o ffice of d iversity & i nclusion new faculty orientation – aug. 2015 diversity and inclusion...
TRANSCRIPT
OFFICE OF DIVERSITY & INCLUSION
New Faculty Orientation – Aug. 2015
Diversity and Inclusion at University of Maryland
Kumea Shorter-Gooden, Ph.D.
Chief Diversity Officer & Assoc. Vice [email protected]
301.405.7227
www.diversity.umd.edu
Twitter: @DiverseTerps
Facebook: https://www.facebook.com/diversityumd
OFFICE OF DIVERSITY & INCLUSION
OUR COMMITMENT TO:
INCLUSIVE EXCELLENCE
OFFICE OF DIVERSITY & INCLUSION
Many Accomplishments• 40% of undergraduates are U.S. students of color, 22% are underrepresented ethnic minorities
• Diminishing 6-yr.achievement gap: 85% overall, 80% for Latin@ students, 77% for Black students
• Among top 20 universities awarding undergrad and grad degrees to African Amers and Asian Amers in a number of STEM fields
• One-quarter of tenured/tenure-track faculty are U.S. faculty of color or international
• 32% of tenured/tenure-track faculty and 44% of professional-track faculty are women
• Top-25 LGBT-Friendly University – 4 years in a row
OFFICE OF DIVERSITY & INCLUSION
Strategic Plan for Diversity•Leadership•Climate•Recruitment & Retention•Education•Research & Scholarship•Community Engagement
OFFICE OF DIVERSITY & INCLUSION
Some Diversity & Inclusion Initiatives• Diversity Officers and College/School diversity goal-setting and implementation
• “Moving Maryland Forward” Grants• Cultural Competence Course Development Project
• Affinity groups – Black Faculty Staff Association, Latino/a Employee Association, LGBT Staff & Faculty Association
• “Rise Above Isms” Week (Oct. 19-23) – Alicia Garza
University of Maryland ADVANCE Investing in Cultures of Inclusive
Excellence
History of ADVANCE
• Initially funded by NSF, now by Campus funds, located in Provosts Office, partnering w/ Faculty Affairs & Office of Diversity & Inclusion
• Recognizing differences between women & men and white and URM in retention and advancement & lower representation of women in STEM fields
• Recognizing unconscious bias, differences in professional networks, service roles, recognition, editorial roles, work-life balance, leadership
Goal Statement
We are trying to improve work environments and opportunities for women faculty in ways that improve the university for everyone.
By doing so, we aim to lead AAU universities in the recruitment, retention, and advancement of women faculty.
Four things that help faculty succeed• Information (and examples)
• Allies (Professional Relationships and Networks)
• Advice (Strategic, Informed)
• Structures and cultures that are inclusive
Often all we see is the tree….
Not what is holding it up…….
Program Activities
• ADVANCE Professors• Peer Networks (AFD, KOF, Advancing
Together, Professional Track Faculty) • Work Life & Policy Initiatives (parental
leave)
• Dashboards (salary, demographics, service)
• Research and Evaluation (See ADVANCE 2 page
handout)
ADVANCE Professors
Senior women faculty who:
• Provide individual strategic mentoring for assistant & associate professors and facilitate peer and group mentoring
• Act as knowledge brokers—about work life policies, dashboard, where to find resources for conflict resolution
• Provide strategic advice to the Director on implementation and evaluation of programs
Name College/School
Norma Allewell Computer, Mathematical, and Natural Sciences
Christine Beckman Robert H. Smith School of Business
Kathryne Everts Agriculture and Natural Resources
Mary Ann Hoffman Education
Dushanka Kleinman School of Public Health
Alene Moyer Arts and Humanities
Amy Mullin Computer, Mathematical and Natural Sciences
Sarah Oates Journalism, ISCH, PUAF
Margaret Pearson Behavioral and Social Sciences
Elisabeth Smela Engineering
Madlen Simon Architecture, Planning and Preservation
ADVANCE Professors
ADVANCE Networks• Clarify Goals
• Get to know academic neighborhood
• Present Diverse Models of Success
• Find Information, Allies
• Engage Peers for Advice, Affirmation, Third Spaces
ADVANCE Peer Network Facilitators
ADVANCING TOGETHER
Ellin ScholnickUMD Faculty Ombuds Officer and Former Associate Provost for Faculty Affairs
ADVANCING PROFESSIONAL TRACK FACULTY
Colleen Worthington Clinical ProfessorDirector, Clinical Education in Speech-Language PathologyHearing and Speech Sciences
KEEPING OUR FACULTY
Jennifer RiceProfessor and Assoc. Dean, Teaching and Learning, Policy and Leadership
ADVANCING FACULTY DIVERSITY
KerryAnn O’MearaProfessor, Higher Education & Affiliate Faculty in Women’s StudiesDirector, ADVANCE Program for Inclusive ExcellenceUniversity of Maryland
ADVANCING FACULTY DIVERSITY
Stephen B. ThomasProfessor, School of Public HealthDirector, University of Maryland Center for Health EquityAssociate Director, National Mentor Research Network
Peer Network participants report…..• Enhanced agency in career advancement, less
isolation, more allies, greater knowledge of how campus works, ideas for their research, teaching and campus programs, new pathways to succeed.
Dashboard• Online, college-specific resource
– live as of Jan 2012, three years of data now posted
• Goal: increase institutional transparency and sense of agency
• Faculty access via UID login • Provides current information (per college)
regarding:– Salary range and median; by rank– Time to advancement; by rank– Demographics by rank
Example: Average number of service activities at each level among faculty who reported at least one service activity (N=266)
Thanks to CoE Research Assistant Alexandra Kuvaeva
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0.5
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1.5
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2.5
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3.5
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4.5
5CMNS
Assistant Associate Full
Expected Time Commitment Department College University
High
Merit/Salary Review Committee
Director or Assoc. Dean Search/Review
Campus APT Committee
Graduate Admissions
Accreditation ReviewSearch Committee for Provost, Dean, or other Executive Level Administrator
Faculty SearchScholarship/Fellowship selection
Review of Dean or other Exec. Level Administrator
Chair Search/Chair Review
College Committee ChairProvost/Senate Task Force or temporary ad-hoc task force
Medium
Undergraduate recruitment
College PCC or APT Chair of a Senate Committee
Staff Search Facilities Committee
Standing Campus Committee (Research Council, Sustainability Council, APAC, Living-Learning Review)
Priorities/Strategic Planning
Awards selection CommitteeFaculty Board for General Education
Low
Technology Committee
College Administrative Council
Campus Senate
IRB Committee Diversity Committee Senate Committee or CouncilGraduate Seminar/colloquium
College Senate Graduate Council
There is “service” and there is “SERVICE”
ADVANCE FWES Briefs
Work-Life Climate Faculty Learning Differences by rank: Associate
Professors Career Advancement and
Institutional Support of Career Advancement
Fair Treatment and Diversity Organizational Commitment and
Faculty Retention Professional Networks,
Collegiality, and Recognition Satisfaction with Department and
UMD Satisfaction with Resources Evaluation and Management of
Teaching, Research, and Service
Example: Work-Life Climate Brief
Policy WorkParental Leave Policy passed 2012 and FAQs
APT Policy passed fall, 2014 • Broader definition of
scholarship/interdisciplinary/engaged research
• Work-life policies [external letters] & trajectory
• Mentoring associate professorsNTT Promotion Policies (APTF provided feedback)
ADVANCE is your ally
• Join our networks, let us help you create your own.
• ADVANCE 2.0 Summit in Spring• College Faculty Work Environment Projects
Please contact us with ideas for strengthening our work environments to be more inclusive and supportive of ALL faculty.
Information, People & Resources
Website: www.advance.umd.eduDirector: KerryAnn O’Meara: [email protected] Manager: Kristen Corrigan
ADVANCE Office:1402 Marie Mount Hall301-405-4817
OFFICE OF DIVERSITY & INCLUSION
“It Takes a Village”
What unique experiences, gifts, perspectives do you bring to the campus?
How might you contribute to the University’s “inclusive excellence”?
www.diversity.umd.edu