PublicFounded in 1966

Predominantly White Institution (PWI)Carnegie High-Research

13,640 Students423 Tenure Track Faculty

2003 NSF ADVANCE IT GRANT

The University of Maryland, Baltimore County (UMBC)

Implicit Bias

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Characteristics:

• Predictive

• Routine

• Pervasive

• Conflicts with explicit beliefs and values

• Culturally patterned

• Consequential

• Embedded within individuals and institutions

(Kirwan Institute, 2015)

ImpactsEveryone

Implicit Bias Impacts the Success of Higher Education

JSU Vision JSU ADVANCE Goals

Jacksonville State University provides distinctive educational, cultural and social experiences for a diverse student population. As a learning-centered university, Jacksonville State University strives to challenge students academically in a responsive environment, meeting students' educational, career and personal goals. As an academic institution, Jacksonville State University seeks to produce broadly-educated graduates prepared for global engagement. As a public, comprehensive university, Jacksonville State University promotes excellence in scholarly and service activities consistent with its academic and professional strengths.

� The overall emphasis of the JSU ADVANCE program is the enhancement of the work climate for women faculty in the Science, Technology, Engineering, and Mathematics (STEM) disciplines, and in the Social and Behavioral Science (SBS) disciplines while informing the larger academic community about issues relevant to women, particularly those of color, at Historically Black Colleges and Universities (HBCUs).

Diversity and Inclusive Excellence

“Critical diversity” is the equal inclusion of people from varied backgrounds on a parity basis throughout all ranks and divisions of an organization. It especially refers to those who are considered to be different from the traditional members because of exclusionary practices. The critical diversity perspective argues that as organizations become more diverse, they benefit relative to their competitors. This is in contrast to other accounts that view diversity as either inconsequential to success or actually detrimental.”

(Henderson and Herring, 2013, 300)

Diversity and Academic Department

Rankings

“Positive relationships between the program rankings at research universities and the racial and gender diversity among students and faculty”

Henderson and Herring, 2013, 299Surveyed 5,000 Departments using 2011 NAS Rankings of Research Universities � Henderson, L. & Herring, C. (2013). Does Critical

Diversity Pay in Higher Education? Race, Gender, and Departmental Rankings in Research Universities. Politics, Groups, and Identities, 1(3), 299–310.

� Herring, C. (2013). Critical Diversity and Departmental Rankings in Sociology. American Sociologist, 44(3), 267-281.

Our Goal: Meaningful and Sustained

Institutional Transformation

(Success is Never Final!)

¡ Move beyond deficit and pathway explanations of underrepresentation and focus on structural inequities, implicit biases and climate. Bias and Barriers, 2007

¡ Work as organizational catalysts to build an architecture of inclusionStrum, 2006

¡ Foster institutional citizenship and institutional mindfulnessStrum, 2007

UMBC – STRIDE: Recognizing and Reducing Implicit Bias

Committee on Strategies and Tactics for Recruiting to Improve Diversity and Excellence is a faculty-led group that provides peer-to-peer training on the ways that overt discrimination, implicit bias, accumulated advantage and disadvantage, and the influence of gender and racial schema have inhibited the recruitment and hiring of underrepresented minority faculty.

STRIDE also provides guidance on best practices that will maximize the likelihood that diverse candidates for faculty positions will be identified, recruited, and hired at UMBC. The Committee leads focused conversations for faculty and administrators involved in every stage of the hiring process. It also works directly with individual departments by meeting with chairs, faculty search committees, and other department faculty involved in hiring.

Susan McDonoughAssociate Professor, History

Kevin OmlandProfessor, Biological Sciences

Chris MurphyProfessor, Psychology

Nilanjan BanerjeeAssociate Professor, Computer Science

Autumn M. ReedDirector,Provost Office