Meeting with Chancellor Wilcox and Upper Administration 8/2017 CoDEO Recommendations to Improve Diversity, Retention, Issues of Equity and Climate at UCR Committee on Diversity and Equal Opportunity (CoDEO)
Outline 1. Charges to CoDEO and members of the committee 2. Outcomes of our discussions with each of the Deans about their plans to increase diversity hires in their colleges 3. Issues of retention 4. Issues of pay equity 5. Issues related to climate on campus
Charge to the Committee on Diversity and Equal Opportunity CoDEO represents the Division on all matters of affirmative action and diversity in the employment of women and ethnic minorities at UCR. It monitors the campus for discriminatory employment practices, retention, and for issues involving diversity and campus climate, and, at its discretion, makes recommendations for improvement in specific practices and general policy. Serves as a liaison between individuals experiencing problems related to affirmative action at UCR and the Division, providing, at its discretion, advice and guidance when requested
CoDEO Members 2015 - 16 2015-2016 Committee Membership Manuela Martins-Green (Chair) – Cell Biology Carolyn Murray - Psychology Meera Nair – School of Medicine Georg Michels – History Suveen Mathaudau – Mechanical Engineering Jun Li – Statistics Elaine Wong – SoBA Melania Abrahamian - GSA Representative Honeiah Karimi - ASUCR Representative
CoDEO Members 2016-17 2016-2017 Committee Membership Manuela Martins-Green (Chair) – Cell Biology Carolyn Murray - Psychology Meera Nair – School of Medicine Georg Michels – History Suveen Mathaudau – Mechanical Engineering Jun Li – Statistics Boris Maciejovsky – SoBA Kayleigh Anderson -- GSA Representative Aram Ayrapetyan – ASUCR Representative
Addition to the Membership The Associate Vice Chancellor for Diversity and Inclusion as a non-voting ex-officio member to keep the committee apprised of current issues on campus
Outline 1. Charges to CoDEO and members of the committee 2. Outcomes of our discussions with each of the Deans about their plans to increase diversity hires in their colleges 3. Issues of retention 4. Issues of pay equity 5. Issues related to climate on campus
Diversity in Faculty Hiring During the Fall Senate Division meeting in 2015 the Chancellor presented data indicating that UCR had not improved in diversity with its last 150 faculty hires. This raised a red flag with CoDEO Because the EVC delegated the responsibility of increasing diversity to the Deans, CoDEO conducted individual interviews with all Deans to find out what strategies they had to improve hiring with diversity
Outline 1. Charges to CoDEO and members of the committee 2. Outcomes of our discussions with each of the Deans about their plans to increase diversity hires in their colleges 3. Issues of retention 4. Issues of pay equity 5. Issues related to climate on campus
CNAS – Dean Ulrich Dean Ulrich will ensure that the search committee chairs and members know what it means to be unbiased and open minded. At Rutgers University, Dean Ulrich had people come in to conduct a play to explain and provide awareness. Dean Ulrich thinks that interactive training is the most effective method to make people aware of unconscious bias. Dean Ulrich will scrutinize the final list of candidates very careful to look for diversity.
BCOE – Dean Abbashian Through conferences and faculty recommendations pro-actively mine the underrepresented minority student (URM) pipeline, which represents only a small fraction of the total Engineering Ph.D. candidates. Identify promising URM candidates towards the end of their degree programs. Secure the URM candidates before they enter the wider job market, and in some cases, allow them to pursue post-doctoral opportunities before returning.
BCOE – Dean Abbashian Expressed concerns based on reallocation of funding under the new budget model which disincentives' pursuit of domestic faculty candidates. The Deans should have the freedom to be innovative in recruitment and hiring strategies. Target of Excellence (ToE) mechanisms of hiring without a faculty separation should be explored and considered.
CHASS – Dean Pena Will pay close attention to how job announcements are written. Will take into consideration the breadth of the whole department, not just a singular field, to determine what opportunities are available in terms of ethnic, gender and race categories. Will work with the faculty to be proactive in recruiting candidates, specifically by actively looking for diverse candidates. Will ensure that those to be interviewed reflect the best attributes of all the applicants that applied.
GSoE – Dean Smith In 2015-16 GSoE successfully recruited six new faculty and five of them are of color. The success is partly due to the following strategies: Included diversity in the chairs of searches. Care in writing advertisements for the positions to encourage diverse applicants to apply. Encourage chairs of the committees to expand the shortlist to include some underrepresented candidates. The Dean provided the resources to bring these extra people to campus to give a talk. Open to hiring high quality graduate students that are diverse which can then be pursued for faculty positions.
SoBA – Dean Wang SoBA faces two major problems in attracting minority faculty: First, there are relatively few minority Ph.D.'s available in the national job market. Second , those few Ph.D.'s tend to go into business or industry. To overcome these difficulties, SoBA developed a number of innovative strategies to increase faculty diversity.
SoBA – Dean Wang, Strategies 1. Contact Ph.D. candidates or their faculty advisors nationwide before they complete their degrees to interest them in exploring a potential faculty position at UCR. 2. Cultivate current UCR Ph.D. students with minority backgrounds to develop interest in academia. 3. Encourage qualified undergraduate students - both regionally and nationally - to pursue Ph.D. studies with a possible future in academia.
SoBA – Dean Wang, Strategies 4. Participate in a four-week summer program with the other five UC business schools. The program (which rotates yearly from campus to campus) attracts about fifty African American and Hispanic students nationwide, is funded through donations from the business community, and provides SoBA with excellent opportunities to attract prospective graduate students to UCR. 5. Outreach to the minority communities in SoCAL to disseminate awareness about SoBA’s programs and the need for building a new generation of minority faculty in the field.
SoM – Interim Dean Schiller The School of Medicine may be one of the more successful schools within UCR at recruiting diverse faculty and students. Strategies: 1. Investment in diversity by the leadership: Institutional commitment to start from top down. 2. Pipeline programs: funds undergraduates and medical students from disadvantaged backgrounds. 3. Funding: the School of Medicine receives funds from Kaiser, Howard Hughes, private donors and the NIH, which funds student pipeline programs. 4. Monitoring: The school also internally monitors its own data on diversity in faculty, staff and students. These data are important when applying for or maintaining grants.
School of Public Policy(SPP) – Dean Deolalikar Because the undergraduate students are quite diverse in the SPP, they are identifying strong undergraduates to feed into the master’s program. Because the school is young, they are using their cluster hiring to bring diversity to the School.
Graduate Division – Dean Childers Under Dean Childers’ leadership, UCR’s Graduate Division has greatly improved the diversity of its graduate students by increasing the percentage of URM from 12-16% to 35% for the incoming class in fall 2016. Diversifying the graduate student body is the best way to increase faculty diversity down the line. The recommendations from CoDEO to Chancellor White included a request for significant increase in the budget of the Grad. Div. to be used specifically to increase diversity of Graduate Students. The Chancellor responded and we now see the results.
Dean Childers, Strategies Reached out to students in Southern California and the South West, particularly through Cal State faculty. Teamed up with the Society for the Advancement of Chicanos and Native Americans in Science. Provided funding earmarked for diversity based on socio- economic challenges (as allowed by Prop 209) to allocate “a certain amount of money on top of the packages that we offer from the Graduate Division”. Mentored students to bring down attrition rates, particularly in the STEM fields. The Graduate Student Mentorship (GSM) program has been remarkably successful.
CoDEO Recommendations A dashboard for faculty so that we have data on the faculty we currently have in place to get a sense of where we do not have diversity. Important for demographics. We should know what we currently have before we determine where we need to go. How are departments doing and how does each compare to the graduate and undergraduate population. The use of TOE without separations.
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