faculty recruitment: diversifying the faculty john pelissero, provost october 13, 2014
TRANSCRIPT
Goals: Why Diversify the Faculty?
Diversity is integral to the success of our mission Helps to recruit a more diverse student body Helps to recruit and retain women and faculty of color Expands the curriculum, adding new perspectives to the
learning environment It is vital to what we do, and is a promise we make to those we
serve: our students Persistence of faculty at the university is often an issue of
institutional fit—what a university is and aspires to be
Loyola Full-Time Faculty in 2014: GenderLakeside and Health Sciences Divisions
TotalCount Count Percent Count Percent
Full-Time NTT 309 193 62.5 116 37.5Tenure-Track 125 64 51.2 61 48.8Tenured 457 177 38.7 280 61.3Total 891 434 48.7 457 51.3
Female Male
Race/Ethnicity of Loyola Faculty in 2014
Total Count Internat. Hispanic
Nat. Amer.
Asian / Pac. Isl.
Afr-Amer White
Two/ More
Full-Time NTT 309 43 6 0 28 10 220 2Tenure-Track 125 10 3 0 15 6 91 0Tenured 457 1 21 1 29 13 388 4Total 891 54 30 1 72 29 699 6
Percent of Total 6% 3.4% 0.1% 8.1% 3.3% 78.5% 0.7%
Best Practices in National Recruitment for Diverse Faculty
Establish a pool of qualified minority faculty applicants
Attend disciplinary conferences Attend conferences for minority doctoral
students Contact department chairs at (e.g.HBCUs) to
identity potential applicants (Source: Rose, 2010)
What helps to attract diverse candidates?
Mission and Diversity Statement:Loyola University Chicago is an Equal Opportunity/Affirmative Action employer with a strong commitment to hiring for our mission and diversifying our faculty. As a Jesuit Catholic institution of higher education, we seek candidates who will contribute to our mission and strategic plan to deliver a Transformative Education in the Jesuit tradition. Candidates are encouraged to consult our website to gain a clearer understanding of Loyola's mission at http://www.luc.edu/mission/index.shtml and
our focus on transformative education at http://www.luc.edu/transformativeed/
Applications from women and minority candidates are especially encouraged.
Actions that Facilitate Recruiting a Diverse Faculty
Position Descriptions Include a statement on diversity opportunities Structure positions to increase likelihood of
attracting diverse candidates Language in job ads:
• Research on issues relevant to ethnic minorities• Teach courses on diversity themes• Specialty open, but emphasis on interdisciplinary,
multicultural topics…..
What helps to attract diverse candidates?
Some Colleges Use Phrases Such As:• “We are seeking candidates who have a strong
commitment to teaching undergraduate and graduate students from diverse cultural backgrounds”
• “We are strongly committed to achieving excellence through cultural diversity”
(Source: Rose, 2010)
Actions that Facilitate Recruiting a Diverse Faculty
Advertising Craft ads to emphasize expertise that will enhance the
attractiveness of the position Place ads in diverse affinity group publications of your
professional organizations Place ads in publications targeted to the minority academic
community: (Office of Faculty Administration will do this)• Diverse Issues in Higher Education• Hispanic Outlook in Higher Education Magazine• Chronicle of Higher Education
Actions that Facilitate Recruiting a Diverse Faculty
Search Committee Activities
Start with a diverse committee; invite members from other academic units, if necessary
Develop search screening protocol to assure fairness, consistency and uniformity
Avoid ranking candidates at each stage Consider Departmental/Institutional needs broadly
Actions that Facilitate Recruiting a Diverse Faculty
Recruit, don’t simply “search” o Contact colleagues to request nominations of candidateso Contact diverse faculty who have excellent reputationso Recruit at fairs and conferences where minority faculty candidates might
be in attendanceo Mailings to academic discipline minority caucus and to other special
interest groupso Send personal letters inviting candidates to apply and/or to refer otherso Personal approach to potential applicants at academic conferences or
professional meetings to encourage applicationso Recruiting trips to universities that have high minority PhD graduates
(Source: Rose, 2010)
Actions that Facilitate Recruiting a Diverse Faculty
During Interview Process: Discuss research opportunities with specific groups or in
specific situations Emphasize the presence of other faculty of color Inform about faculty development opportunities and
mentoring Ask candidates how they would contribute to diverse
perspectives on campus, in curriculum Share campus and community demographics
Source: From VCU “Strategies for Successfully Recruiting Diverse Faculty”
Share Campus Demographics: Loyola Students in 2014
Gender: Women 64.2% Men 35.7%
Race/Ethnicity: White 62.8% African Am. 5.9% Asian/P.I. 9.4% Hispanic 11.6% Native Am. 0.1% Multi-Racial 4.7%
International Students: 5.3% First Generation College: 21%
Diverse Topics and Perspectives in the Loyola Classroom
*Freshmen and Seniors better than our Carnegie Class peer group
Freshman Senior
Never 10 5Sometimes 35 31Often 33 35Very often 22 29
Average (scale 1-4) 2.7 2.9
N 394 489
Activities in Current School YearIncluded diverse perspectives (different races, religions, genders, political beliefs) in class discussions or writing
Activities During Current School Year(NSSE 2014)
Diversity Culture on Campus
• Freshmen better than our Urban, Jesuit and Carnegie Class peer groups.
• Seniors better than our Carnegie Class peer group
Institutional Emphasis Freshman Senior
Very little 9 10Some 20 29Quite a bit 37 33Very much 34 27
Average (scale 1-4) 3.0 2.8
N 314 428
Institutional Emphasis on Diversity (NSSE 2014)
Encouraging contact among students from different backgrounds
Actions that Facilitate Recruiting a Diverse Faculty
Interview Process (continued) Go beyond the normal teaching/research presentations and meetings
with departmental faculty and the dean, include: Meeting other diverse faculty and administrators Meeting with diverse students Meeting with HR Manager or Chief Diversity Officer
Identify Interdisciplinary Faculty who have similar scholarly interests so candidate may follow-up
Go beyond the normal “campus tour”: provide an itinerary that allows candidate to get a feel for our diverse campus and Community (Faculty/Students)
Actions that Facilitate Recruiting a Diverse Faculty
Committee recommendations: Evaluate candidates based on published criteria Evaluate candidates objectively—summarize strengths and
weaknesses of each Include information on how each candidate would add to
the diversity of the faculty Use the Loyola evaluation system that embraces the
elements of a successful search: mission, diversity, scholarship, teaching, outreach, etc.
Do not rank the finalists
Diversity Resources for Search Committees
Diverse Issues in Higher Education (www.diverseeducation.com)
Hispanic Outlook in Higher Education Magazine (http://www.hispanicoutlook.com/)
Caroline Sotello Viernes Turner, Diversifying the Faculty:
A Guidebook for Search Committees (AAC&U, 2002).
Association of American Colleges and Universities,
resources on Diversity and Women in Higher Education (www.aacu.org)
American Council on Education, Looking Beyond the
Numbers, 2009.
References
Moody, JoAnn, Rising Above Cognitive Errors: Guidelines for Search, Tenure Review, and Other Evaluation Committees (Diversity on Campus, 2007).
Rose, John T. “Recruiting a More Diverse Faculty: Role of Search Committee,” CUNY, April 14, 2010.
Virginia Commonwealth University (VCU),“Strategies for Successfully Recruiting Diverse Faculty,” undated.