Faculty Senate Education Equity Committee

1. FALL 2012 W E L C O M E Recruiting Diverse Faculty Faculty Senate Education Equity Committee

2. Recruiting Diverse Faculty Cultural Diversity Competence Video Presentation The Danger of the Single Story Novelist: Chimamanda Adichie

3. Preparing Students for a Culturally Diverse World Tools & Initiatives

4. Preparing Students for a Culturally Diverse World • The Campus Diversity Initiative was launched by the Ford Foundation in 1990. • “It challenged colleges and universities to make diversity the central mission of the educational process.” (Orfield, Bachmeier, James, & Eitle, 1997; McTighe Musil, Garcia, Hudgins, Nettles, Sedlacek, & Smith, 1999). • Ford Foundation Fellowships at CSUN.

5. Preparing Students for a Culturally Diverse World The Committee for Economic Development, a nonprofit group of business and academic leaders, wrote: “demand for graduates with strong international skills was outstripping supply.”(Fischer, 2007).

6. Preparing Students for a Culturally Diverse World • Ford Foundation Fellowships • To increase the diversity of the nation's university faculties; • To maximize the educational benefits of diversity; • To increase the number of professors who can and will use diversity as a resource for enriching the education of all students.

7. Preparing Students for a Culturally Diverse World SUCCESS STORIES CSUN’s César Soto won a Ford Foundation Pre-Doctoral Fellowship to study at Notre Dame.

8. Preparing Students for a Culturally Diverse World Rebecca Kaume Undergraduate Student Experience

9. Preparing Students for a Culturally Diverse World . . . many students come to campuses from segregated neighborhoods and background. So it is important that these institutions have a strong commitment to diversifying the curriculum. (Orfield et al., 1997) .

10. Diversity Across Curriculum DR. MARTIN SAIZ Political Science FACULTY EXPERIENCE

11. California State University Northridge 36,910 56% 20,900 43% 16,010

12. California State University Northridge 56% - Female Student Body 1395

13. California State University Northridge

14. California State University Northridge -2.1 +5%

15. California State University Northridge 51% Student Body URM 1395 34%

16. Dr. John T. Rose CUNY Study, 2010

17. Dispelling Myths About Diversity

21. and they may not be your own

27. John T. Rose CUNY, 2010

28. Casting a Wide Net Search Committee Equity & Diversity Rep

29. Search Committee Equity & Diversity Rep FUNCTION While Search Committee focuses on selection criteria, the EDR pays attention to the diversity of the Applicant Pool. The EDR monitors the emerging pool and alerts the Search Committee Chair if there is a lack of diversity

30. Search Committee Equity & Diversity Rep John T. Rose CUNY, 2010

31. Search Committee Equity & Diversity Rep PROACTIVE INCLUSION Include women or minority faculty on Search committee, if possible.

32. Search Committee Equity & Diversity Rep PROACTIVE INCLUSION Use inclusive wording in the text of your ad copy.

33. Search Committee Equity & Diversity Rep "California State University Northridge is an equal opportunity employer, committed to building and maintaining a culturallydiverse intellectual community, and strongly encouragesapplications from women and minorities.”

34. d John T. Rose CUNY, 2010

35. Search Committee Equity & Diversity Rep MAXIMIZE OUTREACH • In addition to the standard Higher Ed posting sites, post your ad on sites that reach more diverse educators. (See attached list.) • Posting on these sites clearly demonstrates that you are serious about diversity.

36. Search Committee Equity & Diversity Rep MAXIMIZE OUTREACH Being Field-Specific The internet has many websites of national associations of women and URMs in specialized fields. Keyword searches can expand your pool, e.g., Native American Astrophysicists.

37. Search Committee Equity & Diversity Rep CHECK YOUR NET EARLY After a significant number of applications come in, review them to evaluate the diversity of the emerging pool of applicants.

38. Search Committee Equity & Diversity Rep CHECKING YOUR NET If the emerging pool cannot be deemed diverse or representative of the available applicants, meet with your Search Committee Chair to discuss expanding your recruitment efforts.

39. Search Committee Equity & Diversity Rep INTERMEDIATE & LONG-TERM NET-WORKING

40. Search Committee Equity & Diversity Rep INTERMEDIATE & LONG-TERM NETWORKING Reach out to female and minority faculty, and advanced doctoral students in departments with overlapping research areas networking contacts.

41. Search Committee Equity & Diversity Rep INTERMEDIATE & LONG-TERM NETWORKING Reach out to women and minority faculty at other institutions and request assistance in identifying possible candidates.

42. Search Committee Equity & Diversity Rep INTERMEDIATE & LONG-TERM NETWORKING • Maintain lists of women and minority candidates from past faculty searches to identify possible sources. • Review lists of past referees from past searches, who may have written letters on behalf of women and/or minority candidates.

50. Diversity in Curriculum • There is a significant body of literature which suggests that serious engagement of diversity in the curriculum, along with linking classroom and out-of-class opportunities, positively affects students’ attitudes andawareness about diversity (Smith & Wolf-Wendel, 2005).