DIVERSITY TASK FORCE
Resources Subcommittee Meeting
Thursday, October 11, 2007
MINUTES
Members Present: Judy Rodriguez, Simon Shiao, Shunda Brown, Lina Monell
The Resources Subcommittee began its discussion with a review of the document
provided by Shunda called “Strategies for Successfully Recruiting a Diverse Faculty”
from Virginia Commonwealth University (VCU). Lina indicated that this document does
not contain policies and procedures for recruiting and therefore the group was not able to
compare the information with UNF’s policies. The committee agreed that there did not
appear to be too much concern with respect to the procedures for recruitment. Since we
already have a Quick Guide and there appeared to be no direct link between further
simplification of our procedures and diversifying our faculty, the committee decided to
focus on the strategies contained in the document and review these to determine if there
were some strategies we could incorporate at UNF.
Highlights:
 The entire Diversity Committee should identify its needs and goals and the
rationale for diversifying its faculty;
 Some of the strategies in the report can be utilized by the other subcommittees;
 In order to get “buy-in” by the campus community we may have to have a
combination of “leadership through inspiration” and “leadership through law.”
Some faculty and administrators may see the value of diversifying the faculty and
others may not care and may have to be drawn to comply with university
procedures or “law.”
 All position announcements should provide information on the ethnic makeup of
its student body and faculty and information on institutional goals that identify
commitment to diversity. The first paragraph of an ad should contain this general
information that makes clear the commitment of the institution to diversity.
[Simon agreed to craft such a paragraph to be shared with the full committee as a
recommendation to place in the Chronicle ad or other ads.]
 So called “non-academic” activities and experiences are not considered in highereducation, though these activities could enhance one’s teaching and scholarship.
[Judy gave an example of helping a colleague in obtaining a grant that utilized
these “non-academic” activities. Deans and chairs of colleges should identify
ways to help faculty develop and enhance opportunities for research/scholarship.
 Mentoring of faculty is important with a clear definition of mentoring and the
different ways of mentoring faculty. A process should be formalized at the
University for doing so. [Lina pointed out that the audio conference on Mentoring
Faculty was being held the following week and that she would participate.
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Because of teaching schedules, the other subcommittee members will not be able
to attend.]
The University should address spousal/partner placement at some level, even if it
means referrals to other institutions in Jacksonville for consideration.
“A tendency toward the comfort of homogeneity also results in committees not
hiring candidates that fit their own model. Moving away from being satisfied
with candidates who are most similar to existing faculty to considering candidates
that are different involves more expanded and innovative ways of thinking about
faculty positions.” [VCU Strategies-Page 4]
The requirements for positions are generally written by the hiring officers with
limited input, if any, from the search committee. Faculty should assist in
developing job announcements that promote and support diversification in the
pool of candidates.
There are many factors that attract minority candidates to academic positions. The
VCU Strategies identify some of these as: campus and community demographics;
presence of other faculty of color; faculty development opportunities and mentors;
success of other faculty of color in the program and/or on campus; infusion of
diversity issues in the curriculum; social support network in the community;
community resources that include ethnic churches, stores, restaurants, etc.
The University should encourage more campus resources with respect to various
ethnic groups, such as the African-American Faculty group, the Hispanic Council,
and the possible establishment of the Korean Council.
The Ethnic Festival to be held on November 1st is an example of the activities for
faculty and staff that we should encourage.
Next Meeting:
October 18th – 10:00am-Academic Affairs-Diversity Committee Meeting
Submitted by Lina Monell