Senate Diversity Committee
Mission: Recruitment and Retention
Committee Members
Jeno Balogh
Ruth Chavez
Miri Chung
Ramon Del Castillo
Wilton Flemon, Chair
Lesley Hathorn
David Lynn Hoffman
Lin Huang
Ting Jiang
Denise Mowder
Nhu Nguyen
Carmen Sanjurjo
Committee’s Charge
• Our Charge:
– ….shall inform and make recommendations
…concerning questions, issues, policies, and practices
related to the recruitment, hiring, retention,
promotion, numbers, ratios, and diversity of the
faculty….
• Our Focus:
– Increasing the racial and ethnic diversity of our faculty
• Today
– Diversity Committee is asking permission to move
forward with three recommendations concerning
recruitment and retention
Basis of Our Recommendations
Concerning Recruitment and Retention
• Gathered evidence from:
– Faculty Climate survey results
• 2010 & 2013
• Committee met and discussed these issues with:
– Dr. Gesemia Nelson
• Associate Professor Sociology. Faculty Climate Committee Consultant
– Dr. Myron Anderson
• Chief Diversity Officer for MSU
– Dr. Percy Morehouse
• Director of Equal Opportunity
– Dr. Kamran Sahami
• Faculty Senate President
– Dr. Luis Torres
• Deputy Provost
Recruitment
• Committee met with Dr. Anderson about the
current recruitment programs
– Target of Opportunity (TOPS)
• Designed to increase the ethnic, gender, and cultural
diversity of our faculty by providing extra resources to
recruiting and hiring diverse faculty.
– Faculty Recruitment Incentive Program (FRIP)
• Provides a vehicle to recruit from underutilized classes
and promote professional development by facilitating
the completion of graduate course work.
Recruitment Statistics: 2005 & 2012
Fall 2012
Tenure & Tenure Track Faculty
Fall 2005
Tenure & Tenure Track Faculty
20.7%
Faculty of
Color
24.2%
Caucasian
76.7%
Faculty of
Color
Caucasian
74.9%
First Recommendation
• In order to attract racially & ethnically
diverse candidates:
– Recommend incorporating new language into job
announcements that explicitly attract racial &
ethnical diverse applicants.
– Recommend requiring a minority advocate
member be added to each hiring committee.
Second Recommendation
• In order to attract racial & ethnic diverse
candidates:
– Initiate a two fold recruitment program:
• Create a sister recruiting institution program with other
Historical Black Colleges and Universities, Hispanic
American Colleges and Universities, Native American
Colleges and Universities.
• Create a Sabbatical or other Leave Exchange Programs
with these same institutions
Retention
• Committee met with Dr. Morehouse about complaints
concerning discrimination
– The Office of Equal Opportunity reports that complaints have
steadily decreased in the past 3 years.
80
76
70
72
60
53
50
41
40
Total EO Complaints
30
20
10
0
2010
2011
2012
2013
Retention
• Using the Climate Survey, the Committee looked at survey
questions concerning experiences with discrimination for
people of color:
Experienced Discrimination Because of Race/Ethnicity?
40
35.7
35
30
25
20
Yes
15
10
6.7
5
0
White
Non-White
Retention
• Using the Climate Survey, the Committee also looked at
survey questions concerning campus climate for people of
color:
– Surveyed showed: Non-Whites were less likely to see the
campus as friendly when compared to Whites.
21.4
14.1
White
Non White
Unfriendly
Retention
• Another campus climate survey question concerning
levels of dissatisfaction for people of color with their
Department:
– Non-White professors were less likely to be satisfied with their
department.
How satisfied are you with your department by race
20.4
Dissatisfied
11.9
11.3
9.9
8.5
Very Dissatisfied
Total Dissatisfaction
1.4
White
Non-White
Recommendations by Committee
• To address faculty experiences with
discrimination and campus friendliness:
– Recommend that the Faculty Senate become
more involved in and help support the
discrimination grievance process in order to
increase transparency.
Questions?
The Diversity Committee thanks you for your time