Nationally, among faculty of color, the RTP process is an interregation of belongingness in the academy, when belongingness in the academy and other positions of power for faculty of color and native faculty is already fraught. What does an RTP process look like/feel like such that faculty feel supported, confident, valued, and engaged in their workplace and as such we have a 100% track record of retaining to tenure, tenuring, and promoting our faculty of color? I make the assumption that it is your committee’s ideal RTP rate outcome, but if not, why not?