SLIDE 1 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
SLIDE 2 Faculty Demographics
10 20 30 40 50 60 70 80 90 Native Hawaiian and Pacific Islander Native American 2 or More Races Asian Black Hispanic White
UM 2016 U.S. 2015
SLIDE 3 Asian American and Pacific Islander Faculty Representation
2 4 6 8 10 12 14 16 18
Teacher education Psychology Occupationally specific programs Communications Nursing English and literature Fine arts Political science Sociology Philosophy and religion Law All other programs Other education Agriculture and home economics History Other health sciences Other social sciences Business Foreign languages Mathematics Economics Computer sciences Physical sciences Biological sciences First-professional health sciences Engineering
SLIDE 4 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
SLIDE 5 Associate Professor Salaries: Education and Social Sciences
10 20 30 40 50 60
Under $40,000 $40,000-$59,000 $60,000-$89,000 $90,000 or More White Hispanic Black
SLIDE 6 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
SLIDE 7
Why is having more faculty of color important for students?
SLIDE 8 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”
SLIDE 9 How might bias inhibit the hiring of faculty
SLIDE 10
How do you embed equity into the evaluation of candidates?
SLIDE 11
Faculty Candidate Assessment Rubric
SLIDE 12
Culturally Relevant Environments
SLIDE 13
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.
SLIDE 14
Culturally Relevant Knowledge
Institutional support for faculty to acquire, generate, and disseminate knowledge relevant to their cultural backgrounds and communities.
SLIDE 15
Cultural Community Service
Institutional support for faculty to advocate for their communities (e.g., via research, teaching, and service).
SLIDE 16
Cultural Validation
Degree to which institutions acknowledge and value faculty members’ communities, backgrounds, and identities.
SLIDE 17
How can academic departments work to provide more culturally relevant environments for faculty of color?
SLIDE 18
Thank You
nite.indiana.edu smuseus@iu.edu
