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University of California President’s Task Force on Faculty Diversity 2005-06

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. UC President’s Task Force on Faculty Diversity What do we mean by diversity?.

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University of California President’s Task Force on Faculty Diversity 2005-06

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  1. University of California President’s Task Force on Faculty Diversity 2005-06

  2. University of California President’s Task Force on Faculty DiversityTask Force Members

  3. 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.”

  4. 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

  5. UC President’s Task Force on Faculty DiversityWhy 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.

  6. UC President’s Task Force on Faculty DiversityWhat 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.

  7. 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.

  8. 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

  9. 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%

  10. University of California President’s Task Force on Faculty DiversityTenured Faculty Availabilities for URMs: All Institutions Nationwide & A Subset of Institutions source of 80% UC HiresThe “all institutions” data match those of the UC source institutions.

  11. University of California President’s Task Force on Faculty DiversityFaculty Headcount 1989-2005 The Problem at UC: Little Change in Percentage URM Faculty

  12. 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

  13. University of California President’s Task Force on Faculty Diversity Faculty Headcount by Race 2004Representation varies by field for minorities

  14. University of California President’s Task Force on Faculty DiversityFaculty Headcount by Gender 2004Representation varies by field for women

  15. 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 (15.8%) (11.0%) (9.3%) (4.0%) (4.5%) 32 31 15 9 9 Anthropology Economics History Political Sci Sociology URM: Amer Ind, African Am & Chicano/Latino All Ladder Rank Faculty

  16. 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 All Ladder Rank Faculty & Chicano/Latino Ethnic Studies (171) Ethnic Studies (95) Languages (33) Languages (305) 1.9% 14.2% 4.9% 3.4% Education (163) Education (34) 1.8% 5.1% All Other Fields (509) All Other Fields (8,230) 75.9% 92.8%

  17. University of California President’s Task Force on Faculty DiversityUC Faculty – Comparison 8 InstitutionsFaculty Diversity is a National Problem

  18. University of California President’s Task Force on Faculty DiversityFaculty Headcount 2005Systemwide numbers of URM faculty are low

  19. University of California President’s Task Force on Faculty DiversityFaculty Headcount 1989-2005System-wide numbers of American Indian faculty remain very low

  20. University of California President’s Task Force on Faculty DiversityFaculty Headcount 1989-2005System-wide numbers of African American faculty remain low,increasing by only 38 since 1994

  21. University of California President’s Task Force on Faculty DiversityFaculty Headcount 1989-2005System-wide numbers of Chicano/Latino faculty remain lowwith an increase of 135 since 1994

  22. University of California President’s Task Force on Faculty DiversityFaculty Headcount 1989-2005Since 1994, numbers of white faculty have risen by ~ 1,000

  23. University of California President’s Task Force on Faculty DiversityFaculty Headcount 2005At some campuses, numbers of URM faculty are very low

  24. University of California President’s Task Force on Faculty DiversityFaculty Tenured Headcount 2005 The numbers of URM faculty with tenure are even lower

  25. University of California President’s Task Force on Faculty DiversityFaculty Headcount 2005Percentage of URM faculty by campus

  26. University of California President’s Task Force on Faculty DiversityFaculty Hiring 1984-2004Hiring of URM faculty flat over time, but up recently

  27. University of California President’s Task Force on Faculty DiversityPercentage of Newly Hired Faculty Hiring of URM fell after 1995, but increased after 2000 N = 144 130 99 58 38 58 188 137 202

  28. 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 N = 74 50 82 32 24 37 119 106 74

  29. University of California President’s Task Force on Faculty DiversityPercentage of Newly Hired Faculty Hiring of tenured African American faculty fell after 1995 and has not recovered N = 45 41 50 24 13 16 69 54 66

  30. University of California President’s Task Force on Faculty DiversityFaculty Hiring by Field 1999-00 through 2004-05Recent Hiring of Minority Faculty Increases Field Disparities

  31. University of California President’s Task Force on Faculty DiversityFaculty Hiring by Field 1999-00 through 2004-05Recent Hiring of Women Faculty Continues Field Disparities

  32. University of California President’s Task Force on Faculty DiversityFaculty Hiring 1984-2004 Hiring of Women dropped after 1995, then recovered after the BSA Gender Equity Audit in 2000 * * Prop 209 Audit

  33. University of California President’s Task Force on Faculty DiversityPipeline from High School to UC FacultyThe Shape of the Pipeline Varies for URM, Women and Whites

  34. University of California President’s Task Force on Faculty DiversityFaculty Hiring vs. Availability 2000-01 to 2003-04UC hires women faculty below availability in all fields Assistant Professors Assoc & Full Professors

  35. Assistant Professors Assoc & Full Professors University of California President’s Task Force on Faculty DiversityFaculty Hiring vs. Availability 2000-01 to 2003-04UC hires URM below availability in some fields and above in others

  36. 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 Domestic (53%) (47%) White (59.4%) Men (63%) Women (37%)

  37. University of California President’s Task Force on Faculty DiversityUC Tenure Track FacultyRACE/ETHNICITY BY CITIZENSHIP STATUSOctober 2005Percentage US Citizen & Other 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.

  38. University of California President’s Task Force on Faculty DiversityFaculty Average Annual Resignation Rates1999-00 through 2003-04

  39. University of California President’s Task Force on Faculty DiversityAssistant Professors Hired 1993-94 through 1996-97Status Eight Years Later Whites& Asians URMs N=826 N=82 Other includes: died, change of title, still an assistant professor

  40. University of California President’s Task Force on Faculty DiversityUC Berkeley - Assistant Professors Status After 12 Years Whitesin Non-STEM Fields URMs (83% Non-STEM) N=46 N=252

  41. University of California President’s Task Force on Faculty Diversity Deans, Provosts, Department Chairs and Tenured Faculty Headcounts, October 2004 88% 87% 82% 81% 12% 11% 9% 8% 7% 7% 4% 4% TenuredFaculty Chairs Deans Exec Deans & Provosts URM 472 23 5 6 AsianAm 784 48 9 10 White 5,548 485 103 75 Total 6,804 556 117 91

  42. 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.

  43. University of California President’s Task Force on Faculty DiversityWhat 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

  44. University of California President’s Task Force on Faculty DiversityWhat 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

  45. UC President’s Task Force on Faculty Diversity URM Faculty as a Percent of All UC FacultyActual, and Future ProjectionsComparing1996 Hiring to 2004 Hiring Patterns** Business as Usual ! ? **Separation rates are based on 1996-2004 data.

  46. University of California President’s Task Force on Faculty DiversitySummary of the Recommendations of the Task Force • LEADERSHIP • Strong leadership is critical to institutional change. • ACADEMIC PLANNING • Diversity will not thrive unless it is incorporated into academic planning at every level. • RECRUITMENT AND RETENTION • Campuses can do more to promote faculty diversity through recruitment, hiring and retention practices. • RESOURCES AND REWARDS • 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.

  47. 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

  48. 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

  49. 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.

  50. 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

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