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Retention of Underrepresented Faculty and Staff

Retention of Underrepresented Faculty and Staff. Presented by Maria Luz Fernandez, PhD (Diversity Committee Chair) to the University Senate March 2, 2015. Senate Diversity Committee. The Committee was created on November 10, 2008

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Retention of Underrepresented Faculty and Staff

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  1. Retention of Underrepresented Faculty and Staff Presented by Maria Luz Fernandez, PhD (Diversity Committee Chair) to the University Senate March 2, 2015

  2. Senate Diversity Committee • The Committee was created on November 10, 2008 • Charge: This committee shall review University policies, practices, and conditions relevant to supporting and promoting diversity among students, faculty, and staff. This committee may recommend any desirable expressions of Senate opinion on these matters, and it shall make an annual report at the April meeting of the Senate

  3. UConn Efforts for Diversity Diversity Action Committee, 2002 Senate Diversity Committee, 2008 Why are we still having so many problems in the retention of diverse faculty and staff ? Provost Commission on Institutional Diversity, 2012 Diversity Strategic Planning Committee, 2013 Task Force for Diversity, 2014 Other: Diversity Committees in some Schools and Colleges

  4. Underrepresented Students at UConn • Highly successful Undergraduate recruitment • High rates of retention (82% for 2013) • What are we doing right with students?

  5. UConn: What the numbers tell us about faculty and staff

  6. Faculty: Gender 67.6 64.4 64.9 % Years Adapted from the ODE web site

  7. Faculty: Diversity Percentage Adapted from the ODE web site

  8. Faculty: Under-represented Number of Faculty Adapted from the ODE web site

  9. Staff: Diversity Percentage Adapted from the ODE web site

  10. Staff: Comparisons with the State of Connecticut Percentage 14.7 11.3 5 6.5 Adapted from the ODE web site

  11. Retention Strategies

  12. Numerous Initiatives President’s Office Office of Diversity and Equity (ODE) Provost Office Human Resources Women’s Center Deans Various Committees

  13. What can we do?

  14. Proposed Initiatives • Central Diversity Office with a main focus on initiatives for the recruitment and retention of diverse faculty and staff • Institutionalize a Mentoring Program to support under-represented faculty and staff through the various stages of their career at UConn • Promote diversity among students, faculty and staff by giving excellence in diversity awards on a yearly basis to show that Diversity matters at UConn

  15. Diversity Office • Different from ODE Regulatory, focus on compliance Gathering of diversity data • Proposed Diversity Office Dedicated to the recruitment and retention of minority faculty and staff In charge of Implementing strategies to retain diverse faculty and staff

  16. Diversity Office • Composition: Office should have in addition to a Diversity Officer, active participation of faculty and staff • “Diversity Caucus” • Ideas come from this office

  17. Implementation Measurable Outcomes Presentation of results in a National/International meeting PhD dissertation/MS Thesis Publications Results

  18. Implementation Support from the upper Administration Measurable Outcomes Results Show in our numbers that we have increased retention Increased retention rates

  19. Numerous ideas • Ambassador Programs • Spousal Hires • Teaching support • Collaborative grants program • Travel awards to enhance research • Training workshops • Invited Speakers • Exit Interviews • Celebration of Diversity

  20. Proposed Initiatives • Central Diversity Office with a main focus on initiatives for the recruitment and retention of diverse faculty and staff • Institutionalize a Mentoring Program to support underrepresented faculty and staff through the various stages of their career at UConn • Promote diversity among students, faculty and staff by giving excellence in diversity awards on a yearly basis to show that Diversity matters at UConn

  21. Mentoring Program Someone who teaches or gives help and advice to a less experienced and often but not necessarily a younger person

  22. Mentoring • Mentoring beyond Academic Success • Social and Personal Components • Resource for Individuals Example: HEMBRA Program

  23. Mentoring Program For Faculty: • Adapt to the new environment • Navigate the tenure process • Promotion to full Professor • Leadership and Community Service For Staff • Training in the work place • Support for Promotion • Leadership and Community Service

  24. Proposed Initiatives • Central Diversity Office with a main focus on initiatives for the recruitment and retention of diverse faculty and staff • Institutionalize a Mentoring Program to support under-represented faculty and staff through the various stages of their career at UConn • Promote diversity among students, faculty and staff by giving excellence in diversity awards on a yearly basis to show that Diversity matters at UConn

  25. National Award for Diversity • Higher Education Excellence in Diversity (HEED) Outstanding Commitment for Diversity and Inclusion

  26. Targeted awards • Individuals who have gone above and beyond to promote inclusion, equity and social justice • Students (Graduate and Undergraduate) • Faculty • Staff

  27. Concluding thoughts • Retention of Diversity faculty and staff should not be a topic of discussion but rather a goal that should be actively pursued

  28. Questions? Comments?

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