Faculty Diversity Benchmarking Analysis- Southern Illinois University Brianna Addis Brian Skaggs

1. Faculty Diversity Benchmarking Analysis- Southern Illinois University • Brianna Addis • Brian Skaggs • Rachel Scheuneman • Shanique Brown

2. Overview • Best practices literature • University best practices • SIUE’s diversity initiative • Recommendations • Website • Conclusion and Questions

3. Importance of Diversity “diversity efforts in the workplace facilitate the exchange of new perspectives, improve problem solving by inviting different ideas, and create a respectful, accepting work environment, all of which make good business sense” – IPMA/NASPE Benchmarking Committee

4. Focus of Diversity Management • Mind set of the organization • Climate of the organization • The different perspectives people bring to an organization due to race, workplace styles, disabilities and other differences United Nations Expert Group Meeting on Managing Diversity in the Civil Service

5. United Nations Expert Group Meeting on Managing Diversity in the Civil Service Diversity Best Practices • Formal process contained in laws, rules or procedures • Efforts are primarily decentralized with a central governing body • Diversity training to workforce • Utilize workforce data to compare statistics reported within the civilian labor force

6. United Nations Expert Group Meeting on Managing Diversity in the Civil Service Diversity Best Practices • Use of affirmative action efforts through law, executive order or other mandates • Establishment of review committee for developing policies • Link recruitment, development and retention strategies to organizational performance • Incorporation of diversity competencies into management systems for accountability of results

7. ASAE’s Diversity Committee Diversity Best Practices • Strong support from top management • Diversity link to strategic planning process • Diversity identified as core value • Diverse representation in top management • Diversity orientation for new employees

8. ASAE’s Diversity Committee Diversity Best Practices • Diverse speakers at group meetings • Mentoring, scholarship or other programs to support the participation of under-represented groups • Remove offensive images from publications • Include culturally diverse pictures in publications • Provide list of resources for exploring diversity

9. U.S. GAO’s Best Practices for Organizational Diversity • 1. Top Leadership Commitment • 2. Diversity as Part of an Organization’s Strategic Plan • 3. Diversity Linked to Performance • 4. Measurement • 5. Accountability • 6. Succession Planning • 7. Recruitment • 8. Employee Involvement • 9. Diversity Training

10. Incorporating Diversity into an Organization • Recruitment and Hiring • Promotion and Career Advancement • Alternative Dispute Resolution • Management Accountability • Human Factors

11. Diversity Best Practices • Organizational Frames • Diversity Audit • Benefits of Audit • Perspective base of Quantitative and Qualitative Data • Enables Systematic Analysis of Root Causes • Staff Setting the Stage for Needed Change

12. Tenured Faculty Diversity Initiative • TDFI committee • Applicants • Previously worked with minority students and faculty • Commitment to promoting diversity • Assessment • Increased funding

13. Proposals for groups of candidates • Accepted every year • Criteria established for proposals • In addition to an ongoing diversity initiative • Office of Institutional Diversity and Equity President’s Faculty Diversity Cluster Hiring Initiative

14. Developed after previous failed and successful programs • Recruitment and retention • Focus on professional schools • Faculty Survey • Research women faculty issues 10-Point Plan

15. Faculty Diversity Task Force • Hofstra University Distinguished Speaker Series • Faculty Exchange agreement • Diversity Training • Funding opportunities for research and scholarship promoting diversity

16. College Task Force on Faculty Diversity • College Diversity Fellowships • Develop a College Faculty View book for use in recruitment. • Ensuring all colleges within UNCG follow the diversity initiative. • Preparing for an increase in diversity focus.

17. The faculty diversity at SIUE is smaller than the general population. • The initiative to increase faculty diversity was put into place. • The initiative to hire more diverse faculty is qualitative, not quantitative.

18. Initiative started by the Office of the Provost • Created the Office of Institutional Diversity and Inclusion • Aims to improve Diversity at SIUE. • University Diversity Council formed.

19. Problems • Trying to change the culture that has been created. • The overall SIUE hiring procedures have little concern with diversity. • Has been this way for a long time. • Since they are changing that, it is difficult for some people to change their thinking of the hiring format.

20. Trying to coordinate the different efforts. -These include efforts from the Education department, the Office, the Council, and a combination of all three. • Trying to distinguish between talking about good ideas and trying to implement them • They have good ideas and recommendations, they just haven’t all been carried out yet.

21. A minor problem is funding. • Only becomes a problem when it deals with salaries or the current state of SIUE’s finances. • Funding is set aside by the Provost for university initiatives.

22. Successes • The initiative has started to change the way people think and act about diversity at SIUE. • The Education Department has the ‘Faculty in Residence’ program. • The Diversity Education Project • The student group, ALSO.

23. Recommendations • Recruitment • Establish ties with HBCUs • Conferences at SIUE • Selection • Cluster hiring • Specific funding available for new departmental hires

24. Recommendations • Retention • Organizational framing • Diversity audit • Diversity training • Mentoring program

25. Recommendations • Consensus of Different Diversity Groups • Lines of Communication • Coordination of Activities • Creation of Panel • Conducting a Diversity Audit • Uncovering the University’s Organizational Framework • Steps SIUE should take

26. Recommendations • Goal-setting • S.M.A.R.T. goals • Quantitative goals • Deadlines

27. Recommendations • Needs assessment for cultural competence • Design and administer training • IO Psychology consultant • Accountability of result • IO student project

28. Recommendations • Sub- committees to bridge the gap between desired and achieved goals • HR and other departments

29. Conclusion • Summary • Questions? • Website