Faculty Diversity Benchmarking Analysis- Southern Illinois University Brianna Addis Brian Skaggs Rachel Scheuneman Shanique Brown

Best practices literature University best practices SIUE’s diversity initiative Recommendations Website Conclusion and Questions

Importance of Diversity “diversity efforts in the workplace facilitate the exchange of new perspectives, improve problem solving by inviting different ideas, and create a respectful, accepting work environment, all of which make good business sense” – IPMA/NASPE Benchmarking Committee

Mind set of the organization Climate of the organization The different perspectives people bring to an organization due to race, workplace styles, disabilities and other differences United Nations Expert Group Meeting on Managing Diversity in the Civil Service

Diversity Best Practices Formal process contained in laws, rules or procedures Efforts are primarily decentralized with a central governing body Diversity training to workforce Utilize workforce data to compare statistics reported within the civilian labor force

Diversity Best Practices Use of affirmative action efforts through law, executive order or other mandates Establishment of review committee for developing policies Link recruitment, development and retention strategies to organizational performance Incorporation of diversity competencies into management systems for accountability of results

Diversity Best Practices Diversity identified as core value Diverse representation in top management Diversity orientation for new employees

Diversity Best Practices Diverse speakers at group meetings Mentoring, scholarship or other programs to support the participation of under-represented groups Provide list of resources for exploring diversity

U.S. GAO’s Best Practices for Organizational Diversity 1. Top Leadership Commitment 2. Diversity as Part of an Organization’s Strategic Plan 3. Diversity Linked to Performance 4. Measurement 5. Accountability 6. Succession Planning 7. Recruitment 8. Employee Involvement 9. Diversity Training

Recruitment and Hiring Promotion and Career Advancement Alternative Dispute Resolution Management Accountability Human Factors

Organizational Frames Diversity Audit Benefits of Audit Perspective base of Quantitative and Qualitative Data Enables Systematic Analysis of Root Causes Staff Setting the Stage for Needed Change

Tenured Faculty Diversity Initiative TDFI committee Applicants Previously worked with minority students and faculty Commitment to promoting diversity Assessment Increased funding

Proposals for groups of candidates Accepted every year Criteria established for proposals In addition to an ongoing diversity initiative Office of Institutional Diversity and Equity

Developed after previous failed and successful programs Recruitment and retention Focus on professional schools Faculty Survey Research women faculty issues 10-Point Plan

Faculty Diversity Task Force Hofstra University Distinguished Speaker Series Faculty Exchange agreement Diversity Training Funding opportunities for research and scholarship promoting diversity

College Task Force on Faculty Diversity College Diversity Fellowships Develop a College Faculty View book for use in recruitment. Ensuring all colleges within UNCG follow the diversity initiative. Preparing for an increase in diversity focus.

The faculty diversity at SIUE is smaller than the general population. The initiative to increase faculty diversity was put into place. The initiative to hire more diverse faculty is qualitative, not quantitative.

Initiative started by the Office of the Provost Created the Office of Institutional Diversity and Inclusion Aims to improve Diversity at SIUE. University Diversity Council formed.

Problems Trying to change the culture that has been created. The overall SIUE hiring procedures have little concern with diversity. Has been this way for a long time. Since they are changing that, it is difficult for some people to change their thinking of the hiring format.

Trying to coordinate the different efforts. -These include efforts from the Education department, the Office, the Council, and a combination of all three. Trying to distinguish between talking about good ideas and trying to implement them They have good ideas and recommendations, they just haven’t all been carried out yet.

A minor problem is funding. Only becomes a problem when it deals with salaries or the current state of SIUE’s finances. Funding is set aside by the Provost for university initiatives.

The initiative has started to change the way people think and act about diversity at SIUE. The Education Department has the ‘Faculty in Residence’ program. The Diversity Education Project The student group, ALSO.

Recruitment Establish ties with HBCUs Conferences at SIUE Selection Cluster hiring Specific funding available for new departmental hires

Retention Organizational framing Diversity audit Diversity training Mentoring program

Consensus of Different Diversity Groups Lines of Communication Coordination of Activities Creation of Panel Conducting a Diversity Audit Uncovering the University’s Organizational Framework Steps SIUE should take

Goal-setting S.M.A.R.T. goals Quantitative goals Deadlines

Needs assessment for cultural competence Design and administer training IO Psychology consultant Accountability of result IO student project

Sub- committees to bridge the gap between desired and achieved goals HR and other departments

Summary Questions? Website