JOINT MEETING: DIVERSITY AND EQUITY AND HUMAN RESOURCES COMMITTEE

MARCH 18, 2015

11:00 AM

MINNESOTA STATE COLLEGES AND UNIVERSITIES

MCCORMICK ROOM, FOURTH FLOOR

30 7TH STREET EAST

SAINT PAUL, MN

Please note: Committee/Board meeting times are tentative. Committee/Board meetings may begin up to 45 minutes earlier

than the times listed below if the previous committee meeting concludes its business before the end of its allotted time slot.

Minnesota State Colleges and Universities Faculty and Staff Diversity: Current Demographics

and Strategies (pp.1-2)

Diversity and Equity Committee

Ann Anaya, Chair

Elise Ristau, Vice Chair

Kelly Charpentier-Berg

Alexander Cirillo

Thomas Renier

Louise Sundin

Human Resource Committee

Alexander Cirillo, Chair

Dawn Erlandson, Vice Chair

Margaret Anderson Kelliher

Kelly Charpentier-Berg

Robert Hoffman

Bolded items indicate action required.

1

MINNESOTA STATE COLLEGES AND UNIVERSITIES

BOARD OF TRUSTEES

Agenda Item Summary Sheet

Name: Diversity and Equity and Date: March 18, 2015

Human Resources Committee

Title: Minnesota State Colleges and Universities Faculty and Staff Diversity:

Current Demographics and Strategies

Purpose (check one):

Proposed Approvals Other

New Policy or Required by Approvals

Amendment to Policy

Existing Policy

Monitoring / Information

Compliance

Brief Description:

[Type a quote from the document or the summary of an interesting point. You can position the

text box anywhere in the document. Use the Drawing Tools tab to change the formatting of the

pull quote text box.]

Scheduled Presenter(s):

Mark Carlson, Vice Chancellor for Human Resources

Leon Rodrigues, Chief Diversity Officer

Michael Birchard, Chief Diversity & Affirmative Action Officer, North Hennepin

Community College

Michael Freer, Chief Human Resources Officer, North Hennepin Community College

X

The Diversity and Equity and Human Resources committees will engage in a study session

on faculty and staff demographics and strategies being implemented to expand and maintain

our diverse workforce.

2

BOARD OF TRUSTEES

MINNESOTA STATE COLLEGES AND UNIVERSITIES

INFORMATION ITEM

Minnesota State Colleges and Universities Faculty and Staff Diversity:

Current Demographics and Strategies

BACKGROUND

The Diversity and Equity and Human Resources committees will engage in a study session on

faculty and staff demographics and strategies being implemented to expand and maintain our

diverse workforce. Trend data regarding the progress toward creating a diverse workforce will

be presented. Committee members will engage in a discussion on strategic actions regarding

recruitment, retention and employee development designed to expand and maintain a diverse

workforce for the system.

The Minnesota State Colleges and Universities System is an Equal Opportunity Employer and Educator.

Minnesota State Colleges and Universities

Faculty and Staff Diversity: Current Demographics and Strategies

March 18, 2015

Joint Diversity and Equity Committee and Human Resources Committee Study Session

The importance of having a diverse workforce

Progress towards our goals

Overview of our faculty and staff

Trends in employee composition by role

Trends in employee characteristics

Strategic Actions

Recruitment

Retention

Growing our own

Questions, discussion and guidance

2

Outline

Creates a welcoming community for all students

Fosters greater respect for the cultural differences that learners bring to the educational experience

Engages multiple perspectives and experiences in the service of student and organizational learning

Provides more diverse role models to learners

Provides positive relationship and intercultural engagement

Evidence of equity and structural change

(Summary of research by Milem, 2003; Smith, Turner, Osei-Kofi &Richards, 2004)

3

Value of diverse faculty and staff

Percent employees of color and American Indian employees is ahead of goal

9.2%

9.6%9.8%

10.4%

10.8%

8.9%

8.3%8.6%8.5%

10.5%

10.1%9.8%

11.6%

11.0%

6.0%

8.0%

10.0%

12.0%

14.0%

2007 2008 2009 2010 2011 2012 2013 2014 2015* 2016 2017Fiscal Year

% Employees of color and American Indian employees Goal

4

* Preliminary

Employee headcount peaked in fiscal year 2011

11,18910,766 10,677

10,296

6,826 6,981 6,934 6,879 6,852 6,924 7,008

345 361 392 391 375 344 340 346

17,693 17,957 18,228 18,374 18,44317,962 17,941 17,650

10,770 10,85510,64111,049

6,707

0

4,000

8,000

12,000

16,000

20,000

2007 2008 2009 2010 2011 2012 2013 2014Fiscal Year

Colleges Universities System Office* Total

5

* System office FTE employees in 2014 included 311.1 general fund positions and 31.4 externally funded positions.

16,918 employees

15,414 full-time equivalents (FY2014)

57.5% at the colleges

40.5% at the universities

2.0% at the system office

57% are faculty

43% are staff

55% are women

10.8% are employees of color

6

Snapshot of employees: November 2014

Employees by role

7

Professional

17%

Faculty

56%

Service &

Support

21%

Administrators

3%

Managers &

Supervisors

3%

Total Employee Headcount = 16,918

FY 2015 (Prelim)

8.3% 8.1%7.3%

11.2%

5.8%

9.0%

10.8%10.4%

9.3%

13.9%

10.2%

12.2%

0%

3%

6%

9%

12%

15%

AllEmployees

InstructionalFaculty

Service &Support

Profes-sionals

Managers &Supervisors

Adminis-trators

Perc

en

t E

mp

loyees o

f C

olo

r

2007 2015 *

8

Employees of color and American Indian employees comprise an increasingly larger percentage of the system’s workforce

Employees of Color: 2007 = 1,472 2015* = 1,829 Increase = 24.3%

All Employees: 2007 = 17,693 2015* = 16,918 Decrease = -4.4%

Turnover of white employees and employees of color and American Indian employees are similar

4.0%

6.0%

8.0%

10.0%

12.0%

14.0%

2009 2010 2011 2012 2013 2014Fiscal Year

Employees of color and American Indian employees White employees

9

Turnover = Number of permanent employees who have separated during the fiscal year

Average number of permanent employees

0.9%1.0%

3.5%

2.1%

1.2%0.9%

4.9%

9.7%

4.5%

3.5%

4.1%

2.4%

0.8%

1.8%

3.4%

0%

2%

4%

6%

8%

10%

American

Indian

Asian & Pacific

Islander

Black Hispanic Two or More*

Pe

rce

nt

of

Po

pu

lati

on

Instructional Faculty All Other Staff Students

10

Employee diversity compared to the diversity of the student body

* The Two or More category includes a majority of American Indian employees

8.7%

7.2%

13.8%

27.2%

15.0%

16.3%

7.1%

20.9%

0%

10%

20%

30%

College University

Pe

rce

nt

of

Po

pu

lati

on

Unlimited / Tenured Faculty Probationary / Tenure Track Faculty

All Faculty Students

11

Faculty diversity compared to student diversity

Women comprise a majority of employees

49.9%

60.2%

46.2%52.6% 54.3%

50.1%

37.0% 39.8%

53.8%47.4% 45.7%

63.0%

0%

25%

50%

75%

100%

Faculty Service &

Support

Profes-

sionals

Managers &

Supervisors

Adminis-

trators

All

Women Men

12

44.4%

49.2%50.9% 52.3%

46.1%

61.5%

33.9%

49.5%47.6%

39.1%

0%

20%

40%

60%

Professor Assoc Prof Asst Prof Instructor Total Faculty

with Rank

Pe

rce

nt

Wo

me

n F

ac

ult

y

2007 2014

13

Women comprise an increasing percentage of

university professors

Women professors: 2007 = 304 2014 = 356 Increase = 17.1%

Men professors: 2007 = 594 2014 = 555 Decrease = -6.6%

Women comprise higher percentages of

assistant, associate & full professors at MnSCU

universities than at similar US universities

14

35.2%

45.8%

52.4%

38.0%

54.2%

49.1%

0%

10%

20%

30%

40%

50%

60%

Professor Assoc. Professor Asst. Professor

Pe

rce

nt

Wo

me

n F

ac

ult

y

MnSCU Universities U.S. State Universities

* Based on 2013 national higher education data (IPEDS)

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Percent of employees in key roles aged 61 and over

17.2%17.9%

18.7%

22.9%

0%

10%

20%

College

Faculty

University

Faculty

Admin-

istrators

All

Employees

Pe

rce

nt

Ag

ed

61

an

d O

ve

r

Hiring Process

Search consultants with a track record recruiting diverse candidates

Diverse search advisory committees (SAC)

SAC training on respecting differences and avoiding discrimination

Timeline for applicant review may be extended if pool is not diverse

Onboarding

Cohort model

Mentoring

Coaching

Both individual and group orientation, and orientation on specific topics

16

Executive search best practices

29 executive searches

18 new presidents

8 women

5 underrepresented

7 interim presidents

4 women

2 underrepresented

11 cabinet appointments

3 women

2 underrepresented

17

Modeling best practices:Executive searches over the past 3 years

0.0%

10.0%

20.0%

30.0%

FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15

% E

mp

lo

ye

es

o

f C

olo

r

A Tactical Recruitment Team

Steven Rosenstone, Annette Parker, Rassoul Dastmozd, Connie Gores, Cecilia Cervantes, Mark Carlson and Leon Rodrigues

Additional members added – Tactical recruitment task force –Michael Opoku – Inver Hills; Venoreen Brown-Boatswain –Anoka Ramsey, Mary Nienaber, Lori Mikl – Winona State and Renée Hogoboom – system office

18

Recruitment

Campus stakeholders:

Chief Diversity Officers

Affirmative Action Officers

Chief Human Resources Officers

Talent Management

Presidents

All stake holders participate in consistent efforts to identify qualified diverse candidates, internal and external, to apply for positions.

19

Recruitment strategics includes collaboration across all campuses

Asian, Latino, African American and immigrant groups

Local groups who have connections to diverse professionals Latino- LEAD, CAAL, Twin Cities Diversity Roundtable

National groups – AACC, ACE, HBCU listserv, HERC, NADOHE, AAC&U and The Registry at Texas Tech (a national registry for minority faculty and administrators)

Campus Chief Diversity Officers utilize their connections with local community forums

20

External Partners

New hires are increasingly diverse

Focused recruitment efforts have produced diversity at a number of levels

Employees of color and American Indian employees in president and system office leadership positions has increased from 13.5% to 25.7%

Executive search practices and results are a model for the system

21

Recruitment Results

10.8% 10.4%9.3%

13.9%

11.2%

14.5%

11.3%

19.6%

22.6%

18.1%

0%

5%

10%

15%

20%

25%

All Employees Instructional

Faculty

Service &

Support

Professionals Managers &

Administrators

Pe

rce

nt

Em

plo

ye

es

of

Co

lor

All Employees * New Hires (FY14)

22

Employees of color and American Indian employees represent a larger percentage of new hires than of the workforce as a whole

* Preliminary 2015

23

Diversity Recruitment Strategies & Our Communities

• Traditional MnSCU methods (HigherEdjob.com, MnSCU Job Bulletin, etc.)

• Joined many listserv’s (HBCU’s, American Indian, TRiO, Immigrant, etc.)

• Connect with local leaders and ask them to send out to their community

• Faculty and Staff assistance (No way we can know every affinity group for every discipline)

• Meet with community leaders and organizations (African Immigrant Services, CLUES, Mandingo Society, etc.)

24

Diversity Recruitment Strategies & Our Communities (cont’d)

• Attend and speak at community cultural events (Think Again Brooklyn’s, Guinea New Year, Mandingo Society Community Forum, Igbo Fest, etc.)

• Be active and honest in the community (NHCC has 44% students of color and only 20% employees of color and we need help increasing the diversity of our employees)

• Hold job fair on college campus that is focused on protected group communities

• Take the time to meet individually with community members • Remember that our students are a great resource• Find a balance between the communities needs, the students

needs, and the Deans and Administrators needs.

Set the tone at the top

Consistent campus messaging regarding diversity hiring

Create an inclusive environment

Be intentional about onboarding

Create support systems including mentoring and affinity groups for employees

25

Retention Strategies

Professional development

Support for departments

Consistent campus messaging regarding diversity in hiring

Recruit faculty who are interested in administrative leadership careers

Create career pathways for talented diverse employees

26

Retention Strategies (cont’d)

Use intentionality in the onboarding process

Leverage on-campus diversity groups for retention and feedback on institutional climate

Review campus climate studies and implement recommendations that increase satisfaction

Develop robust exit interview strategies

Review feedback from OCR reviews and campus to develop sustainable diversity and inclusion practices that help new hires and existing hires to fit in

27

Retention Strategies (cont’d)

Communicate advancement opportunities broadly

Develop pathways for:

Stretch assignments (interim, work-out-of-class, special projects)

Faculty and staff professional development

Leadership development programs

System and campus approach for continued succession planning

Encourage managerial and supervisory staff to identify talented, diverse individuals for open positions

28

“Growing our own” Strategies

Luoma Leadership Academy cohorts from 2005-2014 were:

60% Female

14% Employees of color and American Indian employees

29% were instructional faculty

40% have been promoted since participation

Executive development participants in 2013/14 were:

48% Female

13% Employees of color and American Indian employees

39% were Deans

29

“Growing our own” Results

Expand faculty participation in leadership programs

Post and advertise all job opportunities, including temporary and interim assignments

Expand use of workforce analytics to measure success

30

“Growing our own” Opportunities

Are there any comment on these strategies?

Are there additional strategies we should be using?

31

Questions, discussion and guidance