工上，以更好地反映他们渴望或目前服务的学生和周边社区。更多的这些机构正在积极地超越招聘工作，并正在寻求通过正式和非正式的指导计划明确关注留住多元化的学术人员。然而，PWI 的大多数主要指导模式通常没有解决许多黑人、土著和有色人种 (BIPOC) 在 PWI 中经历和谈判的社会文化特定挑战和现实。本文为 BIPOC 教育和相关领域的教职员工描述了一种经过实地测试的指导伙伴关系模型，该模型可以在各种机构背景和环境中进行调整和应用。十多年来，作为有色人种女性教职员工、领导者和学者的作者为 PWI 和其他白人主导的组织设计了以公平为重点的多层次指导支持模型，这些组织表示有兴趣保留、支持, 并提升 BIOC 员工。该模型描述了将指导概念化为动态伙伴关系的替代范式，具有差异化的、以公平为中心的、多层次的支持系统，明确将反种族主义和反赤字框架作为核心价值观。已经为 PWI 和其他白人主导的组织设计了以股权为重点的多层次指导支持模型，这些组织表示有兴趣留住、支持和提升 BIOC 员工。该模型描述了将指导概念化为动态伙伴关系的替代范式，具有差异化的、以公平为中心的、多层次的支持系统，明确将反种族主义和反赤字框架作为核心价值观。已经为 PWI 和其他白人主导的组织设计了以股权为重点的多层次指导支持模型，这些组织表示有兴趣留住、支持和提升 BIOC 员工。该模型描述了将指导概念化为动态伙伴关系的替代范式，具有差异化的、以公平为中心的、多层次的支持系统，明确将反种族主义和反赤字框架作为核心价值观。