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Minority Faculty Representation at the Big Ten Universities

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Minority Faculty Representation at the Big Ten Universities DIVERSITY IN HIGHER EDUCATION: MINORITY FACULTY REPRESENTATION AT THE BIG TEN UNIVERSITIES ASSOCIATE VICE CHANCELLOR STRATEGIC HIRING AND SUPPORT ACADEMIC SUPPORT AND DIVERSITY INDIANA UNIVERSITY AUGUST, 2004 The Office of Strategic Hiring and Support at Indiana University’s Bloomington (IUB) campus works to recruit, retain, and promote faculty of color as well as senior women. Strategic Hiring and Support, in cooperation with IUB’s schools and departments, has more than doubled the number of minority faculty members at IUB since its inception in 1986. Its challenge and commitment are to continue that progress, making even more marked and permanent changes in faculty diversity. Three programs that were developed to achieve this goal are the Strategic Hiring Program, the Faculty Fellowship Program, and the Faculty Mentoring Program. The Strategic Hiring Program has been instrumental in cultivating an IUB faculty that is balanced in both ethnicity and gender. As of the 2003-2004 academic year, 117 scholars have been hired through the Strategic Hiring Program for positions at seven out of ten IUB Schools, the College of Arts and Sciences, and the University Libraries. The Faculty Fellowship Program provides recent doctorate recipients and individuals who have completed all of their doctoral program requirements except for their dissertation with the opportunity to work at IUB as teachers, researchers, and colleagues. Summer and yearlong fellows are introduced to IUB and the Bloomington community while serving as visiting assistant professors in their chosen discipline and advancing their research. The program allows the university, its departments, and the fellows to establish relationships that may foster both the offer and acceptance of a tenure-eligible position in the future. The Faculty Mentoring Program is designed to assist new faculty members in adjusting to the IUB campus, plan their careers, and make full use of the available resources at IUB for professional development. The objective of the program is to serve as a mechanism for retaining the best faculty by reducing the problems many new faculty members, especially faculty of color, are confronted with on a new campus. For more information about the Office of Strategic Hiring and Support and its programs or other publications, please visit our Web site at http://www.indiana.edu/~shs or contact us at (812) 855-0542 or [email protected]. OFFICE OF STRATEGIC HIRING AND SUPPORT Memorial Hall West 108 1021 East Third Street Bloomington, Indiana 47405-7005 Phone: (812) 855-0542 Fax: (812) 856-5477 E-mail: [email protected] Web site: http://www.indiana.edu/~shs i This report was prepared by Wendy Drake, a graduate assistant in the Office of Strategic Hiring and Support (SH&S) at Indiana University–Bloomington (IUB), and is based on a draft prepared by Ryan Cunningham, who previously served as a graduate assistant in the office. Regina Galer and Shannon Gibney, also former graduate assistants, compiled research and analyzed data for this project. Heather Collins, a graduate assistant during the 2004-2005 academic year, provided a substantive review of the report. ACKNOWLEDGEMENTS The Office of Strategic Hiring and Support would like to thank Dr. Lois Wise, with IUB’s School of Public and Environmental Affairs, for her comments and suggestions throughout this project. We also would like to extend our appreciation to Dr. Sherrée Wilson, with IUB’s Department of Counseling and Educational Psychology in the School of Education, for her insightful reading and recommendations. Finally, we thank those Big Ten university program offices that provided their cooperation in this effort. ii TABLE OF CONTENTS EXECUTIVE SUMMARY ______________________________________________________________ VI INTRODUCTION _____________________________________________________________________ 1 RECENT FACULTY DIVERSITY INITIATIVES AT INDIANA UNIVERSITY–BLOOMINGTON ___________ 2 SECTION I. THE STATE OF MINORITY FACULTY REPRESENTATION IN THE BIG TEN _____________ 4 A. MINORITY REPRESENTATION IN THE UNITED STATES _________________________________ 5 B. MINORITY FACULTY TRENDS AT IUB AND THE BIG TEN _______________________________ 6 C. MINORITY FACULTY REPRESENTATION BY FIELD OF STUDY___________________________ 13 1. INDIANA UNIVERSITY–BLOOMINGTON ____________________________________________ 13 2. BIG TEN UNIVERSITIES_________________________________________________________ 16 A. BIOLOGY _________________________________________________________________ 17 B. BUSINESS _________________________________________________________________ 18 C. EDUCATION _______________________________________________________________ 19 D. ENGLISH__________________________________________________________________ 20 E. HISTORY__________________________________________________________________ 20 F. PSYCHOLOGY ______________________________________________________________ 21 SECTION II. RECOMMENDATIONS FOR IMPROVING FACULTY DIVERSITY _____________________ 22 A. DOCTORAL RECIPIENTS_________________________________________________________ 22 1. RECRUITING AND MENTORING MINORITY DOCTORAL STUDENTS _______________________ 23 2. INTRA-REGIONAL COORDINATION AMONG INSTITUTIONS TO RETAIN DOCTORAL RECIPIENTS _ 24 B. FACULTY SALARIES ____________________________________________________________ 25 C. RECRUITING NETWORKS ________________________________________________________ 26 1. THE DEGREE-GRANTING INSTITUTIONS ____________________________________________ 27 2. ADVERTISING FACULTY POSITION OPENINGS _______________________________________ 30 3. EXAMPLES OF EXISTING MINORITY FACULTY RECRUITING PROGRAMS___________________ 33 D. CANDIDATE EVALUATION CRITERIA ______________________________________________ 35 E. BEFORE AND AFTER THE SEARCH PROCESS _________________________________________ 36 CONCLUSION ______________________________________________________________________ 37 ENDNOTES ________________________________________________________________________ 38 REFERENCES APPENDICES I—III iii LIST OF TABLES AND FIGURES TABLE i-1. ISSUES AND RECOMMENDATIONS RELATED TO FACULTY DIVERSITY DISCUSSED IN PARTS A THROUGH E OF SECTION II TABLE 1. PERCENT OF THE UNITED STATES, INDIANA, IUB TENURE TRACK AND TENURE FACULTY, AND IUB STUDENT POPULATIONS BY ETHNICITY OR ORIGIN TABLE 2. BIG TEN MINORITY FACULTY & INSTRUCTIONAL REPRESENTATION (NUMBER AND PERCENT)A TABLE 3. IU-BLOOMINGTON INSTRUCTIONAL, NON-TENURE TRACK; TENURE TRACK; AND TENURE FACULTY BY ETHNICITY (NUMBER AND PERCENT)A FIGURE 1. NUMBER OF TENURE TRACK AND TENURE FACULTY AT IUB BY ETHNICITY (1999-2000 THROUGH 2003-2004) FIGURE 2. NUMBER OF NON-TENURE TRACK FACULTY AT IUB BY ETHNICITY (1999-2000 THROUGH 2003-2004) TABLE 4. IUB UNDERREPRESENTED MINORITY TENURE TRACK AND TENURE FACULTY BY RANK (NUMBER AND PERCENT)A FIGURE 3. NUMBER OF UNDERREPRESENTED MINORITY TENURE TRACK AND TENURE FACULTY AT IUB BY RANK (1999-2000 THROUGH 2003-2004) TABLE 5. IUB UNDERREPRESENTED MINORITY TENURE TRACK AND TENURE FACULTY BY SCHOOL/DEPARTMENT (NUMBER AND PERCENT) TABLE 6. UNDERREPRESENTED MINORITY DOCTORATE RECIPIENTS IN THE UNITED STATES BY FIELD IN 2002 (NUMBER AND PERCENT) TABLE 7. UNDERREPRESENTED MINORITY IN SEVERAL DEPARTMENTS AND SCHOOLS WITHIN BIG TEN UNIVERSITIES (NUMBER AND PERCENT) TABLE 8-a. UNDERREPRESENTED MINORITY FACULTY IN BIG TEN BIOLOGY DEPARTMENTS TABLE 8-b. UNDERREPRESENTED MINORITY FACULTY IN BIG TEN BUSINESS SCHOOLS TABLE 8-c. UNDERREPRESENTED MINORITY FACULTY IN BIG TEN EDUCATION SCHOOLS TABLE 8-d. UNDERREPRESENTED MINORITY FACULTY IN BIG TEN ENGLISH DEPARTMENTS TABLE 8-e. UNDERREPRESENTED MINORITY FACULTY IN BIG TEN HISTORY DEPARTMENTS TABLE 8-f. UNDERREPRESENTED MINORITY FACULTY IN BIG TEN PSYCHOLOGY DEPARTMENTS TABLE 9. U.S. CITIZEN DOCTORATE RECIPIENTS IN ALL FIELDS BY KNOWN RACE/ETHNICITY (1999 TO 2002) iv TABLE 10. IUB TENURE TRACK AND TENURE FACULTY TERMINAL DEGREE–GRANTING INSTITUTIONS BY SCHOOL/DEPARTMENT (2003) TABLE 11. TOP UNDERREPRESENTED MINORITY DOCTORAL DEGREE–GRANTING INSTITUTIONS BY FIELD OF STUDY TABLE 12. FACULTY SEARCH STRATEGY USED AND PERCENT OF INDIVIDUALS HIRED BY ETHNICITY v EXECUTIVE SUMMARY The purpose of this report is to document faculty diversity at Indiana University–Bloomington (IUB) and the other Big Ten institutions in recent years and to provide recommendations for what these and other universities can do to recruit minorities for faculty appointments. SECTION I Section I of the report provides time series minority faculty data from IUB and other Big Ten schools between the academic years 1999-2000 and 2003-2004 (Table 2). An analysis of IUB tenure track/tenure and non-tenure track minority faculty (Table 3, Figure 1, and Figure 2) as well as minority tenure track/tenure faculty by rank (Table 4 and Figure 3) during these years is also included. In addition, this section compares cross-sectional department-level minority faculty data for six departments and schools (biology, business, education, English, history, and psychology) at IUB and within the Big Ten universities during the 2001-2002 academic year (Part C). However, the number of minority faculty members is not the only relevant factor in assessing the status of faculty diversity in higher education. The experience of these individuals at post-secondary institutions is another aspect of this issue—one that requires further research. In the near future, the Office of Strategic Hiring and Support will be evaluating the experience of minority faculty members at IUB. SECTION II Section II provides a discussion
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