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COVID-19 necessitated online teaching (OT) during the second half of the spring 2020 semester. The perceptions of science, technology, engineering, and math (STEM) faculty of OT at a two-year (2-YI) and a four-year (4-YI) institution were examined during this sudden switchover. One group of educators had received flipped teaching (FT) training (FTEs, n = 23), whereas the other group was practicing traditional teaching (TTEs, n = 18). There were two cohorts of FTEs: cohort 1 were implementing FT for the third time in their classrooms, and cohort 2 had started for the first time. The survey results suggested that FTEs were more confident with OT than TTEs ( P < 0.05). It was interesting to note that 62.5% of the FTEs, whether they were from cohort 1 or cohort 2, chose an asynchronous approach, whereas 37.5% delivered synchronous OT during the sudden transition. It was found that FT experience helped cohort 1 adjust to OT compared with cohort 2. Overall, these results suggest that FTEs were confident and their resources for FT eased the transition to OT. NEW & NOTEWORTHY COVID-19 necessitated online teaching (OT). The perceptions of STEM faculty of OT at two-year and four-year institutions were examined. One group had received flipped teaching (FT) training (FTEs), whereas the others practiced traditional teaching (TTEs). Among two cohorts of FTEs, cohort 1 had been practicing FT but not cohort 2. FTEs were more confident with OT than TTEs. FT experience helped cohort 1 adjust to OT more than cohort 2. Overall, FT eased the transition to OT. 

Female faculty in higher education face challenges in promotion and are more likely to leave academia than male faculty. Faculty development can play an important role in changing the institutional system within which female faculty work to help support their promotion and retention, which, in turn, can lead to more diverse and equitable systems for supporting a diverse student body. This paper identifies professional development for three groups. One, senior faculty, especially white male faculty, can be trained to be advocates and allies for female faculty by learning how to identify and intervene when discriminatory behaviors occur. Two, department chairs play a key role in creating an equitable and supportive departmental climate for all faculty. Despite their important role, department chairs often receive minimal training. Workshops on family-friendly benefits can help them support their faculty when family issues affect their ability to do their faculty jobs. Finally, promotion and tenure committees are asked to review faculty achievements and make recommendations about whether faculty members have earned promotion and/or tenure. Their recommendations are critical for faculty retention and promotion. We review several ways that gender bias can be addressed through promotion and tenure committee development activities including workshops, simulations, and interactive theater.