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