New Department Chairs Orientation
Nancy “Rusty” Barceló, Ph.D.Vice President and Vice Provostfor Equity and Diversity
Thursday, January 10, 2008
1. First, what is our current status at the University of Minnesota regarding equity and diversity? And what is our overarching goal? More specifically, how would you characterize your department’s commitment and status regarding equity and diversity?
2. Why is recruiting and retaining a diverse faculty so crucial to the academy?
3. What kinds of challenges do we face in doing this work today?
4. How we can be more successful going forward?
5. In addition to existing resources, what new models and initiatives are available to assist in advancing equity and diversity?
Equity and Diversity Questions
What are the specific ways that diversity is visibly and actively integrated into your academic mission and curricula; your organizational structures; your department publications and communications, and your recruiting, hiring, and retention practices and procedures?
How has diversity been internalized as a criterion for success?
Departmental Questions
Where are we currently regarding equity and diversity at the University of Minnesota?
What is our overarching goal?
Age by Sex for Minnesota in 2000Total Population
Source: MN State Demographers Office
Age by Sex for Minnesota in 2000 Total Minority
Source: MN State Demographers Office
Tenure and Tenure-Track Faculty by GenderSystem-wideFall 2007
Female27%
Male73%
Source: U of M Office of Institutional Research
Tenure and Tenure-Track Faculty by EthnicitySystem-wideFall 2007
Source: U of M Office of Institutional Research
Chicano/Latino2%
African American
2%
White/Intnl/Unk86%
Asian/Pacific Am9%
American Indian
1%
The demographics in our state and across our nation are changing.
Diverse faculty enrich the institutional climate and serve as role models and mentors for students.
Diverse scholars offer educational, economic, and social benefits that directly contribute to institutional excellence through scholarship and teaching.
Why is recruiting and retaining a diverse faculty so crucial to the academy?
Source: MN State Demographers Office
Minnesota total = 14.1%
2% to 5%
5% to 10%
10% to 20%
20% to 30%
30% to 41%
Percent Minority 2006Source: 2006 Census Bureau Estimate of Race and Ethnicity
The demographics in our state and across our nation are changing.
Diverse faculty enrich the institutional climate and serve as role models and mentors for students.
Diverse scholars offer educational, economic, and social benefits that directly contribute to institutional excellence through scholarship and teaching.
Why is recruiting and retaining a diverse faculty so crucial to the academy?
What kinds of challenges do we face in doing this work today?
Recent anti-affirmative action propositions and rulings
Tendency for diversity work to focus primarily on institutional access
Efforts have often been fragmented, reactive, and short-termed
Considering diversity in admissions and employing is legal.
Employ a holistic model for institutional transformation.
Develop leadership on diversity at all levels of the institution.
Develop and support best practices.
Use an inclusive definition of diversity.
Comprehensive and long-term vision.
Effective communication of our goals, strategies, and results.
Willingness to allocate sufficient resources.
Develop accountability measures and ongoing assessment.
Institutional Strategies
How we can be more successful going forward?
Partnerships and coalition building
Implement best practices
Connect with established programs in the Office for Equity and
Diversity
• President’s Faculty Multicultural Research Awards
• Diversity Through the Disciplines
• Bridge and Spousal/Domestic Partner Funding
• Keeping Our Faculty Symposium
Keeping Our Faculty Symposium
Our institutions need to redesign organizational and communication structures.
We must convince senior administrative and faculty leaders to mandate assessment, measurement, and accountability processes regarding diversity efforts.
We must address climate issues.
We should develop mentoring programs and other supportive initiatives for faculty of color and women.
Strategies for ImprovingRecruiting, Searches, and Retention Efforts
Improve Position Announcements
Establish Effective Search Committees
Expand the Diversity of the Applicant Pool
Create a Welcoming, Supportive Campus Climate
New Efforts and Initiatives
University-wide Strategic Plan for Equity and Diversity
Equity and Diversity Research Institute
IDEA Grants - Innovation, Diversity, Equity, and Achievement
Dialogues on the Intersections of Identity Series
SEDAN - System-wide Equity and Diversity Action Network
Expanded web presence and communication technologies
Celebrating Equity and Diversity Breakfast - May 1, 2008
Bridge to Academic Excellence Program
Disability Services Office
Equal Opportunity and Affirmative Action Office
Gay, Lesbian, Bisexual, Transgender Ally Programs Office
Multicultural Center for Academic Excellence
Office for University Women
Units of the Office of the Vice Presidentand Vice Provost for Equity and Diversity
What does equity and diversity mean for me as chair of my department?
How can I help move my department forward?
Questions for Reflection
www.academic.umn.edu/equity
Nancy “Rusty” Barceló, Ph.D.
Vice President and Vice Provost
for Equity and Diversity
432 Morrill Hall
612-624-0594
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