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LEVERAGING INDEPENDENT DIVERSITY PROGRAMS INTO A SYNERGISTIC ACTION INITATIVE (STEM) An “R1” Perspective

LEVERAGING INDEPENDENT DIVERSITY PROGRAMS INTO A SYNERGISTIC ACTION INITATIVE (STEM) An “R1” Perspective. Mark Hernandez and Barbara Kraus et al. University of Colorado at Boulder Office of the Colorado Diversity Initiative. We are a well funded faculty driven cooperative

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LEVERAGING INDEPENDENT DIVERSITY PROGRAMS INTO A SYNERGISTIC ACTION INITATIVE (STEM) An “R1” Perspective

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  1. LEVERAGING INDEPENDENT DIVERSITY PROGRAMS INTO A SYNERGISTIC ACTION INITATIVE (STEM) An “R1” Perspective Mark Hernandez and Barbara Kraus et al. University of Colorado at Boulder Office of the Colorado Diversity Initiative

  2. We are a well funded faculty driven cooperative providing mentoring and $ support for STEM students in a growing multi cultural scientific community…. “Our” Mission: Help STEM Departments Broaden Participation in Graduate School  Professoriate STEM Summer Internship Class 2005

  3. What CU Campus Diversity Efforts Were: Circa 1999, the “well intended alphabet soup” f F 3 McNair D Ed f NIH Training (3) NSF REU (19) f College Minority Prog (2) NSF ERC f DOD training F 4 NSF IU/CRC f NSF IGERT (3) REGENT HALL NSF AGEP “Clusters of Mentoring Successes” SMART

  4. What are Campus Diversity Efforts Were:“Random Cross-Talk  Parity” f F 3 McNair D Ed f NIH Training (3) NSF REU (19) f College Minority Prog (2) NSF ERC f DOD training F 4 NSF IU/CRC f NSF IGERT (3) REGENT HALL NSF AGEP SMART

  5. What are Campus Diversity Efforts Were: Random Cross-Talk f F 3 McNair D Ed f NIH Training (3) NSF REU (19) f College Minority Prog (2) NSF ERC f DOD training F 4 NSF IU/CRC f NSF IGERT (3) REGENT HALL NSF AGEP SMART

  6. What are Campus Diversity Efforts Were:Random Cross-Talk f F 3 McNair D Ed f NIH Training (3) NSF REU (19) f College Minority Prog (2) NSF ERC f DOD training F 4 NSF IU/CRC f NSF IGERT (3) REGENT HALL NSF AGEP SMART

  7. What are Campus Diversity Efforts Were:Random Cross-Talk f F 3 McNair D Ed f NIH Training (3) NSF REU (19) f College Minority Prog (2) NSF ERC f DOD training F 4 NSF IU/CRC f NSF IGERT (3) REGENT HALL NSF AGEP SMART

  8. Campus Diversity Efforts Were Not Synchronized:victims of capricious communications and isolation f F 3 McNair D Ed f NIH Training (3) NSF REU (19) f College Minority Prog (2) NSF ERC f DOD training F 4 NSF IU/CRC f NSF IGERT (3) REGENT HALL NSF AGEP SMART

  9. Proposed Consolidation and ReorganizationColorado Diversity Initiatives Q. Why “Consolidate” Operations? A. Leverage !

  10. 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:

  11. 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)

  12. 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

  13. 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

  14. 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

  15. 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)

  16. What We Did (1999): Pursue Large Agency Grants - the vision-to Organize, Synchronize, Communicate, and Leverage f f F 3 REGENT HALL NSF AGEP NIH IMSD F 2 SMART f f NSF IGERT (3) NSF IU/CRC f NSF REU (19) DOD training College Minority Prog (2) McNair D Ed NSF ERC NIH Training (3) f f F 4

  17. How Did We Stage to Achieve “the vision”?Self-Selecting Faculty + Willing Deanery  (interim) $taff + $eed f f F 3 REGENT HALL NSF AGEP NIH IMSD F 2 SMART f f NSF IGERT (3) NSF IU/CRC f NSF REU (19) DOD training College Minority Prog (2) McNair D Ed NSF ERC NIH Training (3) f f F 4

  18. How Did We Get Funding for Sustaining this organization?“Everyone has some “skin” in the game……(a soft tax)” $$$ f f F 3 REGENT HALL NSF AGEP NIH IMSD $ F 2 $ SMART f f NSF IGERT (3) NSF IU/CRC f McNair D Ed NSF REU (19) DOD training College Minority Prog (2) NSF ERC NIH Training (3) $ $ f $ $ f F 4 $

  19. How Did We Get Cooperation for Sustaining this Organization?Assured All Contributing Parties  Faculty Run ! ( no Regents, Deans, VIPs) f f F 3 Office of the Colorado Diversity Initiative NSF AGEP NIH IMSD REGENT HALL F 2 f f NSF IGERT (3) NSF IU/CRC f McNair D Ed NSF REU (19) DOD training College Minority Prog (2) NSF ERC NIH Training (3) f f F 4

  20. How Do We Govern and Establish our Mission of Parity? f f F 3 Office of the Colorado Diversity Initiative NSF AGEP NIH IMSD REGENT HALL F 2 f f McNair D Ed NSF IGERT (3) NSF IU/CRC f NSF REU (19) DOD training College Minority Prog (2) NSF ERC NIH Training (3) f f F 4

  21. How Do We Govern and Establish our Mission of Parity?Faculty Steering Committee f f f f f f f f f + f f Office of the Colorado Diversity Initiative NSF AGEP NIH IMSD REGENT HALL NSF IGERT (3) NSF IU/CRC McNair D Ed NSF REU (19) DOD training College Minority Prog (2) NSF ERC NIH Training (3)

  22. Let’s take a closer look….. COLORADO DIVERSITY INITIATIVE NSF IGERT (3) NSF IU/CRC McNair D Ed NSF REU (19) DOD training College Minority Prog (2) NSF ERC NIH Training (3)

  23. The Well Intended Alphabet Soupof Campus Diversity Programs: circa 1990’s NSF ERC F 3 NIH Training McNair D Ed f NSF REU f College Minority Progs f NSF IU/CRC f f NSF IGERT Central ADMIN F 4

  24. Colorado Diversity Initiative Manifests as a “Hub and Spoke” System: $, , ,  NSF ERC F 3 NIH Training McNair f NSF REU f f College Minority Prog. CO Diversity Initiative AGEP NSF IU/CRC f f NSF IGERT Central ADMIN F 4

  25. Since 2000 Successful Operation of CDI Has Leveraged Credibility and Talent to Secure: NSF ERC F 3 McNair f NSF REU f f College Minority Progs CO Diversity Initiative AGEP NSF IU/CRC f f NSF IGERT Central ADMIN F 4

  26. University of Colorado at Boulder: Has Leveraged CDI to Secure NSF ERC F 3 McNair f NSF REU f f College Minority Progs CO Diversity Initiative DOE training AGEP NSF IU/CRC f f NSF IGERT Central ADMIN F 4

  27. University of Colorado at Boulder: Has Leveraged CDI to Secure NSF ERC F 3 NIH Training McNair f NSF REU f f College Minority Progs CO Diversity Initiative DOE training AGEP NSF IU/CRC f f NSF IGERT Central ADMIN F 4

  28. University of Colorado at Boulder: Has Leveraged CDI  to Secure NSF ERC F 3 NIH Training McNair f NSF REU f f College Minority Progs CO Diversity Initiative DOE training AGEP NSF IU/CRC f f NSF IGERT SLOAN Central ADMIN $ F 4

  29. University of Colorado at Boulder: Has Leveraged CDI  to Secure NSF ERC F 3 NIH Training McNair f NSF REU f f College Minority Progs CO Diversity Initiative DOE training AGEP Leadership Alliance NSF IU/CRC f f NSF IGERT SLOAN Central ADMIN $ F 4

  30. University of Colorado at Boulder: Has Leveraged CDI  to Secure NSF ERC F 3 NIH Training McNair f NSF REU f f College Minority Progs CO Diversity Initiative DOE training AGEP  Leadership Alliance NSF IU/CRC f f NSF IGERT SLOAN Central ADMIN $ F 4

  31. We know its all about faculty buy in and mentoring efforts….. SO: Why Should Rank & File Faculty Care about Diversity and the CDI ? Excerpts from the “road show” Educate faculty (and administrators) regarding contemporary diversity issues, and promote grass-roots involvement

  32. Science, Math & Engineering PhDs Awarded Nationally

  33. Science, Math & Engineering PhDs Awarded Nationally c.a. 700 + If this does not appall and motivate you for parity…..try this

  34. Meeting the Ever Changing Grant Writing Challenges: R1s FACTS: Population  Funding $  Politics ?↔? Large Agencies and Foundations are Increasing their Stringency with Respect to University Awards:

  35. Meeting the Ever Changing Grant Writing Challenges: R1s FACTS: Population  Funding $  Politics ?↔? Large Agencies and Foundations are Increasing their Stringency with Respect to University Awards: Awards  Competition 

  36. Meeting the Ever Changing Grant Writing Challenges: R1s FACTS: Population  Funding $  Politics ? Change Large Agencies and Foundations are Increasing their Stringency 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)

  37. 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. enrollmentsstatistics modules and text)

  38. Department Campaigning Experience:Getting the Attention of the Faculty at Largethree pool theory Diversity/Parity Actively Promote Too Busy / Don’t Know “Depends Who is Watching” Actively Oppose “Swing Voters”

  39. Department Campaigning Experience:Getting the Attention of the Faculty at Largethree pool theory Diversity/Parity Actively Promote Too Busy / Don’t Know “Depends Who is Watching” Actively Oppose “Swing Voters” With CDI internal marketing and a little help from $$$

  40. Department Campaigning Experience:Getting the Attention of the Faculty at Largethree pool theory Diversity/Parity Actively Promote Too Busy / Don’t Know “Swing Voters” “Depends Who is Watching” Actively Oppose With CDI internal marketing and a little help from $$$

  41. 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 • - Find Pools of Qualified • Underrepresented Students • - Provide Institutional Data • & Grant Writing Support • Ethnographic Assessment of • progress toward parity - “Hand Pick” Mentors - Host Community - Professional Development & Building Career Networks + conference travel + technical workshops + professional institutes

  42. Colorado Diversity Initiative Action…….We help faculty: recruit, develop, track and place CU STEM Track Align $eed Place Recruit National Network NSF NGOs MSI Post-Doc Faculty CDI Communications HUB Operations Database

  43. Colorado Diversity InitiativeCurrent Trajectory STEM Graduate Schools 6.0 % 3.7 % PhD Retention rate is the same as majority counter parts: c.a. ~ 2/3

  44. CU minority PhD enrollments: where do they go?Sciences, Math, Engineering and Technology Steady State Annual Average: 6-7 PhDs graduate from groups traditionally underrepresented in Sciences, Technology, Math and Engineering 16 tenure track faculty

  45. 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)

  46. Provost Chancellor Graduate Dean NSF Steering Committee NIH Steering Committee COMMUNITY! Is the most important retention factor: Min = Maj

  47. The Synergy has been Tremendous…… f f f f f f f f f f + Office of the Colorado Diversity Initiative NSF AGEP NIH IMSD REGENT HALL NSF IGERT (3) NSF IU/CRC McNair D Ed NSF REU (19) DOD training College Minority Prog (2) NSF ERC NIH Training (3) SLOAN FOUNDATION CARNEGIE FOUNDATION SOUTHERNREGIONAL EDUCATION BOARD LEADERSHIP ALLIANCE

  48. Please stop ?

  49. ….and while the climate for diversity is not ideal….

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