leveraging independent diversity programs into a synergistic action initative (stem) an “r1”...
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LEVERAGING INDEPENDENT DIVERSITY PROGRAMSINTO A SYNERGISTIC ACTION INITATIVE (STEM)
An “R1” Perspective
Mark Hernandez and Barbara Kraus et al.
University of Colorado at BoulderUniversity of Colorado at BoulderOffice of the Colorado Diversity InitiativeOffice of the Colorado Diversity Initiative
“Our” Mission: Help STEM Departments Broaden Participation in
Graduate School Professoriate
We are a well funded
faculty driven cooperative
providing mentoring and $
support for STEM students
in a growing multi cultural scientific community….
STEM Summer Internship Class 2005
What CU Campus Diversity Efforts Were: Circa 1999, the “well intended alphabet soup”
NSFREU(19)
DODtraining
NSFIGERT (3)
REGENTHALL
McNairD Ed
NSFAGEP
SMART
NSFERC
NIHTraining (3)
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Prog (2)
“Clusters of MentoringSuccesses”
What are Campus Diversity Efforts Were:“Random Cross-Talk Parity”
NSFREU(19)
DODtraining
NSFIGERT (3)
REGENTHALL
McNairD Ed
NSFAGEP
SMART
NSFERC
NIHTraining (3)
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Prog (2)
What are Campus Diversity Efforts Were: Random Cross-Talk
NSFREU(19)
DODtraining
NSFIGERT (3)
REGENTHALL
McNairD Ed
NSFAGEP
SMART
NSFERC
NIHTraining (3)
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Prog (2)
What are Campus Diversity Efforts Were:Random Cross-Talk
NSFREU(19)
DODtraining
NSFIGERT (3)
REGENTHALL
McNairD Ed
NSFAGEP
SMART
NSFERC
NIHTraining (3)
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Prog (2)
What are Campus Diversity Efforts Were:Random Cross-Talk
NSFREU(19)
DODtraining
NSFIGERT (3)
REGENTHALL
McNairD Ed
NSFAGEP
SMART
NSFERC
NIHTraining (3)
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Prog (2)
Campus Diversity Efforts Were Not Synchronized:victims of capricious communications and isolation
NSFREU(19)
DODtraining
NSFIGERT (3)
REGENTHALL
McNairD Ed
NSFAGEP
SMART
NSFERC
NIHTraining (3)
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Prog (2)
Proposed Consolidation and ReorganizationColorado Diversity Initiatives
Q. Why “Consolidate” Operations? A. Leverage !
Proposed Consolidation and ReorganizationColorado Diversity Initiatives
Q. Why Consolidate Operations? A. Leverage !
All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:
Proposed Consolidation and ReorganizationColorado Diversity Initiative
Q. Why Consolidate Operations? A. Leverage !
All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:
• Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)
Proposed Consolidation and ReorganizationColorado Diversity Initiative
Q. Why Consolidate Operations? A. Leverage !
All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:
• Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)
• Streamline and Formally Coordinate Communications / Operations
Proposed Consolidation and ReorganizationColorado Diversity Initiative
Q. Why Consolidate Operations? A. Leverage !
All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:
• Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)
• Streamline and Formally Coordinate Communications / Operations
• Consolidate and “Decompress” Recruiting Efforts
Proposed Consolidation and ReorganizationColorado Diversity Initiative
Q. Why Consolidate Operations? A. Leverage !
All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:
• Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)
• Streamline and Formally Coordinate Communications / Operations
• Consolidate and “Decompress” Recruiting Efforts
• Centralize Diversity Statistics for Reporting and Planning
Proposed Consolidation and ReorganizationColorado Diversity Initiative
Q. Why Consolidate Operations? A. Leverage !
All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:
• Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)
• Streamline and Formally Coordinate Communications / Operations
• Consolidate and “Decompress” Recruiting Efforts
• Centralize Diversity Statistics for Reporting and Planning
• Save Operations Costs (Regent Hall loved this idea)
What We Did (1999): Pursue Large Agency Grants - the vision-
to Organize, Synchronize, Communicate, and Leverage
NSFREU(19)
DODtraining
NSFIGERT (3)
REGENTHALL
McNairD Ed
NSFAGEP
SMART
NSFERC
NIHTraining (3)
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Prog (2)
NIHIMSD F 2
f
f
f
How Did We Stage to Achieve “the vision”?
Self-Selecting Faculty + Willing Deanery (interim) $taff + $eed
NSFREU(19)
DODtraining
NSFIGERT (3)
REGENTHALL
McNairD Ed
NSFAGEP
SMART
NSFERC
NIHTraining (3)
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Prog (2)
NIHIMSD F 2
f
f
f
How Did We Get Funding for Sustaining this organization?“Everyone has some “skin” in the game……(a soft tax)”
NSFREU(19)
DODtraining
NSFIGERT (3)
REGENTHALL
McNairD Ed
NSFAGEP
SMART
NSFERC
NIHTraining (3)
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Prog (2)
NIHIMSD F 2
f
f
f
$$$
$$
$
$$
$ $
How Did We Get Cooperation for Sustaining this Organization?Assured All Contributing Parties Faculty Run ! ( no Regents, Deans, VIPs)
NSFREU(19)
DODtraining
NSFIGERT (3)
McNairD Ed
NSFAGEP
NSFERC
NIHTraining (3)
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Prog (2)
NIHIMSD F 2
f
f
f
REGENTHALL
Office of the Colorado
Diversity Initiative
How Do We Govern and Establish our Mission of Parity?
NSFREU(19)
DODtraining
NSFIGERT (3)
McNairD Ed
NSFAGEP
NSFERC
NIHTraining (3)
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Prog (2)
NIHIMSD F 2
f
f
f
REGENTHALL
Office of the Colorado
Diversity Initiative
How Do We Govern and Establish our Mission of Parity?Faculty Steering Committee
NSFREU(19)
DODtraining
NSFIGERT (3)
McNairD Ed
NSFAGEP
NSFERC
NIHTraining (3)
f
f
NSFIU/CRC
CollegeMinority Prog (2)
NIHIMSD
ff
REGENTHALL
Office of the Colorado
Diversity Initiative
+
f ff
f f f
f
COLORADO DIVERSITY INITIATIVE
NSFREU(19)
DODtraining
NSFIGERT (3)
McNairD Ed
NSFERC
NIHTraining (3)
NSFIU/CRC
CollegeMinority Prog (2)
Let’s take a closer look…..
The Well Intended Alphabet Soupof Campus Diversity Programs: circa 1990’s
NSFREU
NSFIGERT
CentralADMIN
McNairD Ed
NSFERCNIH
Training
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Progs
Colorado Diversity Initiative Manifests as a “Hub and Spoke” System: $, , ,
NSFREU
NSFIGERT
CentralADMIN
McNair
NSFERCNIH
Training
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority Prog.CO Diversity
Initiative
AGEP
Since 2000 Successful Operation of CDI Has Leveraged Credibility and Talent to Secure:
NSFREU
NSFIGERT
CentralADMIN
McNair
NSFERC
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority ProgsCO Diversity
Initiative
AGEP
University of Colorado at Boulder: Has Leveraged CDI to Secure
NSFREU
DOEtraining
NSFIGERT
CentralADMIN
McNair
NSFERC
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority ProgsCO Diversity
Initiative
AGEP
University of Colorado at Boulder: Has Leveraged CDI to Secure
NSFREU
DOEtraining
NSFIGERT
CentralADMIN
McNair
NSFERC
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority ProgsCO Diversity
Initiative
AGEP
NIHTraining
NSFREU
DOEtraining
NSFIGERT
CentralADMIN
McNair
SLOAN
NSFERCNIH
Training
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority ProgsCO Diversity
Initiative
$
University of Colorado at Boulder: Has Leveraged CDI to Secure
AGEP
NSFREU
DOEtraining
NSFIGERT
CentralADMIN
McNair
SLOAN
NSFERCNIH
Training
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority ProgsCO Diversity
Initiative
$
LeadershipAlliance
University of Colorado at Boulder: Has Leveraged CDI to Secure
AGEP
NSFREU
DOEtraining
NSFIGERT
CentralADMIN
McNair
SLOAN
NSFERCNIH
Training
f
f
f
f
f
NSFIU/CRC
F 4
F 3
CollegeMinority ProgsCO Diversity
Initiative
LeadershipAlliance
$
University of Colorado at Boulder: Has Leveraged CDI to Secure
AGEP
SO: Why Should Rank & File Faculty Care about Diversity and the CDI ?
Excerpts from the “road show”
We know its all about faculty buy in and mentoring efforts…..
Educate faculty (and administrators) regarding contemporary diversity issues, and promote grass-roots involvement
Science, Math & Engineering PhDs Awarded Nationally
0
5,000
10,000
15,000
20,000
1985 1990 1995 2000
Total Total US US White US URM
Science, Math & Engineering PhDs Awarded Nationally
0
5,000
10,000
15,000
20,000
1985 1990 1995 2000
Total Total US US White US URM
c.a.700 +
If this does not appall and motivate you for parity…..try this
Meeting the Ever Changing Grant Writing Challenges: R1s
FACTS:
Population Funding $ Politics ?↔?
Large Agencies and Foundations are Increasing theirStringency with Respect to University Awards:
Meeting the Ever Changing Grant Writing Challenges: R1s
FACTS:
Population Funding $ Politics ?↔?
Large Agencies and Foundations are Increasing theirStringency with Respect to University Awards:
Awards Competition
Meeting the Ever Changing Grant Writing Challenges: R1s
FACTS:
Population Funding $ Politics ? Change
Large Agencies and Foundations are Increasing theirStringency with Respect to University Awards:
Diversity is presented as a Mandate! NSF, EPA, NIH etc.
no progress toward parity = no centers, no grants …………….………………………………….…(and no dice)
Why Should Rank & File Faculty Care ?
If you agree to “take care” = competent mentor
• Provide RA support for underrepresented PhD candidates – includes conference travel / relocation
• Provide summer support for underep undergraduates interested in graduate school: SMART + REU (AY)
• Provide grant writing support for large agency proposals (i.e. underrep. enrollments statistics modules and text)
Department Campaigning Experience:Getting the Attention of the Faculty at Large
three pool theory
Actively Oppose
Diversity/ParityActively Promote
Too Busy / Don’t Know“Depends Who is Watching”
“Swing Voters”
Department Campaigning Experience:Getting the Attention of the Faculty at Large
three pool theory
Actively Oppose
Diversity/ParityActively Promote
Too Busy / Don’t Know“Depends Who is Watching”
With CDI internal marketing and a little help from $$$
“Swing Voters”
Department Campaigning Experience:Getting the Attention of the Faculty at Large
three pool theory
Actively Oppose
Diversity/ParityActively Promote
Too Busy / Don’t Know“Swing Voters”
“Depends Who is Watching”
With CDI internal marketing and a little help from $$$
Colorado Diversity Initiative is now a big ticket hard line item
Governed: 10 member STEM Faculty Steering Committee( ~ $ 1.5 M / yr )
FACULTY SERVICE STUDENT SERVICE
- “Hand Pick” Mentors
- Host Community
- Professional Development & Building Career Networks + conference travel + technical workshops + professional institutes
- Find Pools of Qualified Underrepresented Students
- Provide Institutional Data & Grant Writing Support
- Ethnographic Assessment of progress toward parity
Colorado Diversity Initiative Action……. We help faculty: recruit, develop, track and place
Recruit
CUSTEM
CDICommunications HUBOperations Database
$eedAlign Track
Place
NationalNetwork NSF NGOs MSI
Post-Doc Faculty
Colorado Diversity InitiativeCurrent Trajectory STEM Graduate Schools
PhD Retention rate is the same as majority counter parts: c.a. ~ 2/3
3.7 %
6.0 %
0
20
40
60
80
100
120
140
160
180
200
99 00 01 02 03 04 05 06 07 08 09 10 11
UR
M S
TE
M P
hD C
andi
date
s
0
20
40
60
80
100
120
140
160
180
200
99 00 01 02 03 04 05 06 07 08 09 10 11
UR
M S
TE
M P
hD C
andi
date
s
CU minority PhD enrollments: where do they go?Sciences, Math, Engineering and Technology
3
3.5
4
4.5
5
5.5
6
7971
61
464541
383833272418Min
ori
ty P
hD
Ca
nd
ida
tes
%
Base
00 01 02 03 04
U Colorado
Colorado St.
3
3.5
4
4.5
5
5.5
6
7971
61
464541
383833272418Min
ori
ty P
hD
Ca
nd
ida
tes
%
Base
00 01 02 03 04
U Colorado
Colorado St. Steady State Annual Average:
6-7 PhDs graduate from groupstraditionally underrepresented
in Sciences, Technology,Math and Engineering
16 tenure trackfaculty
Real Institutionalization = ? faculty incentives and resources
• By virture of our #’s we have new found Political Leverage! Diversity is the “best news in town”
• Formal Integration of diversity mentoring credit into P & T (Thank you Vandy and UMass)
• Cabinet level Vice Chancellor position LEADING diversity (former faculty focusing on faculty + students)
ProvostChancellor
Graduate DeanNSF Steering Committee NIH Steering Committee
COMMUNITY! Is the most important retention factor: Min = Maj
The Synergy has been Tremendous……
NSFREU(19)
DODtraining
NSFIGERT (3)
McNairD Ed
NSFAGEP
NSFERC
NIHTraining (3)
f f
NSFIU/CRC
CollegeMinority Prog (2)
NIHIMSD
ff
REGENTHALL
Office of the Colorado
Diversity Initiative
+
f ff
f f f
SLOAN FOUNDATION
SOUTHERNREGIONAL
EDUCATION BOARD
LEADERSHIPALLIANCE
CARNEGIEFOUNDATION