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New Faculty Administrators’ Orientation – Aug. 2014 Making Diversity “Part and Parcel”. Mark Brimhall-Vargas, Ph.D. Deputy Chief Diversity Officer brimhall@umd.edu 301.405.6810. OUR COMMITMENT TO:. INCLUSIVE EXCELLENCE. Many Accomplishments.

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new faculty administrators orientation aug 2014 making diversity part and parcel
New Faculty Administrators’ Orientation – Aug. 2014Making Diversity “Part and Parcel”

Mark Brimhall-Vargas, Ph.D.

Deputy Chief Diversity Officer

brimhall@umd.edu

301.405.6810

our commitment to
OUR COMMITMENT TO:

INCLUSIVE EXCELLENCE

many accomplishments
Many Accomplishments
  • 40% of undergraduates are U.S. students of color
  • One-quarter (25.5%) of tenured/tenure-track faculty are U.S. “minority” or international
  • 32.3% of tenured/tenure-track faculty are women
  • 49.7% of non-tenure-track faculty are women
  • Only university in US with freshman class that is 15% Black AND overall graduation rate of 70% or above
  • Top-50 LGBT-friendly university
  • New undergraduate General Education diversity requirements -- “Understanding Plural Societies” and “Cultural Competence”
continued challenges
Continued Challenges

ACHIEVEMENT GAP:

Fall 2014 Six-Year Graduation Rates – Entering Class, Fall 2007

All Frosh – 84%

Asian – 87%

White – 86%

Black – 78%

Hispanic – 78%

continued challenges1
Continued Challenges

URM GRAD STUDENTS & FACULTY

  • Fall 20132 Black and Hispanic graduate students – 7.3% and 3.7% (7.9% and 2.3% in 2000)
  • Fall 2013 Black and Hispanic tenured/tenure-track faculty – 4.8% and 3.6% (5.1% and 3.9% just last year, and 10% and 5% in1997)
making diversity part and parcel
Making diversity “part and parcel”

Fully integrated, not an add-on or afterthought

  • Composition of faculty, undergrad and grad students, staff, Search Committees, senior professionals– not tokenism
  • All academic program curricula, not just General Education Diversity requirement
  • Pedagogical approaches for diverse learners
  • Research and scholarship agendas
  • Ambient environment
  • Ongoing question: “How will this policy or procedure or substantive area of research/teaching enhance our diversity and inclusion?”
strategies
Strategies
  • Assess strengths and areas of growth re diversity & inclusion – What do the #s tell us? Disparities in outcomes? What do underrep’d students and faculty say? What’s the climate? How well are we engaging with diversity issues in research/teaching?
  • Educatefaculty and staff around best practices in recruitment and retention of underrep’dgroups
  • Engagefaculty around diversity issues in discipline and implications for department/institute
  • Develop diversity & inclusion goals and plan of action
  • Utilize campus resources – Diversity Officers, ADVANCE Professors, Center for Teaching Excellence, Office of Diversity & Inclusion
key points
Key Points
  • Culture change requires systematic ongoing efforts
  • Building community is at heart of diversity & inclusion
  • When we’re more effective with underrep’d groups, we’re more effective with everyone
  • Importance of leadership
  • We’re all in this together!
thank you
Thank you!

Mark Brimhall-Vargas, Ph.D.

Deputy Chief Diversity Officer

brimhall@umd.edu

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