faculty recruitment: diversifying the faculty john pelissero, provost october 13, 2014

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Faculty Recruitment: Diversifying the Faculty John Pelissero, Provost October 13, 2014

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Faculty Recruitment: Diversifying the Faculty

John Pelissero, ProvostOctober 13, 2014

Goals: Why Diversify the Faculty?

Diversity is integral to the success of our mission  Helps to recruit a more diverse student body Helps to recruit and retain women and faculty of color Expands the curriculum, adding new perspectives to the

learning environment It is vital to what we do, and is a promise we make to those we

serve: our students Persistence of faculty at the university is often an issue of

institutional fit—what a university is and aspires to be

Loyola Full-Time Faculty in 2014: GenderLakeside and Health Sciences Divisions

TotalCount Count Percent Count Percent

Full-Time NTT 309 193 62.5 116 37.5Tenure-Track 125 64 51.2 61 48.8Tenured 457 177 38.7 280 61.3Total 891 434 48.7 457 51.3

Female Male

Race/Ethnicity of Loyola Faculty in 2014

Total Count Internat. Hispanic

Nat. Amer.

Asian / Pac. Isl.

Afr-Amer White

Two/ More

Full-Time NTT 309 43 6 0 28 10 220 2Tenure-Track 125 10 3 0 15 6 91 0Tenured 457 1 21 1 29 13 388 4Total 891 54 30 1 72 29 699 6

Percent of Total 6% 3.4% 0.1% 8.1% 3.3% 78.5% 0.7%

Best Practices in National Recruitment for Diverse Faculty

Establish a pool of qualified minority faculty applicants

Attend disciplinary conferences Attend conferences for minority doctoral

students Contact department chairs at (e.g.HBCUs) to

identity potential applicants (Source: Rose, 2010)

What helps to attract diverse candidates?

Mission and Diversity Statement:Loyola University Chicago is an Equal Opportunity/Affirmative Action employer with a strong commitment to hiring for our mission and diversifying our faculty. As a Jesuit Catholic institution of higher education, we seek candidates who will contribute to our mission and strategic plan to deliver a Transformative Education in the Jesuit tradition. Candidates are encouraged to consult our website to gain a clearer understanding of Loyola's mission at http://www.luc.edu/mission/index.shtml and

our focus on transformative education at http://www.luc.edu/transformativeed/

Applications from women and minority candidates are especially encouraged.

Actions that Facilitate Recruiting a Diverse Faculty

Position Descriptions Include a statement on diversity opportunities Structure positions to increase likelihood of

attracting diverse candidates Language in job ads:

• Research on issues relevant to ethnic minorities• Teach courses on diversity themes• Specialty open, but emphasis on interdisciplinary,

multicultural topics…..

What helps to attract diverse candidates?

Some Colleges Use Phrases Such As:• “We are seeking candidates who have a strong

commitment to teaching undergraduate and graduate students from diverse cultural backgrounds”

• “We are strongly committed to achieving excellence through cultural diversity”

(Source: Rose, 2010)

Actions that Facilitate Recruiting a Diverse Faculty

Advertising Craft ads to emphasize expertise that will enhance the

attractiveness of the position Place ads in diverse affinity group publications of your

professional organizations Place ads in publications targeted to the minority academic

community: (Office of Faculty Administration will do this)• Diverse Issues in Higher Education• Hispanic Outlook in Higher Education Magazine• Chronicle of Higher Education

Actions that Facilitate Recruiting a Diverse Faculty

Search Committee Activities

Start with a diverse committee; invite members from other academic units, if necessary

Develop search screening protocol to assure fairness, consistency and uniformity

Avoid ranking candidates at each stage Consider Departmental/Institutional needs broadly

Actions that Facilitate Recruiting a Diverse Faculty

Recruit, don’t simply “search” o Contact colleagues to request nominations of candidateso Contact diverse faculty who have excellent reputationso Recruit at fairs and conferences where minority faculty candidates might

be in attendanceo Mailings to academic discipline minority caucus and to other special

interest groupso Send personal letters inviting candidates to apply and/or to refer otherso Personal approach to potential applicants at academic conferences or

professional meetings to encourage applicationso Recruiting trips to universities that have high minority PhD graduates

(Source: Rose, 2010)

Actions that Facilitate Recruiting a Diverse Faculty

During Interview Process: Discuss research opportunities with specific groups or in

specific situations Emphasize the presence of other faculty of color Inform about faculty development opportunities and

mentoring Ask candidates how they would contribute to diverse

perspectives on campus, in curriculum Share campus and community demographics

Source: From VCU “Strategies for Successfully Recruiting Diverse Faculty”

Share Campus Demographics: Loyola Students in 2014

Gender: Women 64.2% Men 35.7%

Race/Ethnicity: White 62.8% African Am. 5.9% Asian/P.I. 9.4% Hispanic 11.6% Native Am. 0.1% Multi-Racial 4.7%

International Students: 5.3% First Generation College: 21%

Diverse Topics and Perspectives in the Loyola Classroom

*Freshmen and Seniors better than our Carnegie Class peer group

Freshman Senior

Never 10 5Sometimes 35 31Often 33 35Very often 22 29

Average (scale 1-4) 2.7 2.9

N 394 489

Activities in Current School YearIncluded diverse perspectives (different races, religions, genders, political beliefs) in class discussions or writing

Activities During Current School Year(NSSE 2014)

Diversity Culture on Campus

• Freshmen better than our Urban, Jesuit and Carnegie Class peer groups.

• Seniors better than our Carnegie Class peer group

Institutional Emphasis Freshman Senior

Very little 9 10Some 20 29Quite a bit 37 33Very much 34 27

Average (scale 1-4) 3.0 2.8

N 314 428

Institutional Emphasis on Diversity (NSSE 2014)

Encouraging contact among students from different backgrounds

Actions that Facilitate Recruiting a Diverse Faculty

Interview Process (continued) Go beyond the normal teaching/research presentations and meetings

with departmental faculty and the dean, include: Meeting other diverse faculty and administrators Meeting with diverse students Meeting with HR Manager or Chief Diversity Officer

Identify Interdisciplinary Faculty who have similar scholarly interests so candidate may follow-up

Go beyond the normal “campus tour”: provide an itinerary that allows candidate to get a feel for our diverse campus and Community (Faculty/Students)

Actions that Facilitate Recruiting a Diverse Faculty

Committee recommendations: Evaluate candidates based on published criteria Evaluate candidates objectively—summarize strengths and

weaknesses of each Include information on how each candidate would add to

the diversity of the faculty Use the Loyola evaluation system that embraces the

elements of a successful search: mission, diversity, scholarship, teaching, outreach, etc.

Do not rank the finalists

Diversity Resources for Search Committees

Diverse Issues in Higher Education (www.diverseeducation.com)

Hispanic Outlook in Higher Education Magazine (http://www.hispanicoutlook.com/)

Caroline Sotello Viernes Turner, Diversifying the Faculty:

A Guidebook for Search Committees (AAC&U, 2002).

Association of American Colleges and Universities,

resources on Diversity and Women in Higher Education (www.aacu.org)

American Council on Education, Looking Beyond the

Numbers, 2009.

References

Moody, JoAnn, Rising Above Cognitive Errors: Guidelines for Search, Tenure Review, and Other Evaluation Committees (Diversity on Campus, 2007).

Rose, John T. “Recruiting a More Diverse Faculty: Role of Search Committee,” CUNY, April 14, 2010.

Virginia Commonwealth University (VCU),“Strategies for Successfully Recruiting Diverse Faculty,” undated.