LEVERAGING INDEPENDENT DIVERSITY PROGRAMS
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LEVERAGING INDEPENDENT DIVERSITY PROGRAMS INTO A SYNERGISTIC ACTION INITATIVE (STEM) An “R1” Perspective PowerPoint PPT Presentation


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LEVERAGING INDEPENDENT DIVERSITY PROGRAMS INTO A SYNERGISTIC ACTION INITATIVE (STEM) An “R1” Perspective. Mark Hernandez and Barbara Kraus et al. University of Colorado at Boulder Office of the Colorado Diversity Initiative. We are a well funded faculty driven cooperative

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LEVERAGING INDEPENDENT DIVERSITY PROGRAMS INTO A SYNERGISTIC ACTION INITATIVE (STEM) An “R1” Perspective

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LEVERAGING INDEPENDENT DIVERSITY PROGRAMS

INTO A SYNERGISTIC ACTION INITATIVE (STEM)

An “R1” Perspective

Mark Hernandez and Barbara Kraus et al.

University of Colorado at Boulder

Office of the Colorado Diversity Initiative


We are a well funded

faculty driven cooperative

providing mentoring and $

support for STEM students

in a growing multi cultural scientific community….

“Our” Mission: Help STEM Departments Broaden Participation in Graduate School  Professoriate

STEM Summer Internship Class 2005


What CU Campus Diversity Efforts Were: Circa 1999, the “well intended alphabet soup”

f

F 3

McNair

D Ed

f

NIH

Training (3)

NSF

REU

(19)

f

College

Minority Prog (2)

NSF

ERC

f

DOD

training

F 4

NSF

IU/CRC

f

NSF

IGERT (3)

REGENT

HALL

NSF

AGEP

“Clusters of

Mentoring

Successes”

SMART


What are Campus Diversity Efforts Were:“Random Cross-Talk  Parity”

f

F 3

McNair

D Ed

f

NIH

Training (3)

NSF

REU

(19)

f

College

Minority Prog (2)

NSF

ERC

f

DOD

training

F 4

NSF

IU/CRC

f

NSF

IGERT (3)

REGENT

HALL

NSF

AGEP

SMART


What are Campus Diversity Efforts Were: Random Cross-Talk

f

F 3

McNair

D Ed

f

NIH

Training (3)

NSF

REU

(19)

f

College

Minority Prog (2)

NSF

ERC

f

DOD

training

F 4

NSF

IU/CRC

f

NSF

IGERT (3)

REGENT

HALL

NSF

AGEP

SMART


What are Campus Diversity Efforts Were:Random Cross-Talk

f

F 3

McNair

D Ed

f

NIH

Training (3)

NSF

REU

(19)

f

College

Minority Prog (2)

NSF

ERC

f

DOD

training

F 4

NSF

IU/CRC

f

NSF

IGERT (3)

REGENT

HALL

NSF

AGEP

SMART


What are Campus Diversity Efforts Were:Random Cross-Talk

f

F 3

McNair

D Ed

f

NIH

Training (3)

NSF

REU

(19)

f

College

Minority Prog (2)

NSF

ERC

f

DOD

training

F 4

NSF

IU/CRC

f

NSF

IGERT (3)

REGENT

HALL

NSF

AGEP

SMART


Campus Diversity Efforts Were Not Synchronized:victims of capricious communications and isolation

f

F 3

McNair

D Ed

f

NIH

Training (3)

NSF

REU

(19)

f

College

Minority Prog (2)

NSF

ERC

f

DOD

training

F 4

NSF

IU/CRC

f

NSF

IGERT (3)

REGENT

HALL

NSF

AGEP

SMART


Proposed Consolidation and ReorganizationColorado Diversity Initiatives

Q. Why “Consolidate” Operations? A. Leverage !


Proposed Consolidation and ReorganizationColorado Diversity Initiatives

Q. Why Consolidate Operations? A. Leverage !

All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:


Proposed Consolidation and ReorganizationColorado Diversity Initiative

  • Q. Why Consolidate Operations? A. Leverage !

  • All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:

  • Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)


Proposed Consolidation and ReorganizationColorado Diversity Initiative

  • Q. Why Consolidate Operations? A. Leverage !

  • All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:

  • Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)

  • Streamline and Formally Coordinate Communications / Operations


Proposed Consolidation and ReorganizationColorado Diversity Initiative

  • Q. Why Consolidate Operations? A. Leverage !

  • All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:

  • Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)

  • Streamline and Formally Coordinate Communications / Operations

  • Consolidate and “Decompress” Recruiting Efforts


Proposed Consolidation and ReorganizationColorado Diversity Initiative

  • Q. Why Consolidate Operations? A. Leverage !

  • All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:

  • Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)

  • Streamline and Formally Coordinate Communications / Operations

  • Consolidate and “Decompress” Recruiting Efforts

  • Centralize Diversity Statistics for Reporting and Planning


Proposed Consolidation and ReorganizationColorado Diversity Initiative

  • Q. Why Consolidate Operations? A. Leverage !

  • All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:

  • Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)

  • Streamline and Formally Coordinate Communications / Operations

  • Consolidate and “Decompress” Recruiting Efforts

  • Centralize Diversity Statistics for Reporting and Planning

  • Save Operations Costs (Regent Hall loved this idea)


What We Did (1999): Pursue Large Agency Grants - the vision-to Organize, Synchronize, Communicate, and Leverage

f

f

F 3

REGENT

HALL

NSF

AGEP

NIH

IMSD

F 2

SMART

f

f

NSF

IGERT (3)

NSF

IU/CRC

f

NSF

REU

(19)

DOD

training

College

Minority Prog (2)

McNair

D Ed

NSF

ERC

NIH

Training (3)

f

f

F 4


How Did We Stage to Achieve “the vision”?Self-Selecting Faculty + Willing Deanery  (interim) $taff + $eed

f

f

F 3

REGENT

HALL

NSF

AGEP

NIH

IMSD

F 2

SMART

f

f

NSF

IGERT (3)

NSF

IU/CRC

f

NSF

REU

(19)

DOD

training

College

Minority Prog (2)

McNair

D Ed

NSF

ERC

NIH

Training (3)

f

f

F 4


How Did We Get Funding for Sustaining this organization?“Everyone has some “skin” in the game……(a soft tax)”

$$$

f

f

F 3

REGENT

HALL

NSF

AGEP

NIH

IMSD

$

F 2

$

SMART

f

f

NSF

IGERT (3)

NSF

IU/CRC

f

McNair

D Ed

NSF

REU

(19)

DOD

training

College

Minority Prog (2)

NSF

ERC

NIH

Training (3)

$

$

f

$

$

f

F 4

$


How Did We Get Cooperation for Sustaining this Organization?Assured All Contributing Parties  Faculty Run ! ( no Regents, Deans, VIPs)

f

f

F 3

Office of the

Colorado

Diversity Initiative

NSF

AGEP

NIH

IMSD

REGENT

HALL

F 2

f

f

NSF

IGERT (3)

NSF

IU/CRC

f

McNair

D Ed

NSF

REU

(19)

DOD

training

College

Minority Prog (2)

NSF

ERC

NIH

Training (3)

f

f

F 4


How Do We Govern and Establish our Mission of Parity?

f

f

F 3

Office of the

Colorado

Diversity Initiative

NSF

AGEP

NIH

IMSD

REGENT

HALL

F 2

f

f

McNair

D Ed

NSF

IGERT (3)

NSF

IU/CRC

f

NSF

REU

(19)

DOD

training

College

Minority Prog (2)

NSF

ERC

NIH

Training (3)

f

f

F 4


How Do We Govern and Establish our Mission of Parity?Faculty Steering Committee

f

f

f

f

f

f

f

f

f

+

f

f

Office of the

Colorado

Diversity Initiative

NSF

AGEP

NIH

IMSD

REGENT

HALL

NSF

IGERT (3)

NSF

IU/CRC

McNair

D Ed

NSF

REU

(19)

DOD

training

College

Minority Prog (2)

NSF

ERC

NIH

Training (3)


Let’s take a closer look…..

COLORADO DIVERSITY INITIATIVE

NSF

IGERT (3)

NSF

IU/CRC

McNair

D Ed

NSF

REU

(19)

DOD

training

College

Minority Prog (2)

NSF

ERC

NIH

Training (3)


The Well Intended Alphabet Soupof Campus Diversity Programs: circa 1990’s

NSF

ERC

F 3

NIH

Training

McNair

D Ed

f

NSF

REU

f

College

Minority Progs

f

NSF

IU/CRC

f

f

NSF

IGERT

Central

ADMIN

F 4


Colorado Diversity Initiative Manifests as a “Hub and Spoke” System: $, , , 

NSF

ERC

F 3

NIH

Training

McNair

f

NSF

REU

f

f

College

Minority Prog.

CO Diversity

Initiative

AGEP

NSF

IU/CRC

f

f

NSF

IGERT

Central

ADMIN

F 4


Since 2000 Successful Operation of CDI Has Leveraged Credibility and Talent to Secure:

NSF

ERC

F 3

McNair

f

NSF

REU

f

f

College

Minority Progs

CO Diversity

Initiative

AGEP

NSF

IU/CRC

f

f

NSF

IGERT

Central

ADMIN

F 4


University of Colorado at Boulder: Has Leveraged CDI to Secure

NSF

ERC

F 3

McNair

f

NSF

REU

f

f

College

Minority Progs

CO Diversity

Initiative

DOE

training

AGEP

NSF

IU/CRC

f

f

NSF

IGERT

Central

ADMIN

F 4


University of Colorado at Boulder: Has Leveraged CDI to Secure

NSF

ERC

F 3

NIH

Training

McNair

f

NSF

REU

f

f

College

Minority Progs

CO Diversity

Initiative

DOE

training

AGEP

NSF

IU/CRC

f

f

NSF

IGERT

Central

ADMIN

F 4


University of Colorado at Boulder: Has Leveraged CDI  to Secure

NSF

ERC

F 3

NIH

Training

McNair

f

NSF

REU

f

f

College

Minority Progs

CO Diversity

Initiative

DOE

training

AGEP

NSF

IU/CRC

f

f

NSF

IGERT

SLOAN

Central

ADMIN

$

F 4


University of Colorado at Boulder: Has Leveraged CDI  to Secure

NSF

ERC

F 3

NIH

Training

McNair

f

NSF

REU

f

f

College

Minority Progs

CO Diversity

Initiative

DOE

training

AGEP

Leadership

Alliance

NSF

IU/CRC

f

f

NSF

IGERT

SLOAN

Central

ADMIN

$

F 4


University of Colorado at Boulder: Has Leveraged CDI  to Secure

NSF

ERC

F 3

NIH

Training

McNair

f

NSF

REU

f

f

College

Minority Progs

CO Diversity

Initiative

DOE

training

AGEP

Leadership

Alliance

NSF

IU/CRC

f

f

NSF

IGERT

SLOAN

Central

ADMIN

$

F 4


We know its all about faculty buy in and mentoring efforts…..

SO: Why Should Rank & File Faculty Care about Diversity and the CDI ?

Excerpts from the “road show”

Educate faculty (and administrators) regarding contemporary diversity issues, and promote grass-roots involvement


Science, Math & Engineering PhDs Awarded Nationally


Science, Math & Engineering PhDs Awarded Nationally

c.a.

700 +

If this does not appall and motivate you for parity…..try this


Meeting the Ever Changing Grant Writing Challenges: R1s

FACTS:

Population  Funding $  Politics ?↔?

Large Agencies and Foundations are Increasing their

Stringency with Respect to University Awards:


Meeting the Ever Changing Grant Writing Challenges: R1s

FACTS:

Population  Funding $  Politics ?↔?

Large Agencies and Foundations are Increasing their

Stringency with Respect to University Awards:

Awards Competition 


Meeting the Ever Changing Grant Writing Challenges: R1s

FACTS:

Population  Funding $  Politics ? Change

Large Agencies and Foundations are Increasing their

Stringency with Respect to University Awards:

Diversity is presented as a Mandate! NSF, EPA, NIH etc.

no progress toward parity = no centers, no grants …………….………………………………….…(and no dice)


Why Should Rank & File Faculty Care ? If you agree to “take care” = competent mentor

  • Provide RA support for underrepresented PhD candidates – includes conference travel / relocation

  • Provide summer support for underep undergraduates interested in graduate school: SMART + REU (AY)

  • Provide grant writing support for large agency proposals

    (i.e. underrep. enrollmentsstatistics modules and text)


Department Campaigning Experience:Getting the Attention of the Faculty at Largethree pool theory

Diversity/Parity

Actively

Promote

Too Busy / Don’t Know

“Depends Who is Watching”

Actively

Oppose

“Swing Voters”


Department Campaigning Experience:Getting the Attention of the Faculty at Largethree pool theory

Diversity/Parity

Actively

Promote

Too Busy / Don’t Know

“Depends Who is Watching”

Actively

Oppose

“Swing Voters”

With CDI internal marketing and a little help from $$$


Department Campaigning Experience:Getting the Attention of the Faculty at Largethree pool theory

Diversity/Parity

Actively

Promote

Too Busy / Don’t Know

“Swing Voters”

“Depends Who is Watching”

Actively

Oppose

With CDI internal marketing and a little help from $$$


Colorado Diversity Initiative is now a big ticket hard line item

Governed: 10 member STEM Faculty Steering Committee

( ~ $ 1.5 M / yr )

FACULTY SERVICE

STUDENT SERVICE

  • - Find Pools of Qualified

  • Underrepresented Students

  • - Provide Institutional Data

  • & Grant Writing Support

  • Ethnographic Assessment of

  • progress toward parity

- “Hand Pick” Mentors

- Host Community

- Professional Development

& Building Career Networks

+ conference travel

+ technical workshops

+ professional institutes


Colorado Diversity Initiative Action…….We help faculty: recruit, develop, track and place

CU

STEM

Track

Align

$eed

Place

Recruit

National

Network

NSF

NGOs

MSI

Post-Doc

Faculty

CDI

Communications HUB

Operations Database


Colorado Diversity InitiativeCurrent Trajectory STEM Graduate Schools

6.0 %

3.7 %

PhD Retention rate is the same as majority counter parts: c.a. ~ 2/3


CU minority PhD enrollments: where do they go?Sciences, Math, Engineering and Technology

Steady State Annual Average:

6-7 PhDs graduate from groups

traditionally underrepresented

in Sciences, Technology,

Math and Engineering

16 tenure track

faculty


Real Institutionalization = ?faculty incentives and resources

  • By virture of our #’s we have new found Political Leverage! Diversity is the “best news in town”

  • Formal Integration of diversity mentoring credit into P & T

    (Thank you Vandy and UMass)

  • Cabinet level Vice Chancellor position LEADING diversity

    (former faculty focusing on faculty + students)


Provost

Chancellor

Graduate Dean

NSF Steering Committee

NIH Steering Committee

COMMUNITY! Is the most important retention factor: Min = Maj


The Synergy has been Tremendous……

f

f

f

f

f

f

f

f

f

f

+

Office of the

Colorado

Diversity Initiative

NSF

AGEP

NIH

IMSD

REGENT

HALL

NSF

IGERT (3)

NSF

IU/CRC

McNair

D Ed

NSF

REU

(19)

DOD

training

College

Minority Prog (2)

NSF

ERC

NIH

Training (3)

SLOAN

FOUNDATION

CARNEGIE

FOUNDATION

SOUTHERNREGIONAL EDUCATION BOARD

LEADERSHIP

ALLIANCE


Please stop ?


….and while the climate for diversity

is not ideal….


……in Colorado, the ice is starting to melt


?


ASSESSMENTS and RECENT CHALLENGES


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