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Despite the increasing number of racially and ethnically minoritized (REM) individuals earning PhDs and the substantial investment in diversity initiatives within higher education, the relative lack of diversity among faculty in tenure-track positions reveals a persistent systemic challenge. This study used an adaptation of the Community Readiness Tool to evaluate readiness for faculty diversification efforts in five biomedical departments. Interviews with 31 key informants were transcribed and coded manually and using NVIVO 12 in order to assign scores to each department in the six domains of readiness. The results revealed no meaningful differences in overall scores across institutional types, but did show differences within specific domains of readiness. These findings indicate that readiness is multi-faceted and academic departments can benefit by identifying priority areas in need of additional faculty buy-in and resources to enhance the success of diversification efforts. 

Though increasing numbers of racially and ethnically minoritized (REM) individuals earn PhDs and national initiatives focus on faculty diversity, challenges persist in recruiting, hiring, and retaining REM faculty. While a pervasive issue nationally, the literature predominantly focuses on faculty diversity at research‐intensive institutions. This exploratory case study pilots a readiness instrument to evaluate the commitment and willingness of a biomedical department at a primarily undergraduate institution to embrace faculty diversity before initiating a postdoctoral faculty conversion program. We introduce the Community Readiness Model (CRM) into an academic context, offering academic departments a robust framework and tool to evaluate readiness and capacity to recruit, retain, and support REM faculty. Practical Takeaways: Academic departments can be conceived of as a type of community. The adapted Department Readiness Tool can be a valuable method of evaluating a department's readiness to support the success of underrepresented minority faculty. Departments may score highly on some areas of readiness but relatively low on others, which provides insight into where time and resources should be invested to improve readiness.