1. New Department Chairs Orientation Nancy “Rusty” Barceló, Ph.D. Vice President and Vice Provost for Equity and Diversity Thursday, January 10, 2008

2. 1.First, what is our current status at the University of Minnesota regarding equity and diversity? And what is our overarching goal? More specifically, how would you characterize your department’s commitment and status regarding equity and diversity? 2.Why is recruiting and retaining a diverse faculty so crucial to the academy? 3.What kinds of challenges do we face in doing this work today? 4.How we can be more successful going forward? 5.In addition to existing resources, what new models and initiatives are available to assist in advancing equity and diversity? Equity and Diversity Questions

3. What are the specific ways that diversity is visibly and actively integrated into your academic mission and curricula; your organizational structures; your department publications and communications, and your recruiting, hiring, and retention practices and procedures? How has diversity been internalized as a criterion for success? Departmental Questions

4. Where are we currently regarding equity and diversity at the University of Minnesota? What is our overarching goal?

5. Age by Sex for Minnesota in 2000 Total Population Source: MN State Demographers Office

6. Age by Sex for Minnesota in 2000 Total Minority Source: MN State Demographers Office

7. Tenure and Tenure-Track Faculty by Gender System-wide Fall 2007 Source: U of M Office of Institutional Research

8. Tenure and Tenure-Track Faculty by Ethnicity System-wide Fall 2007 Source: U of M Office of Institutional Research

9.  The demographics in our state and across our nation are changing.  Diverse faculty enrich the institutional climate and serve as role models and mentors for students.  Diverse scholars offer educational, economic, and social benefits that directly contribute to institutional excellence through scholarship and teaching. Why is recruiting and retaining a diverse faculty so crucial to the academy?

10. Source: MN State Demographers Office

11.  The demographics in our state and across our nation are changing.  Diverse faculty enrich the institutional climate and serve as role models and mentors for students.  Diverse scholars offer educational, economic, and social benefits that directly contribute to institutional excellence through scholarship and teaching. Why is recruiting and retaining a diverse faculty so crucial to the academy?

12. What kinds of challenges do we face in doing this work today?  Recent anti-affirmative action propositions and rulings  Tendency for diversity work to focus primarily on institutional access  Efforts have often been fragmented, reactive, and short-termed

13.  Considering diversity in admissions and employing is legal.  Employ a holistic model for institutional transformation.  Develop leadership on diversity at all levels of the institution.  Develop and support best practices.  Use an inclusive definition of diversity.  Comprehensive and long-term vision.  Effective communication of our goals, strategies, and results.  Willingness to allocate sufficient resources.  Develop accountability measures and ongoing assessment. Institutional Strategies

14. How we can be more successful going forward?  Partnerships and coalition building  Implement best practices  Connect with established programs in the Office for Equity and Diversity President’s Faculty Multicultural Research Awards Diversity Through the Disciplines Bridge and Spousal/Domestic Partner Funding Keeping Our Faculty Symposium

15.  Our institutions need to redesign organizational and communication structures.  We must convince senior administrative and faculty leaders to mandate assessment, measurement, and accountability processes regarding diversity efforts.  We must address climate issues.  We should develop mentoring programs and other supportive initiatives for faculty of color and women.

16. Strategies for Improving Recruiting, Searches, and Retention Efforts  Improve Position Announcements  Establish Effective Search Committees  Expand the Diversity of the Applicant Pool  Create a Welcoming, Supportive Campus Climate

17. New Efforts and Initiatives  University-wide Strategic Plan for Equity and Diversity  Equity and Diversity Research Institute  IDEA Grants - Innovation, Diversity, Equity, and Achievement  Dialogues on the Intersections of Identity Series  SEDAN - System-wide Equity and Diversity Action Network  Expanded web presence and communication technologies  Celebrating Equity and Diversity Breakfast - May 1, 2008

18.  Bridge to Academic Excellence Program  Disability Services Office  Equal Opportunity and Affirmative Action Office  Gay, Lesbian, Bisexual, Transgender Ally Programs Office  Multicultural Center for Academic Excellence  Office for University Women Units of the Office of the Vice President and Vice Provost for Equity and Diversity

19.  What does equity and diversity mean for me as chair of my department?  How can I help move my department forward? Questions for Reflection

20. www.academic.umn.edu/equity Nancy “Rusty” Barceló, Ph.D. Vice President and Vice Provost for Equity and Diversity 432 Morrill Hall 612-624-0594