University of California
President’s Task Force
on Faculty Diversity
2005-06
University of California
President’s Task Force on Faculty Diversity
Task Force Members
Faculty Members
Rosina M. Becerra (UCLA)*
Gibor Basri (UCB)
J. Renee Chapman Navarro (UCSF)
Kenji Hakuta (UCM)
Douglas M. Haynes (UCI)
Maria Herrera-Sobek (UCSB)
Jorge Huerta (UCSD)
*Chair
Yolanda T. Moses (UCR)
Lisa C. Sloan (UCSC)
Kyaw Tha Paw U (UCD)
Staff Members
Susan Drange Lee (UCLA)
Sheila O’Rourke (UCOP)
Cristina Perez (UCB)
UC President’s Task Force on Faculty Diversity
What do we mean by diversity?
The Task Force adopts the definition of diversity endorsed
by the Assembly of the Academic Senate on May 10, 2006:
“Diversity – a defining feature of California’s past, present, and
future – refers to the variety of personal experiences, values, and
worldviews that arise from differences of culture and circumstance.
Such differences include race, ethnicity, gender, age, religion,
language, abilities/disabilities, sexual orientation, socioeconomic
status, and geographic region, and more.”
UC President’s Task Force on Faculty Diversity
What is the focus of this Task Force?
•All aspects of diversity are important to the academic mission
•Focus here is assessing the status of racial and ethnic diversity
of faculty as one important component of diversity
•Goal to promote a new culture of inclusion, opportunity and
tolerance at the University of California
UC President’s Task Force on Faculty Diversity
Why is faculty diversity important?
ACADEMIC MISSION
An academic community that reflects a diverse range of
interests, abilities, life experiences and worldviews will
enhance the academic mission of the University of California
LEGITIMACY
Equality of opportunity will ensure that UC can fully utilize
the intellectual resources embedded in our diversity and
maintain our legitimacy as a public land grant university.
UC President’s Task Force on Faculty Diversity
What about Proposition 209?
•Proposition 209 can be understood as supporting the
University’s commitment to eliminate discrimination and
provide equal opportunity in all faculty employment
practices.
• Where
there is underrepresentation, the University must take
steps to address the barriers that prevent full participation of
racial and ethnic minorities in academic careers.
UC President’s Task Force on Faculty Diversity
How do we promote diversity within Prop 209?
• Schools and departments in every field can identify the
academic values that are enhanced by a diverse teaching and
research environment.
* Scholarship * Teaching * Mentoring *
• Strategies to select and advance scholars with the expertise
to foster those academic values are essential if UC is to
maintain its excellence as a premier public institution.
• APM 210 provides a model for advancing these values.
UC President’s Task Force on Faculty Diversity
What is the Status of Faculty Diversity at UC?
• Demographic profile of minority faculty at UC
•
Demographic profile of national pool and UC’s peers
•
Factor affecting the pipeline:
* graduate diversity
* faculty hiring
* rates of retention
University of California President’s Task Force on Faculty Diversity
Availability Pool for Ladder Rank Faculty
The Pool of Potential URM Faculty Has Grown from 5% to 12%
Other Unknow n
URM
White Wom en
White Men
53%
53%
53%
51%
51%
50%
49%
49%
48%
47%
46%
45%
44%
44%
42%
42%
36%
36%
36%
38%
38%
38%
39%
39%
40%
39%
40%
38%
39%
39%
40%
39%
20%
21%
22%
23%
40%
5% 5% 6 %
0%
5% 4% 5%
1975
40%
40%
57%
56%
55%
55%
32%
33%
34%
34%
60%
68%
67%
65%
80%
40%
39%
61%
60%
59%
58%
25%
26%
28%
30%
100%
12 %
6% 6%
9 % 10 %11% 11% 11% 12 %
6% 6%
7%
7% 6 %
7% 6 % 7% 6 % 6 % 7% 7% 7% 8 % 8 % 9 % 9 %
7% 6%
5 % 4 % 2 % 3 % 3 % 2 % 2 % 2 % 2 % 2 % 2 % 2 % 1%
1% 1% 1% 1% 4 % 3 % 2 % 2 % 3 % 3 % 4 %
1979
1983
1987
1991
1995
1999
2003
University of California President’s Task Force on Faculty Diversity
Tenured Faculty Availabilities for URMs:
All Institutions Nationwide & A Subset of Institutions source of 80% UC Hires
s
Fi
e
ld
n
io
rP
ro
f
O
th
e
80% Of UC Hires
7.9%
7.8%
13.3%
5.0%
4.5%
uc
at
Ed
Ar
ts
tte
rs
Le
All Institutions
5.2%
5.4%
7.8%
7.6%
8.6%
nc
es
So
ci
al
yc
h
ol
Sc
Ps
ys
Sc
ie
og
y
3.9%
3.0%
i
4.2%
3.4%
Ph
M
CS
/
in
/
En
g
Li
fe
Sc
ie
nc
es
at
h
4.2%
4.7%
7.8%
12.6%
The “all institutions” data match those of the UC source institutions.
University of California President’s Task Force on Faculty Diversity
Faculty Headcount 1989-2005
2001
2003
2005
1989
1991
1993
1995
1991
1993
1997
2001
2003
5.0%
4.9%
4.6%
4.6%
4.7%
4.6%
4.4%
1999
2005
1999
Women
2001
2003
2005
1989
1991
1993
1995
1997
Asian
1999
2001
2003
13.4%
13.1%
12.6%
12.0%
11.6%
11.0%
10.1%
10.1%
9.6%
8.9%
8.5%
7.9%
7.5%
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
7.1%
27.3%
27.0%
25.9%
25.0%
24.4%
24.1%
23.5%
Chic/Lat
23.7%
23.6%
22.6%
1995
23.1%
21.8%
20.1%
18.9%
18.5%
17.1%
16.1%
1989
4.5%
1997
AfrAm
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
4.4%
4.5%
4.5%
4.2%
4.1%
4.1%
4.1%
3.6%
3.7%
2.5%
2.5%
2.4%
2.3%
2.5%
2.5%
1999
10.9%
1997
2.3%
2.5%
2.6%
2.5%
1995
10.5%
1993
2.7%
2.5%
2.5%
2.3%
1991
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
10.5%
1989
2.2%
2.0%
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
1.9%
The Problem at UC: Little Change in Percentage URM Faculty
2005
University of California President’s Task Force on Faculty Diversity
Faculty Headcount 1990, 1995, 2000, 2005
Asians and women show some improvement over time,
Chicano/Latino show slight improvement, AfrAm show none
50%
0%
AfrAm
Chic/Lat
1990
1995
Asian
2000
2005
17.1%
13.4%
10.1%
7.5%
5.0%
4.6%
4.5%
3.7%
2.5%
2.5%
2.5%
10%
2.0%
20%
11.0%
Women
27.3%
24.1%
30%
22.6%
40%
University of California President’s Task Force on Faculty Diversity
Faculty Headcount by Race 2004
Representation varies by field for minorities
100%
80%
60%
40%
20%
0%
Arts/Hum
Soc Sci
Eng CS
Phys Sci
Life Sci
Nat Am
10
17
1
1
4
Afr Am
57
72
5
9
5
Chic/Lat
99
130
33
30
40
Asian
120
176
288
185
116
White
1,256
1,264
715
995
951
University of California President’s Task Force on Faculty Diversity
Faculty Headcount by Gender 2004
Representation varies by field for women
100%
80%
60%
40%
20%
0%
Arts/Hum
Soc Sci
Eng CS
Phys Sci
Life Sci
Women
636
596
107
158
261
Men
906
1,063
935
1062
855
University of California President’s Task Force on Faculty Diversity
Ladder Rank Faculty in Selected Departments - October 2004
Within fields such as Social Sciences,
representation varies between departments
281
224
202
198
161
(9.3%)
(4.0%)
(11.0%)
(4.5%)
(15.8%)
32
31
15
Anthropology
9
Economics
9
History
URM: Amer Ind, African Am & Chicano/Latino
Political Sci
All Ladder Rank Faculty
Sociology
University of California President’s Task Force on Faculty Diversity
Faculty Headcount by Race 2004
Representation of URM faculty is concentrated in a few departments
American Indian, African American
& Chicano/Latino
Ethnic Studies (95)
14.2%
Ethnic Studies (171)
Languages (33)
4.9%
All Ladder Rank
Faculty
1.9%
Education (34)
Languages (305)
3.4%
1.8%
5.1%
All Other Fields (509)
75.9%
Education (163)
All Other Fields (8,230)
92.8%
University of California President’s Task Force on Faculty Diversity
UC Faculty – Comparison 8 Institutions
Faculty Diversity is a National Problem
14%
10.1%
12.3%
16%
4.1%
2.7%
2.3%
2.5%
7.0%
8.7%
2%
1.7%
2.2%
4%
3.5%
7.0%
4.6%
6%
4.5%
8%
5.9%
10%
7.3%
12%
0%
URM
Chicano/Latino
UC
Comp 8
African American
Comp 4 Privates
Asian
Comp 4 Publics
University of California President’s Task Force on Faculty Diversity
Faculty Headcount 2005
Systemwide numbers of URM faculty are low
9000
8000
6649
7000
6000
5000
4000
3000
2000
1000
38
211
424
1136
0
Native American
African American
Chicano/Latino
Asian
White
University of California President’s Task Force on Faculty Diversity
Faculty Headcount 1989-2005
System-wide numbers of American Indian faculty remain very low
9,000
8,000
7,000
6,000
5,000
Am Ind
4,000
3,000
38
2005
31
2003
35
29
2002
2004
31
2001
25
21
1999
2000
24
20
1995
1998
19
1994
25
24
1993
1997
25
1992
21
21
1991
1996
22
1990
0
19
1,000
1989
2,000
University of California President’s Task Force on Faculty Diversity
Faculty Headcount 1989-2005
System-wide numbers of African American faculty remain low,
increasing by only 38 since 1994
9,000
8,000
7,000
6,000
5,000
AfrAm
4,000
3,000
211
2005
195
2003
207
183
2002
2004
193
2001
184
176
1999
2000
183
173
1995
1998
173
1994
184
188
1993
1997
184
1992
186
171
1991
1996
156
1990
0
144
1,000
1989
2,000
University of California President’s Task Force on Faculty Diversity
Faculty Headcount 1989-2005
System-wide numbers of Chicano/Latino faculty remain low
with an increase of 135 since 1994
9,000
8,000
7,000
6,000
5,000
Chic/Lat
4,000
3,000
424
2005
416
2004
382
2003
371
2002
366
2001
347
2000
331
1999
332
1998
318
1997
313
1996
308
1995
289
1994
311
1993
321
1992
313
1991
291
1990
0
1989
1,000
279
2,000
University of California President’s Task Force on Faculty Diversity
Faculty Headcount 1989-2005
Since 1994, numbers of white faculty have risen by ~ 1,000
6,649
6,679
6,615
6,491
6,367
6,129
6,165
6,098
5,923
5,787
5,697
6,000
5,695
6,370
6,633
6,493
7,000
6,793
8,000
6,692
9,000
5,000
White
4,000
3,000
2,000
2005
2004
2003
2002
2001
2000
1999
1998
1997
1996
1995
1994
1993
1992
1991
1990
0
1989
1,000
University of California President’s Task Force on Faculty Diversity
Faculty Headcount 2005
At some campuses, numbers of URM faculty are very low
100
91
80
58
55
48
34
29
26
22
Native American
4
Merced
1 0
Irvine
Davis
0
Berkeley
1
8
6
2
African American
19
4
0
Riverside
10
Los Angeles
20
19
14
San Diego
40
46
44
39
Chicano/Latino
18
8
Santa Cruz
50
Santa
Barbara
60
University of California President’s Task Force on Faculty Diversity
Faculty Tenured Headcount 2005
The numbers of URM faculty with tenure are even lower
100
77
80
60
37
37
29
36
25
Native American
Merced
Los Angeles
Irvine
0 0 2
2
African American
9
7
0
Riverside
5
1
Davis
Berkeley
1
0
18
16
20
Chicano/Latino
14
13
4
4
Santa Cruz
22
4
32
Santa
Barbara
40
43
San Diego
40
University of California President’s Task Force on Faculty Diversity
Faculty Headcount 2005
Percentage of URM faculty by campus
20.5%
13.0%
6.8%
6.8%
6.7%
Davis
San Diego
Berkeley
7.9%
Riverside
8.1%
Irvine
8.7%
Santa
Barbara
Los Angeles
Santa Cruz
Merced
8.7%
University of California President’s Task Force on Faculty Diversity
Faculty Hiring 1984-2004
Hiring of URM faculty flat over time, but up recently
600
500
400
300
200
TOTAL
AfrAm
Chic/Lat
04-05
03-04
02-03
01-02
00-01
99-00
98-99
97-98
96-97
95-96
94-95
93-94
92-93
91-92
90-91
89-90
88-89
87-88
86-87
85-86
0
84-85
100
University of California President’s Task Force on Faculty Diversity
Percentage of Newly Hired Faculty
Hiring of URM fell after 1995, but increased after 2000
10.5%
10.2%
9.9%
9.4%
8.7%
8.5%
7.9%
7.1%
5.0%
N=
130 99
144
Non-Ten
58
38
58
188 137 202
Tenured
1991-95
1996-00
Total
2001-04
University of California President’s Task Force on Faculty Diversity
Percentage of Newly Hired Faculty
Hiring of Chicano/Latino faculty fell after 1995 and recovered
6.0%
5.8%
5.0%
4.8%
4.3%
5.6%
3.8%
3.2%
N=
74
50 82
Non-Ten
1991-95
32
24
37
106 74
Tenured
1996-00
5.6%
Total
2001-04
119
University of California President’s Task Force on Faculty Diversity
Percentage of Newly Hired Faculty
Hiring of tenured African American faculty
fell after 1995 and has not recovered
3.6%
N=
45
3.5%
3.6%
3.6%
3.6%
1.7%
41 50
Non-Ten
1991-95
24
2.2%
13
16
69
Tenured
1996-00
2.8% 3.1%
54
Total
2001-04
66
University of California President’s Task Force on Faculty Diversity
Faculty Hiring by Field 1999-00 through 2004-05
Recent Hiring of Minority Faculty Increases Field Disparities
100%
80%
60%
40%
20%
0%
Arts/Hum
Soc Sci
Eng CS
Phys Sci
Life Sci
Nat Am
5
9
0
1
2
Afr Am
29
31
2
2
3
Chic/Lat
35
41
12
8
13
Asian
55
85
133
81
43
White
429
431
280
303
234
University of California President’s Task Force on Faculty Diversity
Faculty Hiring by Field 1999-00 through 2004-05
Recent Hiring of Women Faculty Continues Field Disparities
100%
80%
60%
40%
20%
0%
Arts/Hum
Soc Sci
Eng CS
Phys Sci
Life Sci
Women
261
244
63
65
93
Men
292
353
364
330
202
University of California President’s Task Force on Faculty Diversity
Faculty Hiring 1984-2004
Hiring of Women dropped after 1995,
then recovered after the BSA Gender Equity Audit in 2000
50%
45%
40%
35%
30%
25%
20%
15%
10%
Prop 209
Audit
04-05
03-04
02-03
01-02
*
00-01
99-00
98-99
97-98
*
96-97
95-96
94-95
93-94
92-93
91-92
90-91
89-90
88-89
0%
87-88
5%
University of California President’s Task Force on Faculty Diversity
Pipeline from High School to UC Faculty
Women
27%
UC
Faculty
48%
UC
Grad
54%
UC UG
58%
Whites
UC
Faculty
54%
37%
UC UG
UC
Grad
44%
CA HS
URM
80%
CA HS
UC
Faculty
7%
11%
UC
Grad
UC UG
CA HS
17%
41%
The Shape of the Pipeline Varies for URM, Women and Whites
University of California President’s Task Force on Faculty Diversity
Faculty Hiring vs. Availability 2000-01 to 2003-04
UC hires women faculty below availability in all fields
0%
0%
Women National Availability
Women UC Hiring
Women National Availability
Total
10%
Prof
10%
Soc Sci
20%
Hum
20%
Phys Sci
30%
Total
30%
Prof
40%
Soc Sci
40%
Hum
50%
Phys Sci
50%
CS,Eng,M
60%
Life Sci
60%
CS,Eng,M
Assoc & Full Professors
Life Sci
Assistant Professors
Women UC Hiring
University of California President’s Task Force on Faculty Diversity
Faculty Hiring vs. Availability 2000-01 to 2003-04
UC hires URM below availability in some fields and above in others
0%
0%
URM National Availability
URM UC Hiring
URM National Availability
URM UC Hiring
Total
5%
Prof
5%
Soc Sci
10%
Hum
10%
Phys Sci
15%
Total
15%
Prof
20%
Soc Sci
20%
Hum
25%
Phys Sci
25%
CS,Eng,M
30%
Life Sci
30%
CS,Eng,M
Assoc & Full Professors
Life Sci
Assistant Professors
University of California President’s Task Force on Faculty Diversity
University of California Postdoctoral Scholar Population, 2004
The profile of the postdoctoral pool affects the science pipeline
Unknown (8.8%)
Asian Am (24.3%)
Chic/Lat (4.8%)
AmInd (0.6%)
AfrAm (2.1%)
International
(53%)
Domestic
(47%)
White (59.4%)
Men
(63%)
Women
(37%)
University of California President’s Task Force on Faculty Diversity
UC Tenure Track Faculty
RACE/ETHNICITY BY CITIZENSHIP STATUS
October 2005
Percentage US Citizen & Other
100
80
60
40
20
0
AM IND
AFR AM
Total Number
38
223
445
% Other
7.9
14.3
92.1
85.7
% US Citizen
CHIC/LAT ALL URMS
ASIAN
WHITE
TOTAL
706
1,206
7,178
9,205
27
22
46.1
17.5
21.8
73
78
53.9
82.5
78.2
Notes: US Citizen percentage is likely overstated because some foreign born faculty may have become naturalized US citizens;
Other includes non-resident aliens, resident aliens, and permanent residency pending.
University of California President’s Task Force on Faculty Diversity
Am Ind
Tenured
Asian Am
Chic/Lat
African Am
Total
White
Total
1.2%
1.1%
2.0%
1.7%
1.6%
1.2%
0.9%
0.9%
1.8%
1.3%
1.0%
Non-tenured
1.1%
2.7%
2.7%
2.8%
2.9%
1.5%
3.0%
Faculty Average Annual Resignation Rates
1999-00 through 2003-04
University of California President’s Task Force on Faculty Diversity
Assistant Professors Hired 1993-94 through 1996-97
Status Eight Years Later
Whites & Asians
URMs
N=826
N=82
Other
4%
Other
11%
Left UC
23%
Tenure
59%
Tenure
73%
Other includes: died, change of title, still an assistant professor
Left UC
30%
University of California President’s Task Force on Faculty Diversity
UC Berkeley - Assistant Professors Status After 12 Years
Whites in
Non-STEM Fields
URMs
(83% Non-STEM)
N=46
N=252
Left UC
35%
Left UC
36%
Tenure
64%
Tenure
65%
University of California President’s Task Force on Faculty Diversity
Deans, Provosts, Department Chairs and Tenured Faculty
Headcounts, October 2004
81%
7%
URM
Asian Am
White
Total
12%
Tenured Faculty
472
784
5,548
6,804
88%
87%
4%
9%
Chairs
23
48
485
556
4%
8%
Deans
5
9
103
117
82%
7%
11%
Exec Deans & Provosts
6
10
75
91
University of California President’s Task Force on Faculty Diversity
Summary of the Status of Faculty
Diversity at UC
• The
pool of URM scholars grows, but UC faculty changes little.
• Disaggregating data is essential to understanding problem areas.
• Retention, in addition to hiring, plays a critical role.
• The underrepresentation of minority faculty is a national problem.
• UC can increase the national pool of URM faculty by improving
graduate diversity, especially in the STEM fields.
University of California President’s Task Force on Faculty Diversity
What is UC Doing to Address Faculty Diversity?
SYSTEMWIDE PROGRAMS

New Academic Policies: Rewards & Accountability
 APM 210 – Faculty Appointment and Promotion
 APM 240 – Deans and Provosts
 APM 245 – Department Chairs

Pipeline Programs and Hiring Incentives
 President’s Postdoctoral Fellowship Program
 PPFP Hiring Incentive
University of California President’s Task Force on Faculty Diversity
What is UC Doing to Address Faculty Diversity?
CAMPUS PROGRAMS





High Level Staffing
 Faculty Equity Officers, Chief Diversity Officers
 Diversity Advisory Committees
Research Programs
 Research Initiatives with FTE
Monitoring Search Practices
 Briefing for faculty, chairs, deans and search
committees
Chancellor’s Postdoctoral Fellowship Programs
Faculty Development and Mentoring Programs
UC President’s Task Force on Faculty Diversity
URM Faculty as a Percent of All UC Faculty
Actual, and Future Projections
Comparing 1996 Hiring to 2004 Hiring Patterns**
Hiring URM at 1996 rate (6%)
Hiring URM at 2004 rate w/o separation disparity
Hiring URM at 2004 rate (11%)
10%
Business as Usual ! ?
9%
8%
7%
6%
5%
2022
2020
2018
2016
2014
2012
2010
2008
2006
2005
2003
2001
1999
1997
1995
1993
**Separation rates are based on 1996-2004 data.
University of California President’s Task Force on Faculty Diversity
Summary of the Recommendations of the Task Force

LEADERSHIP


ACADEMIC PLANNING


Campuses can do more to promote faculty diversity through recruitment,
hiring and retention practices.
RESOURCES AND REWARDS


Diversity will not thrive unless it is incorporated into academic planning at
every level.
RECRUITMENT AND RETENTION


Strong leadership is critical to institutional change.
Resources and rewards are essential to influence action in support of
diversity and equal opportunity.
ACCOUNTABILITY

Create an academic climate where contributions to diversity are an
expectation rather than an afterthought in the pursuit of excellence.
University of California President’s Task Force on Faculty Diversity
Recommendations of the Task Force
LEADERSHIP: Strong leadership is critical to institutional
change.

A clear message that UC’s continued excellence depends
upon a faculty who reflect the University’s values of equal
opportunity and diversity.

High level academic appointee charged with faculty diversity

Effective diversity advisory committees

Consider administrators’ records in promoting diversity and
equal opportunity in their appointment and review
University of California President’s Task Force on Faculty Diversity
Recommendations of the Task Force
ACADEMIC PLANNING: Diversity will not thrive unless it
is incorporated into academic planning at every level.

Diversity is integral to academic planning:

Including faculty hiring, research agendas, curricular
development and program reviews

Proactive steps to advance diversity and equal opportunity in
graduate study and postdoctoral appointments

Attention to fields such as physical sciences, math and
engineering
University of California President’s Task Force on Faculty Diversity
Recommendations of the Task Force
RESOURCES AND REWARDS: Resources and rewards are
essential to influence action in support of diversity and equal
opportunity.

The Task Force recommends that each campus examine a
wide variety of resource allocation practices and incentives,
including the FTE allocation process, so that rewards are
consistent with the institutional value for diversity.

Rewarding faculty contributions to diversity includes
implementing the newly revised APM 210 so that research,
teaching and service that promote diversity will be
recognized in faculty advancement and promotion.
University of California President’s Task Force on Faculty Diversity
Recommendations of the Task Force
RECRUITMENT AND RETENTION: Campuses can do
more to promote faculty diversity through recruitment,
hiring and retention practices.

Ensure that procedures are in place to advance diversity and
equal opportunity in academic personnel practices

Regular briefings for faculty, deans, chairs, administrators

Systems for data collection and analysis

Mentoring and career development programs for faculty
University of California President’s Task Force on Faculty Diversity
Recommendations of the Task Force
ACCOUNTABILITY: Academic administrators must be held
accountable for promoting an academic climate where
contributions to diversity are an expectation rather than an
afterthought in the pursuit of excellence.

Academic administrators provide annual reporting at the
department, division and campus level

coupled with monitoring and resource-based incentives for
diversity efforts, and

consider additional methods for assessing faculty diversity
such as climate surveys, exit interviews, and data analysis.
University of California President’s Task Force on Faculty Diversity
A 12 Step Program to Faculty Diversity on YOUR Campus

Assert strong leadership from Chancellor to Chairs

Be able to articulate forcefully why diversity is really important

Make progress in the area of diversity a serious component
of performance reviews for leadership (cf. APM 240, 245)

Place responsibility for implementing real change at a high
level, with the required power and resources, and
accountability for results

Work with existing programs (or create new ones) to improve
the pipeline (UG, Graduate, Postdoctoral)
University of California President’s Task Force on Faculty Diversity
A 12 Step Program to Faculty Diversity on YOUR Campus

Utilize Strategic Academic Plans that are serious about diversity

Convene a campus-wide high-level committee on
diversity, with all constituencies represented, and take its
recommendations seriously

Include diversity as a strong component in all decisions
and actions on resource allocation, retention and climate,
program support and review
University of California President’s Task Force on Faculty Diversity
A 12 Step Program to Faculty Diversity on YOUR Campus

Strategically Re-allocate Resources for Recruitment and
Retention

Utilize a few FTE at the institutional level as incentives to
departments that find good candidates (especially in thin areas)
and/or foster new areas of intellectual activity which have the
effect of promoting diversity

Use the President’s Postdoctoral Fellows, and start your own
postdoctoral program, to find great candidates before others do
– be prepared to make them offers outside the normal FTE
allocation schedule

Fight to recruit and keep faculty who promote diversity: they
are among your most valuable faculty, they are essential to
academic excellence
University of California President’s Task Force on Faculty Diversity
A 12 Step Program to Faculty Diversity on YOUR Campus

Strategically Re-allocate Resources for Recruitment and
Retention

Analyze and address faculty climate issues at the departmental
level;
counteract departmental inertia in curricula or sub-disciplines

Set goals (annual and long-term), monitor progress towards them
– take action when goals are not being met

Work to change the faculty’s culture at its roots, through
incentives and disapproval – until diversity is seen as truly a
critical part of excellence, and stasis is seen as failure
University of California President’s Task Force on Faculty Diversity
“I have been here 32 years and have sat in a lot of faculty meetings where comments were made
about the importance of considering diversity in our hiring. About as much attention was paid as
when people sit on an airplane and are told how to buckle a seatbelt…except there the plane
won’t leave until the seatbelt is buckled.”
-A UC senior administrator during a site visit
The changing paradigm:

In the past, studies have been conducted, reports have been published, and
search committees have been briefed.

Now, faculty, department chairs, deans and senior administrators must engage
resources to achieve a more diverse and inclusive faculty.

The University must be a national leader in addressing faculty diversity,
consistent with its position as a pre-eminent public intellectual institution in
the most diverse state in our nation.
University of California President’s Task Force on Faculty Diversity
A 12 Step Program to Faculty Diversity on YOUR Campus

Assert strong leadership from the Chancellor down to Chairs





Be able to articulate forcefully why diversity is really important
Make progress in the area of diversity a serious component of
performance reviews for leadership (cf. APM 240, 245)
Place responsibility for implementing real change at a high level, with the
required power and resources, and accountability for results
Work with existing structures (or create new ones) to insure
implementation of a comprehensive program (including postdoctoral
scholars, and graduate and undergraduate students for the pipeline)
Utilize Strategic Academic Plans that are serious about diversity


Convene a campus-wide high-level committee on diversity, with all
constituencies represented, and take its recommendations seriously
Include diversity as a strong component in all decisions and actions on
resource allocation, retention and climate, program support and review
University of California President’s Task Force on Faculty Diversity
A 12 Step Program to Faculty Diversity on YOUR Campus

Strategically Re-allocate Resources for Recruitment and Retention






Utilize a few FTE at the institutional level as incentive to departments that
find good candidates (especially in thin areas) and/or foster new areas of
intellectual activity which have the effect of promoting diversity
Use the President’s Postdoctoral Fellows, and start your own postdoctoral
program, to find great candidates before others do – be prepared to make
them offers outside the normal FTE allocation schedule
Fight to recruit and keep faculty who promote diversity: they are among
your most valuable faculty, they are essential to academic excellence
Analyze and address faculty climate issues at the departmental level;
counteract departmental inertia in curricula or sub-disciplines
Set goals (annual and long-term), monitor progress towards them –
take action when goals are not being met
Work to change the faculty’s culture at its roots, through incentives and
disapproval – until diversity is seen as truly a critical part of excellence, and
stasis is seen as failure
University of California President’s Task Force on Faculty Diversity
Summary of the Recommendations of the Task Force

LEADERSHIP


ACADEMIC PLANNING


Campuses can do more to promote faculty diversity through recruitment,
hiring and retention practices.
RESOURCES AND REWARDS


Diversity will not thrive unless it is incorporated into academic planning at
every level.
RECRUITMENT AND RETENTION


Strong leadership is critical to institutional change.
Resources and rewards are essential to influence action in support of
diversity and equal opportunity.
ACCOUNTABILITY

Create an academic climate where contributions to diversity are an
expectation rather than an afterthought in the pursuit of excellence.