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UCSD and UC: Minority Faculty Hiring, 1999-2005

UCSD and UC: Minority Faculty Hiring, 1999-2005. <-UCSD & Systemwide-> General Campus - 10/05. UCSD General Campus (10/04) MEN WOMEN. UCSD new hires, 1999-2000 to 2003-2005. UCSD new hires, 1999-2000 to 2003-2005. Tenured Faculty, 10/04. 6 areas significantly better than pool.

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UCSD and UC: Minority Faculty Hiring, 1999-2005

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  1. UCSD and UC:Minority Faculty Hiring,1999-2005

  2. <-UCSD & Systemwide-> General Campus - 10/05

  3. UCSD General Campus (10/04)MEN WOMEN

  4. UCSD new hires, 1999-2000 to 2003-2005

  5. UCSD new hires, 1999-2000 to 2003-2005

  6. Tenured Faculty, 10/04 • 6 areas significantly better than pool.

  7. Tenured Faculty, 10/04 • 5 areas significantly worse than pool.

  8. Tenured Faculty, 10/04 • 5 areas have no underrepresented minority faculty.

  9. Tenured Faculty, 10/04 • Total UCSD percentages slightly less than UC (-.5% worse than 2002). UCSD All UC

  10. Tenured Faculty, 10/04 • 6 areas significantly better than pool. • 5 areas significantly worse than pool. • 5 areas have no underrepresented minority faculty. • Total slightly worse than UC percentages (UCSD -.5% since 2002). • What is the hiring trend for tenured faculty?

  11. New Tenured Faculty, 2000-01 to 2003-04 • In Science and Engineering Divisions (52% of total UCSD tenured hires), underrepresented minority faculty hired: 4 (9.3%) of 43 (up from 3 of 46 or 6.5% in 2002).

  12. New Tenured Faculty, 2000-01 to 2003-04 • UCSD 9.3% compares to 9.9% UC-wide hiring in Science and Engineering Divisions (49% of total UC tenured hires).

  13. New Tenured Faculty, 2000-01 to 2003-04 • Humanities & Social Sciences represent bright spots as a whole.

  14. New Tenured Faculty, 2000-01 to 2003-04 • Percentages better than for total Tenured. New Tenured: Total Tenured:

  15. New Tenured Faculty, 2000-01 to 2003-04 • In Science and Engineering Divisions (53% of total UCSD tenured hires), underrepresented minority faculty hired: 4 (9.3%) of 43. • UCSD 9.3% compares to 9.9% UC-wide hiring in Science and Engineering Divisions (49% of total UC tenured hires). • Humanities and Social Sciences represent bright spots in the aggregate. • Percentages better than for total Tenured. • What about non-tenured ladder-rank hires?

  16. Non-tenured Faculty, 10/04 • 7 of 17 areas with searches have hired no underrepresented minority non-tenured faculty. 4 areas have no minority non-tenured faculty at all.

  17. Non-tenured Faculty, 10/04 • 3 departments provide 37.5% of all UCSD minority non-tenured faculty, 47% if Asians in Engineering and Computer Science are not counted. (Ethnic Studies accounts for 4 of 6 in Social Sciences.)

  18. Non-tenured Faculty, 10/04 • UCSD has a slightly lower % of underrepresented minority non-tenured faculty than does UC as a whole (improved since 2002). UCSD All UC

  19. Non-tenured Faculty, 10/04 • 7 of 17 areas with searches have hired no underrepresented minority non-tenured faculty. 4 areas have no minority faculty at all. • 3 departments provide 37.5% of all UCSD minority non-tenured faculty (47% without Asians in Engineering and Computer Science.) • UCSD has a slightly lower % of underrepresented minority non-tenured faculty than does UC as a whole. • What is the hiring trend for non-tenured faculty?

  20. New Non-tenured Faculty, 2000-01 to 2003-04 • 7 of 16 areas with searches hired no underrepresented minority non-tenured faculty. 3 areas hired no minority faculty at all.

  21. New Non-tenured Faculty, 2000-01 to 2003-04 • 3 departments hired 29% of all new UCSD minority non-tenured faculty (37% without Asians in Engineering and Computer Science). (ES = Social Sciences.)

  22. New Non-tenured Faculty, 2000-01 to 2003-04 • UCSD has hired a slightly lower % of minority non-tenured faculty than UC as a whole. UCSD All UC

  23. New Non-tenured Faculty, 2000-01 to 2003-04 • 7 of 16 areas with searches hired no underrepresented minority non-tenured faculty. 3 areas hired no minority faculty at all. • 3 departments hired 29% of all new UCSD minority non-tenured faculty (37% without Asians in Engineering and Computer Science). • UCSD has hired a slightly lower % of minority non-tenured faculty than UC as a whole. • Percentages significantly lower than total non-tenured.

  24. Conclusion: CRISIS • Hiring trends for UCSD will make UCSD less diverse at a rate greater than UC as a whole. • UCSD is consistently not utilizing the availability of minority scholars in a significant number of areas. • If present trends continue, in many units the gap between availability pools and UCSD hires of underrepresented faculty will grow larger.

  25. UCSD faculty hires / availability ratios

  26. UCSD faculty hires / availability ratioswithout Comm., ES, and History

  27. Discussion:How do we change the trend? • Ideas? • Campus-wide?

  28. Discussion:How do we change the trend? • Ideas? • Department or program based?

  29. Discussion:How do we change the trend? • Ideas? • Search committees?

  30. Some ideas: Campus-wide • Collect hiring plans related to diversity consistently and integrate them into CTC planning. • Create real-time online tracking system for search process from applications through selection. • Provide positive incentives (eg. hiring UC Presidents postdocs). Expansion? Graduate student support? • Include commitment to diversity criteria in the appointment of Chairs and Deans. • Strengthen Committee on Affirmative Action and Diversity (CAAD).

  31. Some ideas: Department • Engage consistently in discussing, including, and integrating hiring goals related to diversity in planning at departmental level. • Provide historical (15 yr) departmental hiring information to every member of the faculty when searches are approved. • Constitute search committees with hiring goals, including diversity plan, in mind.

  32. Some ideas: Search cmte. • Discuss departmental hiring history data as a part of the search committee hiring planning, and with campus equity & Chief Diversity Officer, prior to beginning the search. • Charge search committee to: increase the depth and range of the pool; set selection criteria that encourage applications from underrepresented minorities. • Train search committees about Proposition 209 as it relates to both preferences and discrimination (train chair, entire committee, affirmative action advocate?).

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