April 13, 2011 Report on Faculty Diversity and Office of Strategic - PowerPoint PPT Presentation

Faculty Meeting April 13, 2011 Report on Faculty Diversity and Office of Strategic Planning and Institutional Diversity

Office Structure and Function Structure/Composition Vice President for Strategic Planning and Institutional Diversity Associate Dean for Institutional Diversity Multicultural Center Special Academic Programs Committees Diversity Action Research Team (DART) Liberal Arts Diversity Officers (LADO) Constituents Trustees Senior Staff Faculty Staff Students Alumni

Faculty Count Faculty Count, Recruitment, and Hiring

Total Tenure Track Faculty by Race & Gender Total Tenure-Track Faculty by Race & Gender (FT Teaching Headcount, Excluding Athletics) (FT Teaching Headcount, Excluding Athletics) 300 300 250 250 247 247 200 200 202 202 Total Total 150 150 Women Women 99 (40%) 99 (40%) US Minority USMinority 100 100 66 (33%) 66 (33%) 52 (21%) 52 (21%) 50 50 29 (14%) 29 (14%) 0 0 1994-95 1994-95 1995-96 1995-96 1996-97 1996-97 1997-98 1997-98 1998-99 1998-99 1999-00 1999-00 2000-01 2000-01 2001-02 2001-02 2002-03 2002-03 2003-04 2003-04 2004-05 2004-05 2005-06 2005-06 2006-07 2006-07 2007-08 2007-08 2008-09 2008-09 2009-10 2009-10 2010-11 2010-11

Women as a % of Full Time Faculty Williams and Peers, Trend 65% Wesleyan University 60% Grinnell College 55% Bowdoin College Wellesley College 50% Wheaton College 45% Carleton College Oberlin College 40% Middlebury College Dartmouth College 35% Swarthmore College 30% Amherst College Williams College 25% 20% 1987 1989 1991 1993 1995 1997 1999 2001 2003 2005 2007 2009 Source: IPEDS peer analysis system

U.S. Racial Minorities as a % of Full Time Faculty Williams and Peers, Trend 25% Wesleyan University 20% Grinnell College Bowdoin College Wellesley College 15% Wheaton College Carleton College 10% Oberlin College Middlebury College Dartmouth College 5% Swarthmore College Amherst College Williams College 0% 1993 1995 1997 1999 2001 2003 2005 2007 2009 Source: IPEDS peer analysis system

Hiring Summaries for Women and Faculty of Color Female Hiring 2001-02 FOR 2002-03 FOR 2003-04 FOR 2004-05 FOR 2005-06 FOR 2006-07 FOR 2007-08 FOR 2008-09 FOR 2009-10 FOR 2010-11 FOR 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 (Est.) Division I 5/6 83% 1/6 16% 1/5 20% 0/4 0% 1/2 50% 1/1 100% 0/1 0% 0/2 0% 0/0 0% 0/0 0% Division II 4/9 44% 5/12 42% 2/4 50% 5/8 62% 3/5 60% 2/5 40% 3/7 43% 1/4 25% 2/3 66% 1/2 50% Division III 2/5 40% 3/5 60% 1/3 33% 0/3 0% 1/3 33% 1/1 100% 0/4 0% 2/2 100% 1/1 100% 0/1 0% Programs na na na 1/2 50% 2/3 66% 1/1 100% 0/2 0% 1/1 100% 0/1 0% 2/2 100% Athletics 2/2 100% 1/3 33% 0/1 0% 0/0 0% 1/1 100% 1/2 50% 0/3 0% 2/2 100% 0/2 0% 0/0 0% TOTALS 13/22 59% 10/26 40% 4/13 30% 6/17 35% 8/14 57% 6/10 60% 3/17 18% 6/11 55% 3/7 42% 3/5 60% Minority Hiring 2001-02 FOR 2002-03 FOR 2003-04 FOR 2004-05 FOR 2005-06 FOR 2006-07 FOR 2007-08 FOR 2008-09 FOR 2009-10 FOR 2010-11 FOR 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 (Est.) Division I 4/6 66% 0/6 0% 1/5 20% 2/4 50% 1/2 50% 0/1 0% 1/1 100% 0/2 0% 0/0 0% 0/0 0% Division II 2/9 22% 3/12 25% 0/4 0% 2/8 25% 0/5 0% 1/5 20% 2/7 29% 1/4 25% 1/3 33% 0/2 0% Division III 1/5 20% 1/5 20% 0/3 0% 0/3 0% 0/3 0% 0/1 0% 2/4 50% 2/2 100% 1/1 100% 0/1 0% Programs na na na 2/2 100% 2/3 66% 0/1 0% 2/2 100% 1/1 100% 1/1 100% 2/2 100% Athletics 0/2 0% 0/3 0% 0/1 0% 0/0 0% 0/1 0% 0/2 0% 1/3 33% 0/2 0% 1/2 50% 0/0 0% TOTALS 7/22 31% 4/26 15% 1/13 7% 6/17 35% 3/14 21% 1/10 10% 8/17 47% 4/11 36% 4/7 57% 2/5 40%

Trustee/Alumni Update Increase African-American, Latina/o and queer representation at trustee level Conduct alumni survey and regional focus groups to better understand how to engage diverse alumni Create a more robust trustee pipeline

Harassment/Misconduct Policy Committee Purpose Better coordination of services and support Membership RASAN, Health Services, Campus Security, Human Resources, Dean of the College, Multicultural Center, and Athletics Initial Focus Harassment training and review of new guidelines Clear, consistent, and standardized website information and resources

DART Research Project Navigating Williams: In Their Own Words Purpose To use data to better understand emerging issues of diversity and inclusion as well as propose institutional strategies to facilitate building a community where all can live, learn, and thrive Membership Director of Special Academic Programs Director of Institutional Research Director Multicultural Center Associate Dean, Dean’s Office Associate Dean for Institutional Diversity Dean of the College VP for Strategic Planning and Institutional Diversity Video Project Produce a series of first-generation student videos that share best practices for successfully navigating Williams. Topics pertain to individual and group identity, understanding and leveraging the liberal arts experience, etc.

Staff Performance Development Purpose To develop a comprehensive approach to the employment relationship that begins at hire and orientation and focuses on developing a positive, constructive working relationship between the supervisor and the employee Process/Timeline Begins spring 2011 with senior staff and direct reports. Fall 2011 expand to next level Implications for Faculty Need to modify the process to accommodate department and program chairs who supervise administrative and support staff