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n 1993, when Penn elected the first woman to lead the University (and the first woman President of any Ivy League institution), approximately 21% of I Penn’s standing faculty were female and 8.4% were ethnic minorities. Since then, Penn has had three successive women Presidents, and significant progress has been made in expanding the representation of women on Penn’s standing faculty, although challenges remain in raising the proportion of female faculty in science, technology, engineering, mathematics, and medicine. Similarly, we have made strides in increasing the number of minorities on Penn’s faculty. In the fall of 2010, Sarah Tishkoff, Silfen University Associate 30% of Penn’s standing faculty were female and 17% were ethnic minorities. Professor, uses the world’s largest DNA Dramatic advances have also been made in increasing the diversity and database – representing more than 7000 excellence of Penn’s student body. Presently 53% of Penn undergraduates Africans from more than 100 ethnic groups and 53% of graduate and professional students are female, and 32% of under- – to study the impact of genetic diversity on graduates and 20% of graduate and professional students are U.S. minorities. evolutionary adaptation. While we have made progress, the results fall short of our aspirations. We are more determined than ever to recruit and retain faculty whose excellence and diversity allow us to prepare our students to become leaders in an increasingly global society. In partnership with the Deans and other senior university leaders, we will redouble our efforts to foster a diverse, inclusive, and equitable campus, where scholars, students, and staff from all backgrounds can do their best work. Supporting a superb, inclusive faculty is among Penn’s highest priorities, and only by doing so can we move from excellence to eminence in all of our core endeavors.
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5(&58,70(17 7KH SULQFLSDO UHVSRQVLELOLW\ IRU IDFXOW\ UHFUXLWPHQWUHVWVZLWKHDFKRI3HQQ·V6FKRROV7KH3URYRVW·V 2IILFHZRUNVLQSDUWQHUVKLSZLWKWKHGHSDUWPHQWVDQG'HDQV WRPDNHWKH8QLYHUVLW\·VVWDQGLQJIDFXOW\HYHQPRUHH[FHOOHQW DQGGLYHUVH 1XPHURXV SURJUDPV DQG LQLWLDWLYHV VXSSRUW GLYHUVLW\ WKURXJKRXW WKH 8QLYHUVLW\ %RWK WKH 3HUHOPDQ 6FKRRO RI 0HGLFLQHDQGWKH:KDUWRQ6FKRRORIIHUDYDULHW\RIUHVRXUFHV WRVHDUFKFRPPLWWHHVWRKHOSWKHPEURDGHQDSSOLFDQWSRROV7KH 7DUJHWRI2SSRUWXQLW\&RPPLWWHHRIWKH6FKRRORI$UWVDQG “I wouldn’t have come to Penn if not for the domestic partner 6FLHQFHV LGHQWLILHV H[FHOOHQW VFKRODUV IURP XQGHUUHSUHVHQWHG benefits offered. To me, the benefits illustrate the open environment SRSXODWLRQV DQG EULQJV WKHP WR WKH DWWHQWLRQ RI DSSURSULDWH here; one that respects and values all employees equally.In GHSDUWPHQWV7KH3URYRVW·V2IILFHSURYLGHVWKURXJKWKH)DFXOW\ addition, the climate and awareness at Penn for LGBT employees is 2SSRUWXQLW\ )XQG D SDUWLDO WZR\HDU VXEVLG\ WR LQGLYLGXDOV impressive, and speaks to Penn’s forward-thinking and high quality. ZKRHQKDQFHWKHDFDGHPLFVWUHQJWKDQGGLYHUVLW\RIWKHIDFXOW\ All members of the Penn community can be proud that the University ,Q WKH ODVW ILYH \HDUV WKLV SURJUDP KDV VXSSRUWHG VXFK has been a leader in providing benefits and creating a climate that’s uniformly positive and supportive of LGBT employees.” FDQGLGDWHV7KH 'XDO &DUHHU 3URJUDP KDV RIIHUHG VXEVWDQWLDO KHOSWRGHSDUWPHQWVWKDWQHHGWRILQGDSRVLWLRQIRUWKHVSRXVH Robert Carpick RU SDUWQHU RI D GHVLUHG UHFUXLW:KHQ WKH ILUVW DQG VHFRQG Professor of Mechanical Engineering SURSRVHG KLUHV DUH ORFDWHG LQ GLIIHUHQW 6FKRROV 'HDQV FDQ and Applied Mechanics UHTXHVWFRVWVKDULQJIURPWKH3URYRVW·V2IILFHWRVXSSOHPHQW Penn Director, Nanotechnology Institute VXSSRUWIURPWKHWZRVSRQVRULQJ6FKRROV6LQFHWKHPDMRULW\ RI3HQQIDFXOW\KDYHDQHPSOR\HGSDUWQHUPDQ\RIZKRPDUH DFDGHPLFVWKLVSURJUDPRIIHUVDQLPSRUWDQWUHVRXUFHIRUKLULQJ DQGUHWDLQLQJIDFXOW\$GGLWLRQDOO\WKH9LFH3URYRVWIRU)DFXOW\ WUDLQVVHDUFKFRPPLWWHHVLQEHVWSUDFWLFHV:KLOHHDFKRIWKHVH SURJUDPV KDV KHOSHG WR EXLOG D PRUH GLYHUVH DQG LQFOXVLYH IDFXOW\WKH\FDQEHLPSURYHGDQGH[SDQGHG
3(11·6$&7,213/$1IRU)$&8/7<',9(56,7<$1'(;&(//(1&( We are committed to strengthening and supporting the work of Deans and department chairs in their recruitment efforts, and we propose the following changes:
Diversity Action Plans: Each School will develop its own plan for increasing faculty diversity, as described on page 7, and will provide substantial resources to implement its plan. School initiatives will be launched in partnership with the central administration, which will offer enhanced incentives to help each part of the University build a more inclusive faculty.
Presidential Term Professorships: We will support up to ten term professorships at the junior and senior level for exceptional scholars who will contribute to faculty excellence and diversity. The Provost’s Office will accept nominations from any School or department, for appointments at any rank. Funding will be shared with the School on a matching basis. “Higher education has assumed an obligation When a holder of one of these professorships leaves the University or rotates to provide role models for students who need them. To meet this obligation, colleges out of the chair, its central funding will return to the central pool to be and universities will have to diversify their reallocated. faculties to include men and women of varied backgrounds. Faculties will have Faculty Opportunity Fund: To encourage Schools to make greater use of to diversify their talent, but diversification the Faculty Opportunity Fund, we plan to extend to five years the time that a is not enough to satisfy the need for role central subsidy can provide bridge funding until a retirement frees models. Schools will have to encourage new resources. their faculties to be more responsive and respectful than ever before.” The Dual Career Program will be strengthened by permitting greater flexibility in the financial arrangements between the Schools that support the Anita Allen two hires and by more actively publicizing its existence. The Vice Provost for Henry R. Silverman Professor of Law Faculty will work with departments seeking to place the partner of a recruit. Professor of Philosophy
Local Recruitment Pools: We will maintain lists of Fontaine Fellows, Postdoctoral and Pre-doctoral Fellows, and their fields to provide Schools and departments with information on candidates for open positions.
6 the university of pennsylvania Partnerships with the Leadership Alliance and HBCUs, Tribal Colleges, Hispanic-Serving Institutions and Women’s Colleges: Diversifying the Penn faculty can also be done in partnership with other schools through collaborations of mutual benefit; this could include team-taught courses, occasional lectures, informal consultations, use of libraries and research collections, and short visits. The University will work to strengthen and expand existing collaborative relationships and to cultivate new ones, exploring the use of networking media to open our campus to a more diverse group of scholars and teachers.
FACULTY DEVELOPMENT: Recruitment of a broadly inclusive faculty must be combined with effective measures to retain them and to provide a campus environment in which all can thrive throughout their careers. Retention depends on building and maintaining an inclusive campus community that allows faculty, students, and staff to feel valued and supported. In recent years, Penn has implemented a variety of programs designed to help faculty reach their full potential. Penn’s family-friendly policies include reduction in teaching duties after the birth or adoption of a child, extension of the tenure probationary period for primary caregivers, adoption assistance, and back-up child care. These policies help faculty combine their professional and personal obligations, and we will maintain and expand them. In 2006, Penn also established guidelines to help ensure that all junior faculty receive effective mentoring. These programs, which have been established in all twelve Schools, link junior faculty to senior colleagues who can provide guidance. In addition, the Penn Fellows Program provides leadership training to a small group of outstanding mid-career faculty, while building a cross-campus, interdisciplinary network to help support and advance their development. Other community- building programs, such as the Forum for Women Faculty and the Perelman School of Medicine’s FOCUS Initiative, provide networking, mentoring, and
3(11·6$&7,213/$1IRU)$&8/7<',9(56,7<$1'(;&(//(1&( leadership training for female faculty. For minority faculty, this function has been fulfilled largely by cultural studies programs and by initiatives such as the Minority Faculty Development Program in the Perelman School of Medicine.
NEW INITIATIVES TO SUPPORT FACULTY DEVELOPMENT AND BUILD COMMUNITY WILL INCLUDE:
Broader, better supported mentoring: Faculty needs for mentoring do not end with tenure.We propose extending mentoring programs to include mid-career faculty and offering additional mentoring opportunities for faculty of color and women in STEM fields, where their small numbers can lead to a sense of isolation. Mentoring must count as valuable University John Jackson, Richard Perry University service and will be recognized as such in annual reviews and in consider- Professor, and Deborah Thomas, ations of promotion to full professor. Mentoring should be incorporated into Professor and Graduate Group Chair of faculty work plans and discussed and evaluated in the annual reviews of Anthropology, with their children Oliver and Marleigh, at the Penn Children’s Center departments and Schools. In addition, we will establish awards for effective mentors to recognize them for their work and to highlight best practices.
Family-friendly policies: To help those who combine a demanding academic career with caring for their families, we will explore with the $VZHHQKDQFHWKH Health Schools the addition of a permanent part-time academic clinician track. SLSHOLQHRIIXWXUHIDFXOW\ We will also explore both the provision of low-cost, limited weeknight childcare at a Penn-affiliated center near campus, which will be available on a DQGUHVHDUFKOHDGHUV first-come, first-served basis, and small grants for temporary childcare to ZHZLOOEXLOGDOHJDF\ support faculty attendance at professional meetings. WKDWHQULFKHVQRWRQO\
University leadership: The Vice Provost for Faculty will provide support WKH3HQQFRPPXQLW\EXW for additional leadership development activities for faculty on and off campus. DOVRWKHODUJHUDFDGHPLF Moreover, we will redouble our efforts to increase the diversity of the University’s senior leadership team so that it better reflects the diversity of the FRPPXQLW\DQGWKH campus community. ZLGHUZRUOG
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EXPANDING THE PIPELINE: Multiple programs overseen by the Vice Provost for University Life encourage students from underrepresented populations to “Faculty members who represent and consider graduate education and careers in the professoriate. Initiatives such as model our country’s diversity are vital for Advancing Women in Engineering, the Ronald E. McNair Scholars Program, and educating 21st century students. Embracing and investing in diversity at Penn is a moral the Mellon Mays Undergraduate Fellowship Program provide mentoring, research imperative with far-reaching outcomes that support, and networking opportunities for talented young people at Penn. In 2008, will be reflected in the science we advance, we recruited an Associate Vice Provost for Access and Equity to further strengthen the leaders we graduate, and the public we existing programs and to recommend new strategies and partnerships. serve. It is a small investment with incredible At the graduate level, theFontaine Fellowship Program provides financial returns for a more peaceful world.” support and mentoring for approximately 200 students each year from groups underrepresented in the academy. Recently, additional funding support has enabled Afaf I. Meleis Margaret Bond Simon Dean, us to increase the number of Fontaine Fellows, who have gone on to faculty positions School of Nursing at leading universities across the country, including Penn. We will work with the Professor of Nursing and Sociology Deans to enhance Penn’s support of this successful initiative and to recruit more of these excellent emerging scholars to Penn’s faculty. A new program of Postdoctoral Fellowships seeks to attract promising scholars and educators whose life experience, research projects, and employment
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WKHXQLYHUVLW\RISHQQV\OYDQLD background will contribute significantly to our academic excellence. The Fellowships, available for three years of postdoctoral training in all areas of study at the University, are designed to attract outstanding graduate students to Penn who have completed or will complete the requirements for the Ph.D. before their fellowship begins. Each fellow receives a stipend, University benefits, and funds for conference attendance, with financing shared between the University and the Schools. We aim to double the number of fellowships over the next five years and will urge departments and Schools to work to retain the very best of these fellows to increase the diversity of Penn’s faculty. %LRPHGLFDO *UDGXDWH 6WXGLHV IRXQGHG LQ VHUYHG WKLV \HDU DV WKH David Hsu, Sapp Associate Professor DFDGHPLFKRPHIRU3K'FDQGLGDWHVLQWKHEDVLFELRPHGLFDOILHOGV³RI in the Wharton School, argues that ZKRPDUHIHPDOHDQGRIZKRPDUHXQGHUUHSUHVHQWHGPLQRULWLHV+RXVHGLQ intellectual diversity fuels innovation – the WKH3HUHOPDQ6FKRRORI0HGLFLQH%*6LVDFROODERUDWLRQRIPRUHWKDQIDFXOW\ most successful, innovative biotechnology PHPEHUV DFURVV VHYHQ 6FKRROV DQG VHYHUDO DVVRFLDWHG LQVWLWXWHV WKDW SURYLGHV start-ups bring together researchers across FHQWUDOL]HG VXSSRUW IRU DGPLVVLRQV VWXGHQW IHOORZVKLSV FXUULFXODU RYHUVLJKW multiple disciplines, as early as possible in UHFRUGNHHSLQJ DQG RWKHU RSHUDWLRQV %*6 VWXGHQWV UHFHLYH DQ DQQXDO VWLSHQG the company’s development. WXLWLRQIHHVDQGKHDOWKLQVXUDQFH:HZLOOZRUNWRSURYLGHJUHDWHUYLVLELOLW\DQG VXSSRUW IRU WKLV H[FHSWLRQDO FROODERUDWLRQ DQG WR WUDFN LWV JUDGXDWHV IRU SRVVLEOH IXWXUHUHFUXLWPHQW
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YHU WKH SDVW GHFDGH SURJUHVV LQ LQFUHDVLQJ WKH GLYHUVLW\ RI WKH 3HQQ Katherine Kuchenbecker, Skirkanich Assistant IDFXOW\ KDV EHHQ WUDFNHG WKURXJK WKH *HQGHU (TXLW\ DQG 0LQRULW\ Professor of Innovation in the School of Engineering 2(TXLW\ 3URJUHVV 5HSRUWV ZKLFK DUH LVVXHG HYHU\ WKUHH \HDUV 7KH and Applied Science, was named one of Popular 8QLYHUVLW\·VDELOLW\ WR PRQLWRU WKH FRPSRVLWLRQ RI WKH IDFXOW\ KDV DOVR LQFUHDVHG Science’s “Brilliant Ten” in 2010 for her path- ZLWK WKH GHYHORSPHQW RI WKH )DFXOW\ ,QIRUPDWLRQ 6\VWHP 0RUHRYHU WKH breaking work in “haptics” – the science of making 3URYRVW PHHWV DQQXDOO\ ZLWK HDFK RI WKH 'HDQV WR UHYLHZ WKH FRPSRVLWLRQ RI computer and robot interfaces feel real. HDFK 6FKRRO·V IDFXOW\ WUDFNLQJ FKDQJHV LQ LWV GHPRJUDSKLFV7KH UHVXOWV RI WKH WUDFNLQJDUHPRQLWRUHGLQWKHDJJUHJDWHDQGHDFKRIWKHWZHOYH6FKRROVDOVRKDV DIDFXOW\DIILUPDWLYHDFWLRQRIILFHUZKRLVUHVSRQVLEOHIRUUHYLHZLQJHYHU\IDFXOW\ UHFUXLWPHQW$SSRLQWPHQWV FDQQRW EH PDGH XQWLO D VHDUFK KDV EHHQ FHUWLILHG DV EHLQJLQFRPSOLDQFHZLWK8QLYHUVLW\SROLFLHVDQGZLWKIHGHUDODQGORFDOODZVJRYHUQLQJ DIILUPDWLYHDFWLRQDQGHTXDORSSRUWXQLW\1HYHUWKHOHVVUHYLHZVE\DIILUPDWLYHDFWLRQ RIILFHUVQRUPDOO\WDNHSODFHWRRODWHLQWKHKLULQJSURFHVVWRVKDSHWKHDSSOLFDQWSRRO ,QFORVHSDUWQHUVKLSZLWKWKH'HDQVZHZLOOUHGRXEOHRXUHIIRUWVWRILQGHYHUPRUH HIIHFWLYHPHDQVRIDVVHVVLQJKLULQJSDWWHUQVFRPPXQLFDWLQJWKHUHVXOWVDQGKROGLQJ RXUVHOYHVDQGRXUFROOHDJXHVDFFRXQWDEOH
'LYHUVLW\DFWLRQSODQV %\0D\HDFKRIWKH6FKRROVZLOOGHYHORSLWV Kenric Tsethlikai, Director of the Language and Culture RZQSODQIRULQFUHDVLQJIDFXOW\GLYHUVLW\ZKLFKZLOOEHDFFRPSDQLHGE\VXEVWDQWLDO Program in Penn’s Lauder Institute, oversees eight diverse UHVRXUFHVDWWKH6FKRROOHYHOWROHYHUDJHWKRVHEHLQJSURYLGHGE\WKHFHQWUDO language programs, both on campus and abroad, drawing on his background as a native of the Zuni Pueblo tribe with DGPLQLVWUDWLRQ7KHODUJHU6FKRROVVKRXOGLQFOXGHSODQVDWWKHGHSDUWPHQWOHYHO doctoral and undergraduate degrees in French language 7KHVH GLYHUVLW\ DFWLRQ SODQV ZLOO RXWOLQH SURFHGXUHV GHVLJQHG WR KHOS HQVXUH and literature.
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'LYHUVLW\VHDUFKDGYLVRUVZLOOUHSODFHIDFXOW\DIILUPDWLYHDFWLRQRIILFHUVDQG WKURXJKWKHLULQFUHDVHGQXPEHUVDQGFORVHQHVVWRWKHVHDUFKSURFHVVZLOOPDNH SRVVLEOHWKHGHVLJQRIEURDGHUDSSOLFDQWSRROVDQGPRUHGHWDLOHGVFUXWLQ\RID ZLGHJURXSRIFDQGLGDWHV7KH\ZLOOEHDSSRLQWHGE\WKH'HDQV RUWKHLUGHSXWLHV DQG UHFHLYH 6FKRROOHYHO WUDLQLQJ LQ EHVW SUDFWLFHV IRU FRQGXFWLQJ LQFOXVLYH VHDUFKHV7KH\ PXVW EH DVVRFLDWH RU IXOO SURIHVVRUV LQ WKH VWDQGLQJ IDFXOW\ “Individuals from different backgrounds, JHQHUDOO\IURPWKHGHSDUWPHQWRUGLYLVLRQFDUU\LQJRXWWKHVHDUFK7KHGLYHUVLW\ with diverse life experiences and different VHDUFK DGYLVRU ZLOO SDUWLFLSDWH LQ GHILQLQJ WKH SRVLWLRQ DQG GHVLJQLQJ WKH perspectives, create a richer academic UHFUXLWPHQW HIIRUW WR KHOS HQVXUH RXWUHDFK WR D EURDG SRRO RI FDQGLGDWHV environment. A more diverse faculty, HVSHFLDOO\WRJURXSVZKRDUHXQGHUUHSUHVHQWHGLQWKHGHSDUWPHQWRU6FKRRO workforce, and student body helps to 'LYHUVLW\VHDUFKDGYLVRUVZLOOVHUYHRQVHDUFKFRPPLWWHHVZKHQHYHUSRVVLEOH bring innovative approaches to problems DQGZLOOEHDYDLODEOHWRSURYLGHDGYLFHDQGVXSSRUW7KH\ZLOOUHYLHZZLWKWKH and new ways of thinking. As such, an 'HDQV WKH VKRUWOLVW RI FDQGLGDWHV XQGHU FRQVLGHUDWLRQ EHIRUH LQWHUYLHZV DUH emphasis on diversity is not just ‘the right FRQGXFWHG'LYHUVLW\VHDUFKDGYLVRUVDORQJZLWKWKHGHSDUWPHQWFKDLUDQGWKH thing to do’ but it is important for our 'HDQ ZLOO UHYLHZ DQG DSSURYH WKH FRPSOLDQFH IRUP GRFXPHQWLQJ WKDW WKH success in academic medicine. We should VHDUFKSURFHVVZDVFRQGXFWHGLQDFFRUGDQFHZLWK8QLYHUVLW\SROLF\$OWKRXJK embrace our diversity as a strength.” WKHUHPD\EH6FKRROOHYHOYDULDWLRQVHDUO\HQJDJHPHQWRIWKHGLYHUVLW\VHDUFK DGYLVRULQWKHUHFUXLWPHQWSURFHVVZLOOEHDQHVVHQWLDOHOHPHQWRIDOO6FKRRO J. Larry Jameson GLYHUVLW\SODQV Executive Vice President, University of Pennsylvania Health System $ IDFXOW\ VXUYH\ ZLOO EH ODXQFKHG LQ DFDGHPLF \HDU WR FROOHFW Robert G. Dunlop Professor of Medicine LQGLYLGXDORSLQLRQVRIMREVDWLVIDFWLRQDQGFDPSXVFRPPXQLW\'HYHORSHGZLWK Dean, Perelman School of Medicine WKHDVVLVWDQFHRIWKH)DFXOW\6HQDWHDQGLWVFRPPLWWHHVWKHTXHVWLRQQDLUHZLOO h KHOS 6FKRROV DQG GHSDUWPHQWV XQGHUVWDQG IDFXOW\ QHHGV DQG GHWHUPLQH WKH EHVW ZD\V WR LPSURYH WKH H[SHULHQFHV RI DOO 3HQQ IDFXOW\ PHPEHUV ,W ZLOO
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“Diversity is an essential value of our university – the more diverse we are, the more innovative we can be. The diversity of Penn helps teach our students to be representatives of the world we live in.”
Camille Zubrinsky Charles Chair, Faculty Senate, 2011-2012 Director, Center for Africana Studies Edmund J. and Louise W. Kahn Professor in the Social Sciences
WKHXQLYHUVLW\RISHQQV\OYDQLD 5HVRXUFHV Selected Resources R LPSOHPHQW DOO WKH HOHPHQWV RI WKLV 'LYHUVLW\ $FWLRQ3ODQWKH8QLYHUVLW\ZLOOFRPPLWPLOOLRQ 7 LQFHQWUDOUHVRXUFHVRYHUWKHQH[WILYH\HDUVZKLFK Office of the Vice Provost for Faculty Affairs ZLOO EH PDWFKHG E\ HTXLYDOHQW UHVRXUFHV IURP WKH WZHOYH www.upenn.edu/provost/category/faculty 6FKRROV ,Q FRRSHUDWLRQ ZLWK WKH 'HDQV ZH ZLOO FUHDWH D QHZ (PLQHQFH DQG 'LYHUVLW\ )XQG GHVLJQHG WR EXLOG D Office of Affirmative Action and Equal Opportunity Programs PRUH LQFOXVLYH DQG HTXLWDEOH FDPSXV DQG VXSSRUW D EURDG www.upenn.edu/affirm-action VHW RI PHDVXUHV7KH IXQG ZLOO SURYLGH DGGLWLRQDO UHVRXUFHV IRUUHFUXLWPHQWUHWHQWLRQDQGSLSHOLQHDFWLYLWLHVDVZHOODV University Council Committee on Diversity and Equity PRQH\ IRU UHVHDUFK LQWR LVVXHV UHODWHG WR GLYHUVLW\ 3ULRULW\ https://secure.www.upenn.edu/secretary/council/de.html ZLOO EH JLYHQ WR SURMHFWV IRU ZKLFK FRVWV DUH VKDUHG ZLWK WKH6FKRROV University Life Equity and Access Programs www.vpul.upenn.edu/aap The Fund Will Finance: Presidential Term Professorships (see page 6) Fontaine Fellowships Faculty Opportunity Fund (see page 6) www.upenn.edu/provost/fontaine Dual Career Program (see page 6) Partnerships with the Leadership Alliance Schools, HBCUs, HSIs, Postdoctoral Fellowships for Academic Diversity Tribal Colleges, Women’s Colleges and other consortia working www.upenn.edu/research/research_site/ to increase faculty diversity (see page 7) postdoc_diversity.html Family Friendly Policies (see page 8) Postdoctoral Fellowships (see page 9) Progress Report on Gender Equity Pre-doctoral Fellowships (see page 11) http://www.upenn.edu/almanac/volumes/v55/n29/pdf_n29/ Graduate Fellows (see page12) GenderEquity.pdf
Progress Report on Minority Equity http://www.upenn.edu/almanac/volumes/v57/n14/pdf_n14/ Minorityequity.pdf
3(11·6$&7,213/$1IRU)$&8/7<',9(56,7<$1'(;&(//(1&( *2$/6029,1*)25:$5' even years ago, we made a bold commitment through the Penn Compact to demonstrate that our Univer- S sity’s path from excellence to eminence goes hand-in- hand with our increasing access to the most talented, hard- working students from all backgrounds, our supporting the most innovative interdisciplinary scholarship, and our expand- ing Penn’s collaborative local and global engagement. Now, we 2QO\E\ZRUNLQJWRJHWKHUFDQ call upon the Penn community to renew the urgency of our making Penn a worldwide leader in both access and equity, by ZHSRVLWLRQ3HQQDVDJOREDO shaping a faculty whose intellectual and individual diversity and eminence are second to none. To accomplish this, we must first advance the diversity of our OHDGHULQGLYHUVLW\DQGLQFOXVLRQ faculty with targeted and aggressive recruitment efforts in ways that reflect the availability of outstanding talent across all the ,QVRGRLQJZHZLOOPRYHIURP disciplines represented in Penn’s 12 Schools. To retain this eminent faculty, we must simultaneously create an environment that encourages debate and dialogue across all points of view, fosters LPDJLQLQJDPRUHLQFOXVLYH the widest range of new ideas and creative research, and enables every member of the Penn family to feel included and respected. XQLYHUVLW\WRFUHDWLQJLW To succeed, these must be the priorities not only of the President, Provost, and Deans, but also of all members of the Penn community. Only by working together can we position Penn as a global leader in diversity and inclusion. In so doing, we will move from imagining a more inclusive and eminent University to creating it. As we enhance the pipeline of future faculty and research leaders, we will build a legacy that enriches not only the Penn community but also the larger academic community and the wider world.
WKHXQLYHUVLW\RISHQQV\OYDQLD The Penn Forum for Women Faculty aims to build a community of women scholars across the University, advocating for policies and practices that promote equity for women faculty, advising the administration on matters of significance to women faculty, and providing opportunities for education, professional skill-building, and cross-School networking for women faculty. WKHXQLYHUVLW\RISHQQV\OYDQLD