presented by maria luz fernandez, phd (diversity committee chair) to the university senate march 2,...
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Retention of Underrepresented Faculty and Staff
Presented by Maria Luz Fernandez, PhD (Diversity Committee Chair)
to the University SenateMarch 2, 2015
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The Committee was created on November
10, 2008 Charge: This committee shall review
University policies, practices, and conditions relevant to supporting and promoting diversity among students, faculty, and staff. This committee may recommend any desirable expressions of Senate opinion on these matters, and it shall make an annual report at the April meeting of the Senate
Senate Diversity Committee
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UConn Efforts for Diversity
Senate Diversity Committee, 2008
Task Force for Diversity, 2014
Provost Commission on Institutional Diversity, 2012
Diversity Strategic Planning Committee, 2013
Diversity Action Committee, 2002
Other: Diversity Committees in some Schools and Colleges
Why are we still having so many problems in the
retention of diverse faculty and staff ?
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Highly successful Undergraduate
recruitment High rates of retention (82% for 2013) What are we doing right with students?
Underrepresented Students at UConn
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UConn: What the numbers tell us about faculty and
staff
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2007 2012 20130
10
20
30
40
50
60
70
80
MenWomen
35.6 35.132.4
Adapted from the ODE web site
Faculty: Gender
64.4 64.967.6
%
Years
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Faculty: Diversity
White Black Hispanic Asian Native Am
0
10
20
30
40
50
60
70
80
90
200720122013
Adapted from the ODE web site
Perc
en
tage
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Faculty: Under-represented
Black Hispanic Hired0
10
20
30
40
50
60
2012 2013
Num
ber
of
Facu
lty
Adapted from the ODE web site
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Staff: Diversity
White Black Hispanic Asian Native Am
0102030405060708090
100
200420092014Pe
rcen
tage
Adapted from the ODE web site
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Staff: Comparisons with the State of Connecticut
Hispanic Black White0
10
20
30
40
50
60
70
80
90
State of CTUConn
69.6
84.8
Perc
en
tage
Adapted from the ODE web site
14.7
511.3
6.5
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Retention Strategies
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Numerous Initiatives
President’s Office Office of Diversity and Equity (ODE) Provost Office Human Resources Women’s Center Deans Various Committees
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What can we do?
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Central Diversity Office with a main focus
on initiatives for the recruitment and retention of diverse faculty and staff
Institutionalize a Mentoring Program to support under-represented faculty and staff through the various stages of their career at UConn
Promote diversity among students, faculty and staff by giving excellence in diversity awards on a yearly basis to show that Diversity matters at UConn
Proposed Initiatives
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Different from ODERegulatory, focus on complianceGathering of diversity data Proposed Diversity OfficeDedicated to the recruitment and retention of minority faculty and staffIn charge of Implementing strategies to retain diverse faculty and staff
Diversity Office
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Composition: Office should have in addition
to a Diversity Officer, active participation of faculty and staff
“Diversity Caucus” Ideas come from this office
Diversity Office
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Presentation of results in a National/International meeting
PhD dissertation/MS Thesis
Publications
Implementation
Measurable Outcomes
Results
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Show in our numbers that we have increased retention
Support from the upper Administration
Increased retention rates
Implementation
Measurable Outcomes
Results
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Ambassador Programs Spousal Hires Teaching support Collaborative grants program Travel awards to enhance research Training workshops Invited Speakers Exit Interviews Celebration of Diversity
Numerous ideas
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Central Diversity Office with a main focus on
initiatives for the recruitment and retention of diverse faculty and staff
Institutionalize a Mentoring Program to support underrepresented faculty and staff through the various stages of their career at UConn
Promote diversity among students, faculty and staff by giving excellence in diversity awards on a yearly basis to show that Diversity matters at UConn
Proposed Initiatives
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Mentoring Program
Someone who teaches or gives help and advice to a less experienced and often but not necessarily a younger person
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Mentoring beyond Academic Success Social and Personal Components Resource for IndividualsExample:HEMBRA Program
Mentoring
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For Faculty: Adapt to the new environment Navigate the tenure process Promotion to full Professor Leadership and Community Service For Staff Training in the work place Support for Promotion Leadership and Community Service
Mentoring Program
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Central Diversity Office with a main focus on
initiatives for the recruitment and retention of diverse faculty and staff
Institutionalize a Mentoring Program to support under-represented faculty and staff through the various stages of their career at UConn
Promote diversity among students, faculty and staff by giving excellence in diversity awards on a yearly basis to show that Diversity matters at UConn
Proposed Initiatives
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Higher Education Excellence in Diversity
(HEED)
National Award for Diversity
Outstanding Commitment for Diversity and Inclusion
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Targeted awards
Individuals who have gone above and beyond to promote inclusion, equity and social justice
Students (Graduate and Undergraduate) Faculty Staff
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Retention of Diversity faculty and
staff should not be a topic of discussion but rather a goal that
should be actively pursued
Concluding thoughts
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Questions?
Comments?