Provost Town Hall - Shared screen with speaker view
@Kathy Can you share a link to the article in The Atlantic?
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
Kathy - is there a description of this program at IUPUI on the website, with some of the resources you use?
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
Thanks Gail--I have also found it's important to work with the Faculty Senate on these issues.
Constance St. Germain
Great points @ Gail
May I comment/ask about interactions with students and SGA?
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
It is a tough balance and would like to hear more about it.
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
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.
Heather--great idea to show the org chart! Would also be useful to have these discussions with new faculty on what is AA.
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.
I've also held 3 meetings with Black students (on Zoom), organized through the leadership of our students groups, such as BSA.
In my view, the 2 most important decisions to make regarding faculty are who gets hired and also who gets tenured/promoted.
That's why revisiting faculty search processes as well as T/P processes is so important.
Hiring is key, for sure!
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
Yes, so faculty retention and who gets promoted is also important. It is not helpful to recruit but then faculty feel isolated/excluded.
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.
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
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.
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.
Peter, great points. Would like to talk with you more about this.
Connie, can you share the framework?
How do you handle it when the president also needs education on these matters? Asking for a friend.
Following on Mary’s question for a friend :). Or how do you help your board?
to Mary’s point, and also your friend’s VP colleagues…?
And these colleagues believe they are fully “woke”
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
I also wonder what some of you are thinking about looking ahead to the election in November WRT this topic
Dr. Michael Palladino
Very well said, Gail
Some information from AGB on their activities https://agb.org/knowledge-center/trending-topics/diversity-equity-inclusion/
yes, an election agenda item would be great
Thanks for organizing this!
Thank you for this meeting!
Thanks to everyone for participating!
Thank you all for a very good and useful conversation!
Thanks, everyone. Take good care.
Terrific program, thank you!
Thank you--great conversation!