fernando r. guzman iii, ph.d. assistant provost for multicultural faculty recruitment &...
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Fernando R. Guzman III, Ph.D.
Assistant Provost for Multicultural Faculty Recruitment & Retention
University of Denver
AAC&U October 2008
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Talent Development National Recruitment Hiring Candidates Retention of Faculty Earning Tenure
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Assets Search Committee Job Announcement Diversity Campus Visit Retention Plan Outcomes Challenges
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Climate Mountains Downtown Cultural Center Sports Quality of Life Diversity
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Set time line Organize committeePosition descriptionPost positionEvaluate curriculum vitasPrepare phone interviewsPrepare campus visitExtend the offerTransition and welcome new hire
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Chronicle of Higher Education Specialized Journals National Conferences Professional Contacts Personal Contacts
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Hispanic Outlook
Black Issues (Diverse Issues in higher education)
American Indian organizations
Asian American organizations
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Pick up by staff/faculty Hotel downtown Contact with students and faculty and
administration Contact with faculty of color Evidence of diversity Hospitality University presence in the community
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Seventeen percent of the student body Twelve percent of the Faculty Statewide
800,000 Latinos162,000 African Americans105,000 Asian Americans38,000 American Indians
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CME Spirituals Project Community-Based Research Project Center for African American Policy Women’s College FOCA Coalition of Faculty of Color in Clinical
Programs
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University characteristicsLocationReputationType of institution
Department characteristicsCommitment to diversityMission of departmentCommitment, energy and vision
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Seeks to attract racially, culturally, and academically diverse faculty
Our priority is to develop a multicultural educational environment
DU is committed to recruiting and retaining a diverse faculty
Commitment and demonstrated record
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Fostering a commitment in the Professional communityPersonal community
Research Funds Conferences Writing workshops FOCA Queer Faculty Assoc.
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MentoringUnderstanding how tenure
works at DU and within the department
Individual contact with dean, director, and chair Evidence of
commitment
Community collaboration
Retention is everybody’s responsibility
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“DU impressed me with outreach effort”“It was truly a first class experience”“I’m going to tell others about DU”“DU set the bar very high for other
colleges I will be visiting”“I am impressed with the personal calls”
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Expanding pool of candidates Expanding pool of doctoral candidates Working with search committees Hiring outstanding candidates Retention of faculty National reputation
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Debunking mythsCan’t compete with other
collegesCommand top salaries
Expand the pool Contribute to pipeline Optimistic perspective
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Turner, Caroline S.V. and Samuel L. Myers, Jr. 2000. Faculty of color in academe: Bittersweet success. Needham Heights, MA: Allyn and Bacon.
Smith, D. G. et al. (1996). Achieving faculty diversity: Debunking the myths: Washington, DC: Association of American Colleges and Universities.
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Turner, C.S.V. (2002). Women of color in academe: Living with multiple marginality. The Journal of Higher Education, 73(1), 74-93.
Jackson, J. (2004). The story is not in the numbers: Academic socialization and diversifying the faculty. National Women’s Studies Association Journal, 16(1), 171-185