Integrating Inclusion and Equity into the Academy University of - PowerPoint PPT Presentation

Integrating Inclusion and Equity into the Academy University of Michigan Ann Arbor, MI Samuel D. Museus, Ph.D. Founding Director of the National Institute for Transformation and Equity Associate Professor of Higher Education and Student Affairs Indiana University, Bloomington @SamMuseus

Faculty Demographics White Hispanic Black Asian 2 or More Races Native American Native Hawaiian and Pacific Islander 0 10 20 30 40 50 60 70 80 90 UM 2016 U.S. 2015

Asian American and Pacific Islander Faculty Representation Engineering First-professional health sciences Biological sciences Physical sciences Computer sciences Economics Mathematics Foreign languages Business Other social sciences Other health sciences History Agriculture and home economics Other education All other programs Law Philosophy and religion Sociology Political science Fine arts English and literature Nursing Communications Occupationally specific programs Psychology Teacher education 0 2 4 6 8 10 12 14 16 18

Diversifying the Faculty • Pool funds for cluster hires • Target identity based professional organizations • Compare numbers to national pool • Have committees meet with diverse groups of students • Have committees do implicit bias trainings • Embed equity into the evaluation of candidates • Pay more

Associate Professor Salaries: Education and Social Sciences $90,000 or More $60,000-$89,000 $40,000-$59,000 Under $40,000 0 10 20 30 40 50 60 White Hispanic Black

Diversifying the Faculty • Pool funds for cluster hires • Target identity based professional organizations • Compare numbers to national pool • Have committees meet with diverse groups of students • Have committees do implicit bias trainings • Embed equity into the evaluation of candidates • Pay more

Why is having more faculty of color important for students?

Evaluation of Faculty Candidates • Research agenda and record of scholarship (e.g., number of publications) • Expertise in a particular method and content • Ability to teach and mentor (e.g., teaching experience) • Ability to fill a need (e.g., teach courses without instructors) • Ability to work collaboratively • Ability to contribute to institutional and program mission • “Fit”

How might bias inhibit the hiring of faculty of color?

How do you embed equity into the evaluation of candidates?

Faculty Candidate Assessment Rubric

Culturally Relevant Environments

Cultural Familiarity Spaces for faculty to connect with people (e.g., faculty, staff, students, and community members) who share and understand their identities and experiences.

Culturally Relevant Knowledge Institutional support for faculty to acquire, generate, and disseminate knowledge relevant to their cultural backgrounds and communities.

Cultural Community Service Institutional support for faculty to advocate for their communities (e.g., via research, teaching, and service).

Cultural Validation Degree to which institutions acknowledge and value faculty members’ communities, backgrounds, and identities.

How can academic departments work to provide more culturally relevant environments for faculty of color?

Thank You nite.indiana.edu smuseus@iu.edu