Zoom Logo

Provost Town Hall - Shared screen with speaker view
Mary Boyd
31:46
@Kathy Can you share a link to the article in The Atlantic?
Kathy Johnson
32:29
https://www.theatlantic.com/business/archive/2020/06/three-degrees-racism-america/613333/
Marie Mora
48:35
Some useful resources/strategies for recruitment & retention of underrepresented groups can be found with the StratEGIC Toolkit. Focus is on women faculty in STEM (based on NSF ADVANCE programs) but many of strategies apply to other groups/disciplines. https://www.colorado.edu/eer/research-areas/women-science/strategic-toolkit
Susan Poser
49:45
Kathy - is there a description of this program at IUPUI on the website, with some of the resources you use?
Kathy Johnson
50:20
c. White Racial Literacy Project - https://news.iu.edu/stories/2018/11/iupui/inside/07-welcoming-campus-initiative-racial-equity.htmld. Deans Reading Group – An Inclusive Academy
Marie Mora
51:42
Thanks Gail--I have also found it's important to work with the Faculty Senate on these issues.
Constance St. Germain
51:50
Great points @ Gail
Heather Coltman
52:14
May I comment/ask about interactions with students and SGA?
Mary Boyd
52:27
Kathy - that's a tough balance: not expecting BIPOC faculty to do all the diversity work, but also not setting out a perception that White faculty are the experts
Gail Baker
53:04
It is a tough balance and would like to hear more about it.
prabhathajela
56:19
Entrenched attitudes have a huge role in the campus climate of inclusivity and are difficult to dislodge. A critical mass of URM faculty is helpful but there is always the question of what comes first - changed attitudes that promote the recruitment and retention of URM groups or larger numbers of outstanding colleagues that begin to displace existing unconscious biases
Marie Mora
59:53
Agreed about the entrenched attitudes. It takes years to address, but some can be addressed with training/workshops/campus conversations over time, and others can be addressed through recruitment & retention of faculty AND administrators. Even if they are not URM themselves, they should be supporters/allies who can push things forward and hold others accountable.
Marie Mora
01:03:17
Heather--great idea to show the org chart! Would also be useful to have these discussions with new faculty on what is AA.
Mary Boyd
01:03:28
Gail mentioned her upcoming Town Hall with Black faculty. We're a smaller institution, and I reached out individually to each Black faculty member and all the Black staff I know.
Mary Boyd
01:04:51
I've also held 3 meetings with Black students (on Zoom), organized through the leadership of our students groups, such as BSA.
Marie Mora
01:06:42
In my view, the 2 most important decisions to make regarding faculty are who gets hired and also who gets tenured/promoted.
Marie Mora
01:07:14
That's why revisiting faculty search processes as well as T/P processes is so important.
Mary Boyd
01:07:28
Hiring is key, for sure!
prabhathajela
01:09:28
Agreed but faculty has to be supported and made to feel part of the community. A feeling of being excluded, however indirectly that is conveyed, results in a speedy departure
Marie Mora
01:10:34
Yes, so faculty retention and who gets promoted is also important. It is not helpful to recruit but then faculty feel isolated/excluded.
Carol Erting
01:11:04
Peter, I couldn’t agree more that the provost’s involvement in the hiring process is critical. I also meet with each applicant (30 minutes) and while it is time consuming it has made a noticeable difference in hiring more faculty of color.
prabhathajela
01:11:28
On a predominantly STEM campus, we face a very significant recruitment challenge. That aside, we are undertaking very broad based efforts to get a conversation going on recognizing implicit biases that all of us carry
Connie Johnson
01:11:47
NADOHE (National Association of Diversity Officers in Higher Ed) has a helpful framework that we are using for a self assessment as an institution. It is very similar to programmatic accreditation standards in format.
Marie Mora
01:12:48
Peter, you are not alone! I have heard so many stories about students being discouraged from studying issues of particular importance to them (e.g., race, immigration, gender, etc.); my field is Econ which has major problems with DEI.
Gail Baker
01:14:14
Peter, great points. Would like to talk with you more about this.
Lori Bequette
01:17:01
Connie, can you share the framework?
Mary Boyd
01:17:37
How do you handle it when the president also needs education on these matters? Asking for a friend.
Carol T-C
01:18:29
Following on Mary’s question for a friend :). Or how do you help your board?
Heather Coltman
01:18:34
to Mary’s point, and also your friend’s VP colleagues…?
Heather Coltman
01:18:57
And these colleagues believe they are fully “woke”
Doreen Murner
01:19:25
https://nadohe.memberclicks.net/assets/2020SPPI/__NADOHE%20SPP2.0_200131_FinalFormatted.pdf
prabhathajela
01:19:46
Urge the President to attend these discussions as a participant, not as a leader. Maybe hard to pull off always but it is helpful to the President as well
Carol T-C
01:20:46
I also wonder what some of you are thinking about looking ahead to the election in November WRT this topic
Dr. Michael Palladino
01:21:58
Very well said, Gail
Gail Baker
01:23:43
Thanks Michael!
Doreen Murner
01:23:52
Some information from AGB on their activities https://agb.org/knowledge-center/trending-topics/diversity-equity-inclusion/
Heather Coltman
01:23:53
yes, an election agenda item would be great
Marie Mora
01:24:00
Thanks for organizing this!
Heather Coltman
01:24:07
Thank you for this meeting!
Mary Boyd
01:24:12
Thanks to everyone for participating!
Robert Murray
01:24:12
Thank you all for a very good and useful conversation!
Carol T-C
01:24:16
Thanks, everyone. Take good care.
Patricia Salkin
01:24:17
Terrific program, thank you!
Connie Johnson
01:24:18
Thank you--great conversation!
Charles McAdams
01:24:20
Thanks everone!