Faculty Diversity: Problems and Solutions, JoAnn Moody
Colleges and universities have made strides in diverisfying their student bodies, however, they have not achieved similiar success with efforts to diversity their staffs. In this book, JoAnn Moody illustrates the the barriers that minorities and women encounter as they enter the professoriate. The author offers several practical solutions for campuses, departments, and individual faculty to follow, which may improve their evaluation, recruitment, retention, and mentorship of women and minorities.
Mellon Mays Undergraduate Fellowship
The Mellon Minority Undergraduate Fellowship (MMUF as of July 2003, renamed the Mellon Mays Undergraduate Fellowship) program is the centerpiece of The Andrew W. Mellon Foundation’s initiatives to increase diversity in the faculty ranks of institutions of higher learning. The MMUF program is administered by over a hundred campus coordinators at 34 institutions and a consortium of 38 historically black colleges and universities within the membership of the United Negro College Fund.
Seeks to increase the number of minority students who qualify to teach in higher education. Program goals include securing multi-year financial aid for graduate students, building a culture of support for diversity on campus, providing mentoring and training for effective teaching, and building coalitions with other national programs.
This briefing paper debunks several myths about affirmative action and faculty hiring in higher education. It provides facts about the history of diversity in higher education, the actual numbers of women and minority faculty members in colleges and universities today, and how the recruitment process works.
FEF is a non-profit corporation with the goal of enhancing the educational advancement of historically underrepresented groups by offering programs and consulting services related to faculty and staff recruitment. Through their consulting work, FEF maintains and draws from a custom designed database of historically underrpresented faculty and adminstrators. This database stems directly from their McKnight Doctoral Fellowship (MDF) program and the Minority Particpation in Legal Education (MPLE) program.
On October 18-20, 1998, over 300 faculty, administrators, and students from 36 states participated in a national symposium entitled "Keeping Our Faculties: Addressing the Recruitment and Retention of Faculty of Color in Higher Education" sponsored by the University of Minnesota and the Minnesota State Colleges and Universities. This meeting provided space for dialogue among scholars, practitioners, and policy makers aimed at generating useful strategies for increasing faculty diversity on college and university campuses. This executive summary distills information from the presentations of several symposium speakers with particular focus on their recommendations. A list of resources is also provided.
Diversifying Higher Education Faculty in Illinois Fellowship Program
As it describes itself on its website, “Established in 2004, the Diversifying Higher Education Faculty in Illinois Program (DFI) is a fellowship initiative designed to increase the number of traditionally underrepresented faculty and staff at Illinois institutions of higher learning and higher education governing boards.” This program stands out as one of the largest minority student support programs in the United Sates that is that offered state-wide, and features a strong focus on placement and hiring for Black, Latino, Asian Pacific American, and Native American graduate students. (added December 2008)
Diversifying the Faculty, Caroline S.V. Turner
Diversifying the Faculty offers practical strategies for institutions interested in enhancing their faculty diversity. Best and promising hiring practices from a variety of institutions are interspersed throughout the text, and an extensive annotated bibliography and several appendices are included to help search committees and institutional leaders in this important challenge. This link will take you to the book's Introduction.
This program offers scholarship awards to Latinos pursuing doctoral degrees or studying theology. The Hispanic Theological Initative also provides these students with mentoring, networking, and community building opportunitites.
Member of the Compact for Faculty Diversity that seeks to promote educational opportunities at New England colleges and universities. Three diversity programs include: science doctoral program, 12-month dissertation scholar in residence program, and production of a directory of advanced minority graduate students seeking faculty positions.
Member of the Compact for Faculty Diversity that works with 16 member states to increase faculty diversity. SREB's Doctoral Scholars program works to increase the number of minority students earning doctorates in fields where they are most underrepresented. SREB also helps states establish independent, self-sustaining funding to support the Doctoral Scholars.
This program offers financial assistance to students pursuing master's degrees or doctorate degrees at Michigan institutes of higher education.
This groups recruits and mentors African American graduate students in engineering and the sciences.
The Ph.D. Project is an alliance of corporations, higher education institutions, and academic and professional associations interested in increasing the diversity of business school faculty.
Created by the Black Graduate Engineering and Science Students of UC Berkeley, this database contains records of doctoral candidates, recent graduates, and professionals seeking a position in academia. All database members are of African descent and plan to obtain a tenure track faculty position within 5-7 years.
Promotion and Tenure
Diversity and Merit: How One University Rewards Faculty Work That Promotes Equity (article)
By Sheila O’Rourke, September 26, 2008 Chronicle of Higher Education. This article highlights policy innovations and the adoption of criteria that infuse diversity outcomes for faculty review committees throughout the entire California University system. These policies define contributions to diversity and equity through a wide lens that includes efforts that encourage equitable access to education, public service, and research. The article goes on to explain the struggles and strategies for these new policies to become an official component of the review process. Sheila O’Rourke advocates for the feasibility and benefits of this effort, proving that diversity is more than numbers and demographics, but a dimension of educational excellence. The article also appears on the UC website. (added January 2009)
Community-Engaged Scholarship Toolkit
This toolkit was designed by the Community-Campus Partnerships for Health to provide health professional faculty a set of tools to carefully plan and document their community-engaged scholarship and produce strong portfolios for promotion and tenure. As faculty from underrepresented populations strive towards tenure, many struggle with balancing the demands of the academy with their commitment to support colleagues and students dealing with similar struggles in the educational pipeline. This toolkit can serve as a model on how to incorporate community service and civic engagement as part of the tenure process. (added April, 2008)
Shattering the Silencesis a documentary film
that explores issues of faculty diversity
in American higher education. The film
illustrates ways in which teaching and
research by scholars of color affect
students, university communities, and
the academic disciplines in which they
work, and the triumphs and disappointments
they encounter in their personal lives
and academic careers. Ordering information
is available through California Newsreel,
Numerous programs focusing on diversity
including programs for faculty development,
minority student recruitment, and women
in science and engineering.
Published by the Committee on Institutional
Cooperation, this directory lists women
who have recently completed their Ph.D.
degrees at a CIC University in the fields
of science, engineering, and mathematicss.
This directory is a comprehensive
national listing of minority and women
students who have already received or
are about to receive their doctoral
or masters degrees. In its most
recent addition it lists approximately
4,500 Black, Hispanic, American Indian,
Asian American, and white women students
in nearly 80 fields in the sciences,
engineering, the social sciences and
the humanities serving as an important
tool for increasing the representation
of minority men and women and white
women in university faculties.
In this rare and candid report, MIT
admits to having discriminated against
female faculty members in their School
of Science. Work on this report began
five years ago when three female faculty
members started collecting data on male
and female faculty across science departments.
A committee was created to inform the
administration of the biases. And in
the four years since, MIT has raised
women's salaries, increased research
money and space for women, awarded them
key committee seats, and increased pensions
for a handful of retired women to what
they would have been paid if the salary
inequities had not existed. Plans are
being made to extend similar efforts