Recruiting a Diverse Faculty

A DRAFT DOCUMENT

Prepared by:

Academic Affairs

12/12/02

Background

According to Harvey (2001), colleges and universities have experienced steady growth in the racial and ethnic diversity of the student population, but we have not seen similar diversification among the faculty. Arguments for a diverse faculty include ensuring better education and exposure to diverse scholarly perspectives and life experiences for all students. Ethnic minorities represent 13.8% of the total faculty nationwide. Moreover, faculty of color are not evenly distributed across institutional types, disciplines, or academic ranks.

Arguments for a diverse faculty are as compelling as student diversity, which extend beyond the obvious reasons of equity. Faculty diversification fosters educational equality. The more diverse the faculty, the greater the diversity of course content and readings, curricular and teaching methods, and scholarly ideas presented to students. Evidence suggests that colleges and universities that have more faculty and students from diverse backgrounds have students that report being more accepting of people of different races/cultures and more culturally aware. Additionally, students from diverse campuses also showed greater growth in the areas of leadership, critical thinking, ability to work cooperatively, interpersonal skills, and problem solving (Hurtado, Clayton-Pedersen, Milem, & Allen, 1999).

A study by Turner (2002) indicates that in 71% of faculty hires in which faculty from underrepresented groups were hired at colleges and universities nationwide, an intervention strategy (special hire and/or diversity in job description) was needed. All Native American, 84% of African American, 43% of Latino, and 18% of Asian American faculty were hired through these interventions. Data such as this indicate the need for institutions to actively develop strategies for recruiting diverse faculty and develop a climate that is welcoming of these faculty.

Faculty search committees that are the most successful in contributing to the goal of diversifying its institution’s faculty are those that have institutions that have an commitment to diversity as part of the institution’s strategic planning goals and have ongoing activities towards achieving this goal. A good way to strengthen commitment to diversity as a goal is to have as a specific objective within that goal that incorporates faculty diversity. This also makes more explicit to the entire institution the connection between faculty diversity and education quality.

As diversity becomes a well integrated part of the institution’s strategic goals and as departments align their goals to incorporate diversity, the campus becomes one that is welcoming of faculty and student diversity. An institution that is welcoming and provides an environment supportive of diversity becomes attractive. Turner (2000) reveals that while the reasons that faculty of color leave positions vary, a hostile climate is a potential cause. A welcoming environment creates success in an institution’s retention of faculty from diverse backgrounds and in continued successful efforts toward recruitment of a diverse faculty.

This document is designed to provide recommendations and information to increase diversity in the Kennesaw State University faculty. It is designed for KSU Faculty Search committees. The document is divided into several sections: 1) institutional commitment to diversity, 2) advertising faculty positions, 3) strategies during the faculty search process, 4) strategies during the writing of the position ads, 5) strategies during the search visits, and 6) follow-up after the search. Finally, three appendices are attached providing networking databases for use in advertising.

Institutional Commitment

1) KSU has as part of its mission to value diversity. Departments should also have mission statements valuing diversity.

2) There should be continued efforts toward representing diversity in the curriculum at the institution and continued systematic methods for assessing student learning about diversity in the curriculum.

3) The institution should continue to sponsor campus-wide diversity events for KSU students and the community.

4) There should be continued partnerships with local schools and organizations in the community that represent and support diversity.

Advertising of Positions (Note: Faculty Search committees should select the most appropriate contact people from the strategies listed in this section and the accompanying appendices as part of their advertising/networking for their search.)

The following are some advertising and networking strategies for beginning level faculty positions.

1) Search committees should make contact with Directors of Graduate Programs at local doctoral granting institutions (e.g., Emory University, Georgia State University, Georgia Institute of Technology, and University of Georgia).

2) Search committees should make contact with Directors of Preparing Future Faculty programs. This program is sponsored by the Association of American Colleges and Universities and Council of Graduate Programs. Each doctoral- granting degree institution that participates in the program prepares its graduate students for faculty positions by partnering with a liberal arts college, a community college, and a master’s university to provide experiences for graduate students to learn about the roles and responsibilities of faculty at each partnering institution (see Appendix A).

3) Search committees should make contact with Graduate Directors leading doctoral granting institutions that produce the largest numbers of minority PhDs (see Appendix B) and/or institutions where the members of the search committee received their PhDs.

4) Search committees should make contact with Directors of graduate minority fellowship programs, such as the Mellon Minority Undergraduate Fellowship Program, GE CIC Minority Fellowship Program, the Ford Foundation/National Research Council Dissertation Fellowships for Minorities, NSF Minority Graduate Fellowships, and the American Association of University Women Graduate Fellowships.

5) Academic Affairs should work on developing a program that offers competitive fellowships to graduate students (including those from underrepresented groups) who are completing their Ph.Ds or have recently completed their Ph.D.s into one or two-year Instructor level and Temporary Assistant Professor positions at KSU. These positions can serve as a recruiting pool for tenure-track positions.

The following are some advertising and networking strategies for experienced faculty positions.

1) Search committees should make contact with all KSU faculty and administrators (on and off-campus) who are well networked in disciplines related to the areas of the faculty search for recommendations of qualified candidates. Search committees should then make contact with the recommended individuals.

2) Search committees should make contact with professional organizations (general and discipline-based) to get recommendations of qualified candidates. Search committees should then make contact with qualified individuals (see Appendix C).

Strategies During the Search Process

1) Give a charge to the faculty search committee stressing the importance of a diverse applicant pool.

2) Ensure that faculty from underrepresented groups who are respected and highly visible in their fields are on the search committee.

3) Academic Affairs should work on and provide to search committees copies of a campus production publication. This production publication (CD-rom or videotape) can be provided to candidates and can highlight the institution, community, and the Atlanta area (including campus and community diversity activities).

Strategies During the Writing of the Ads

Search committees should take great care when writing the ads for positions. The campus should have some common components in the ad that include the following:

1) The ad should encourage faculty from underrepresented groups to apply.

2) The ad can stress that applicants have an interest and experience in implementing curriculum addressing diversity issues.

3) The ad can stress that applicants have a familiarity working with diverse students.

4) The ad can stress that applicants have experience with a variety of teaching methods.

Strategies During the Faculty Search Visits

1) Candidate should be given time to visit with other faculty from a variety of backgrounds if the candidate wishes this.

2) Candidate should get a sense of the campus and local community.

Follow-Up After the Search

1) Academic Affairs should develop a revised form for Search committees to report back data related to the search. The revised form should allow for the collection of data to future search committees about effective faculty search strategies (including effective strategies for recruiting a diverse faculty).

2) Search committees and Department Chairs should conduct post-recruitment interviews with faculty candidates (including those of underrepresented groups) who accepted positions to find out what led them to accept. There should also be interviews with candidates (including those from underrepresented groups) who turned down a KSU offer to find out find out why.

References

Harvey, William. (2001). Eighteenth annual status report on minorities in higher education. Washington, DC: American Council on Education.

Hurtado, S., Clayton-Pedersen, A., Milem, J., & Allen, W. (1999). Enacting Diverse Learning Environments: Improving the Climate for Racial/Ethnic Diversity in Higher Education. ASHE-ERIC Higher Education Report 26, No. 8. Washington, DC: The George Washington University, Graduate School of Education and Human Development.

Turner, Caroline (2002). Diversifying the faculty: A Guidelines for Search committees. Washington, DC: Association of American Colleges and Universities.

APPENDIX A

Preparing Future Faculty Programs

Name	Department	Address	Phone Number	E-Mail
Lemons, Paula	Biology	Duke University, Durham, NC 27708	919-668-6181	plemons@duke.edu
Huether, Carl	Biology	University of Cincinnati, 2624 Clifton Avenue, Cincinnati, OH 45221	513- 556-9764	Carl.huether@uc.edu
Reeves, Thomas	Biology	University of South Carolina, Columbia, SC 29208	803-777-4141	No email address
Higley, Leon	Biology	University of Nebraska, Lincoln, NE 68583-0816	402-427-8689	lhigley@unlserv.unl.edu
Curran, David	Chemistry	University of Massachusetts, 701 Lederle, Graduate Research Tower A, 710 N. Pleasant St., Amherst, MA 01008	413-545-2585	curran@chem.umass.edu
Engel, Robert	Chemistry	Queens College-CUNY, 65-30 Kissena Blvd., Flushing, NY 11367	718-997-5191	Robert_engel@qc.edu
Heinz, Teresa	Communications	Indiana University, 107 S. Indiana Avenue, Bloomington, IN 47405-7000	812-855-7217	cledeni@indiana.edu (email for Graduate Secretary)
Kasman, Ilana	Chemistry	University of Michigan, Department of Chemistry, 930 N. University, Ann Arbor, MI 48109-1055	734-763-6148	inkasman@umich.edu
Russell, Arlene	Chemistry	University of California at Los Angeles, Los Angeles, CA 90065-1361	310-825-7570	aar@chem.ucla.edu
Cummings, Melbourne	Communications	Howard University, 2400 Sixth St., Washington, DC 20059	202-806-7690	mcummings@howard.edu
Waldhard, Enid	Communications and Information Studies	University of Kentucky, 105 Grehan Bldg., Lexington, KY 40506-0042	859-257-2886	waldhard@pop.uky.edu
Bruell, Steve	Computer Science	University of Iowa, Iowa City, IA 52242	319-335-0732	bruell@uiowa.edu
Martin, Wanda	Communications	University of New Mexico, Albuquerque, NM 87131	505-277-3046	wmartin@unm.edu
Heikenfeld, Jason	Electrical Engineering	University of Cincinnati, 2624 Clifton Ave., Cincinnati, OH 45221	513-556-4829	Jason.c.heikenfeld@uc.edu
Griffin, Barbara	English	Howard University, 2400 Sixth Street, Washington, DC 20059	202-806-6730	bgriffin@fac.howard.edu
Condon, William	English	University of Washington, Box 354330, Seattle, WA 98195-4330	206-543-2690	englgrad@u.washington.edu
Harkin, Patricia	English	University of Illinois at Chicago, Chicago, IL 60612	312-413-7400	pharkin@uic.edu
Barnes, Andrew	History	Arizona State University, Tempe, AZ 85287	408-965-9011	Andrew.barnes@asu.edu
Fleming, Robin	History	Boston College, 258 Hammond Street, Chestnut Hill, MA 02467	617-552-8484	Robin.fleming.1@bc.edu
Jewell, Jason	History	Florida State University, Tallahassee, FL 32306	850-644-5888	njumonvi@mailer.fsu.edu (email for the Chair of the Department)
Peloso, Vincent	History	Howard University, 2400 Sixth Street, Washington, DC 20059	202-806-6815	vpeloso@fac.howard.edu
Karagueuzian, Dikran	Math	Binghamton University, P.O. Box 6000 Binghamton, NY 13902	607-777-2547	Dikran-budirectory@zmedia.com
Shugart, Eileen	Math	Virginia Polytechnic Institute and State University, Blacksburg, VA 24061	540-231-8044	shugart@math.vt.edu
Steward, Gay	Physics	University of Arkansas, Fayetteville, AR 72701	479-575-2408	gsteward@uark.edu
Jones, Barbara	Physics	University of California at San Diego, San Diego, CA 92093	858-534-3290	B2jones@ucsd.edu
Chan, Steve	Political Science	University of Colorado at Boulder, Boulder, CO 80309	303-492-7904	Steve.chan@colorado.edu
Frazier, Michael	Political Science	Howard University Washington, DC 20058	202- 806-9348	mfrazier@howard.edu
Blomquist, William	Political Science	Indiana University-Purdue University Indianapolis 425 University Blvd. Indianapolis, IN 46202-5140	317- 274-7387	blomquis@iupui.edu
Rundquist, Barry	Political Science	University of Illinois At Chicago, Chicago, IL 60612	312-413-2190	barryr@uic.edu
Shore, Cecilia	Psychology	Miami University, Oxford, OH 45056	513-529-2401	shorec@muohio.edu
Blair, Irene	Psychology	University of Colorado, Boulder, CO 80309	303-492-4563	Irene.blair@colorado.edu
Phelps, Rosemary	Psychology	University of Georgia, Athens, GA 30602	706-542-4221	rphelps@coe.uga.edu
Benassi, Victor	Psychology	University of New Hampshire, Dept. of Psychology, Conant Hall, 10 Library Way Durham, NH 03824	603- 862-2360	vab@cisunix.unh.edu
DeCoster, Stacy	Sociology	North Carolina State University Box 8107 Raleigh, NC 27695-8107	919- 513-2554	smdecost@ncsu.edu
Mckibben, Sherry	Sociology	Texas A&M University College Station, TX 77843	979- 458-8056	sherry-lynn-mckibben@tamu.edu
Moore, Helen	Sociology	University of Nebraska, 723 Oldfeather Hall, Lincoln, NE 68583-0816	402-472-6071	hmoore@unlserv.unl.edu
Robinson, Rob	Sociology	Indiana University, 107 S. Indiana Avenue, Bloomington, IN 47405-7000	812-855-1547	robinson@indiana.edu

APPENDIX B

Leading Ph.D. Institutions of Minority Ph.D.’s, 1993-1997

(ranked by number of Ph.D.s)

Institution	#	Name & Position	Address	Phone Number	Email
Asians
University of California at Berkeley	204	Mary Ann Mason, Dean of the Graduate Division	309 Sproul Hall #5900, Berkeley, CA 94720-5900	510-642-5472	Graddean@uclink4.berkeley.edu
University of California at Los Angeles	193	Claudia Mitchell-Kernan, Dean of the Graduate Division	405 Hillgard Avenue, Box 951361, Los Angeles, CA 90095-1361	310-825-4383	cmkernan@gdnet.ucla.edu
Stanford University	166	Ann George, Dean of Research and Graduate Policy	Stanford, CA 94305	650-723-2300	anngeo@stanford.edu
University of Southern California	106	Jonathan Kotler, Director of the Graduate School	Los Angeles, CA 90089	213-740-9034	kotler@usc.edu
Massachusetts Institute of Technology	103	Isaac M. Colbert, Dean for Graduate Students	Graduate Students Office (Room 3-138), Cambridge, MA 02139-4307	617-253-4860	ikec@mit.edu
University of Michigan	96	Earl Lewis, Vice Provost for Academic Affairs- Graduate Studies	Ann Arbor, MI 48109	734-764-4401	earlewis@umich.edu
Harvard University	93	Peter Ellison, Dean of the Graduate School of Arts & Sciences	8 Garden Street, Byerly Hall 220, Cambridge, MA 02138-3654	617-496-1464	pellison@fas.harvard.edu
University of Illinois at Urbana	89	Cecilio Barrera, Associate Dean of the Graduate School	801 South Wright Street, Champaign, IL 61820-6210	217-333-4860	cbarrera@uiuc.edu
University of California at Davis	77	Jeffrey Gibeling, Dean of Graduate Studies	One Shields Avenue, Davis, CA 95616	530-752-0652	jcgibeling@ucdavis.edu
Columbia University	70	Henry Pinkham, Dean of the Graduate School of Arts & Sciences	2960 Broadway, New York, NY 10027-6902	212-854-2861	Hcp3@columbia.edu
University of Hawaii at Manoa	65	Peter Garrod, Associate Dean, Graduate Division	2540 Maile Way, Spalding 360, Honolulu, Hawaii 96822	808-956-7541	garrod@hawaii.edu
University of Wisconsin at Madison	63	Martin Cadwallader, Dean of the Graduate School	500 Lincoln Drive, Madison, WI 53706	608-262-1044	mtcadwal@facstaff.wisc.edu
Yale University	59	Susan Hockfield, Dean of the Graduate School	P.O. Box 208236, 320 York St., New Haven, CT 06520-8236	203-432-2733	Susan.hockfield@yale.edu
Cornell University	58	Alison Power, Graduate Dean	Caldwell Hall, Ithaca, NY 14853-2606	607-255-7374	Agp4@cornell.edu
University of Washington	58	Marsha Landolt, Dean of the Graduate School	P.O. Box 353770, G-1 Communications, Seattle, WA 98195	206-543-7468	landolt@u.washington.edu
University of California at San Diego	56	Richard Attiyeh, Dean of Graduate Studies	520 ERC, Mail Code 0003, 9500 Gilman Drive, LaJolla, CA 92093-0003	858-534-6654	rattiyeh@ucsd.edu
Northwestern University	54	Richard Morimoto, Dean of the Graduate School	633 Clark Street, Evanston, IL 60208	847-491-8502	r-morimoto@northwestern.edu
University of California at Irvine	53	Yong Chen, Associate Graduate Dean	120 Administration Building, Irvine, CA 92697-3180	949-824-9096	Y3chen@rgs.uci.edu
Princeton University	52	William Rusel, Dean of the Graduate Sch