OFFICE OF DIVERSITY & INCLUSION

New Faculty Orientation – Aug. 2015

Diversity and Inclusion at University of Maryland

Kumea Shorter-Gooden, Ph.D.

Chief Diversity Officer & Assoc. Vice Presidentkshorter@umd.edu

301.405.7227

www.diversity.umd.edu

Twitter: @DiverseTerps

Facebook: https://www.facebook.com/diversityumd

OFFICE OF DIVERSITY & INCLUSION

OUR COMMITMENT TO:

INCLUSIVE EXCELLENCE

OFFICE OF DIVERSITY & INCLUSION

Many Accomplishments• 40% of undergraduates are U.S. students of color, 22% are underrepresented ethnic minorities

• Diminishing 6-yr.achievement gap: 85% overall, 80% for Latin@ students, 77% for Black students

• Among top 20 universities awarding undergrad and grad degrees to African Amers and Asian Amers in a number of STEM fields

• One-quarter of tenured/tenure-track faculty are U.S. faculty of color or international

• 32% of tenured/tenure-track faculty and 44% of professional-track faculty are women

• Top-25 LGBT-Friendly University – 4 years in a row

OFFICE OF DIVERSITY & INCLUSION

Strategic Plan for Diversity•Leadership•Climate•Recruitment & Retention•Education•Research & Scholarship•Community Engagement

OFFICE OF DIVERSITY & INCLUSION

Some Diversity & Inclusion Initiatives• Diversity Officers and College/School diversity goal-setting and implementation

• “Moving Maryland Forward” Grants• Cultural Competence Course Development Project

• Affinity groups – Black Faculty Staff Association, Latino/a Employee Association, LGBT Staff & Faculty Association

• “Rise Above Isms” Week (Oct. 19-23) – Alicia Garza

University of Maryland ADVANCE Investing in Cultures of Inclusive

Excellence

History of ADVANCE

• Initially funded by NSF, now by Campus funds, located in Provosts Office, partnering w/ Faculty Affairs & Office of Diversity & Inclusion

• Recognizing differences between women & men and white and URM in retention and advancement & lower representation of women in STEM fields

• Recognizing unconscious bias, differences in professional networks, service roles, recognition, editorial roles, work-life balance, leadership

Goal Statement

We are trying to improve work environments and opportunities for women faculty in ways that improve the university for everyone.

By doing so, we aim to lead AAU universities in the recruitment, retention, and advancement of women faculty.

Four things that help faculty succeed• Information (and examples)

• Allies (Professional Relationships and Networks)

• Advice (Strategic, Informed)

• Structures and cultures that are inclusive

Often all we see is the tree….

Not what is holding it up…….

Program Activities

• ADVANCE Professors• Peer Networks (AFD, KOF, Advancing

Together, Professional Track Faculty) • Work Life & Policy Initiatives (parental

leave)

• Dashboards (salary, demographics, service)

• Research and Evaluation (See ADVANCE 2 page

handout)

ADVANCE Professors

Senior women faculty who:

• Provide individual strategic mentoring for assistant & associate professors and facilitate peer and group mentoring

• Act as knowledge brokers—about work life policies, dashboard, where to find resources for conflict resolution

• Provide strategic advice to the Director on implementation and evaluation of programs

Name College/School

Norma Allewell Computer, Mathematical, and Natural Sciences

Christine Beckman Robert H. Smith School of Business

Kathryne Everts Agriculture and Natural Resources

Mary Ann Hoffman Education

Dushanka Kleinman School of Public Health

Alene Moyer Arts and Humanities

Amy Mullin Computer, Mathematical and Natural Sciences

Sarah Oates Journalism, ISCH, PUAF

Margaret Pearson Behavioral and Social Sciences

Elisabeth Smela Engineering

Madlen Simon Architecture, Planning and Preservation

ADVANCE Professors

ADVANCE Networks• Clarify Goals

• Get to know academic neighborhood

• Present Diverse Models of Success

• Find Information, Allies

• Engage Peers for Advice, Affirmation, Third Spaces

ADVANCE Peer Network Facilitators

ADVANCING TOGETHER

Ellin ScholnickUMD Faculty Ombuds Officer and Former Associate Provost for Faculty Affairs

ADVANCING PROFESSIONAL TRACK FACULTY

Colleen Worthington Clinical ProfessorDirector, Clinical Education in Speech-Language PathologyHearing and Speech Sciences

KEEPING OUR FACULTY

Jennifer RiceProfessor and Assoc. Dean, Teaching and Learning, Policy and Leadership

ADVANCING FACULTY DIVERSITY

KerryAnn O’MearaProfessor, Higher Education & Affiliate Faculty in Women’s StudiesDirector, ADVANCE Program for Inclusive ExcellenceUniversity of Maryland

ADVANCING FACULTY DIVERSITY

Stephen B. ThomasProfessor, School of Public HealthDirector, University of Maryland Center for Health EquityAssociate Director, National Mentor Research Network

Peer Network participants report…..• Enhanced agency in career advancement, less

isolation, more allies, greater knowledge of how campus works, ideas for their research, teaching and campus programs, new pathways to succeed.

Dashboard• Online, college-specific resource

– live as of Jan 2012, three years of data now posted

• Goal: increase institutional transparency and sense of agency

• Faculty access via UID login • Provides current information (per college)

regarding:– Salary range and median; by rank– Time to advancement; by rank– Demographics by rank

Example: Average number of service activities at each level among faculty who reported at least one service activity (N=266)

Thanks to CoE Research Assistant Alexandra Kuvaeva

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5CMNS

Assistant Associate Full

Expected Time Commitment Department College University

High

Merit/Salary Review Committee

Director or Assoc. Dean Search/Review

Campus APT Committee

Graduate Admissions

Accreditation ReviewSearch Committee for Provost, Dean, or other Executive Level Administrator

Faculty SearchScholarship/Fellowship selection

Review of Dean or other Exec. Level Administrator

Chair Search/Chair Review

College Committee ChairProvost/Senate Task Force or temporary ad-hoc task force

       

Medium

Undergraduate recruitment

College PCC or APT Chair of a Senate Committee

Staff Search Facilities Committee

Standing Campus Committee (Research Council, Sustainability Council, APAC, Living-Learning Review)

Priorities/Strategic Planning

Awards selection CommitteeFaculty Board for General Education

       

Low

Technology Committee

College Administrative Council

Campus Senate

IRB Committee Diversity Committee Senate Committee or CouncilGraduate Seminar/colloquium

College Senate Graduate Council

There is “service” and there is “SERVICE”

ADVANCE FWES Briefs

Work-Life Climate Faculty Learning Differences by rank: Associate

Professors Career Advancement and

Institutional Support of Career Advancement

Fair Treatment and Diversity Organizational Commitment and

Faculty Retention Professional Networks,

Collegiality, and Recognition Satisfaction with Department and

UMD Satisfaction with Resources Evaluation and Management of

Teaching, Research, and Service

Example: Work-Life Climate Brief

Policy WorkParental Leave Policy passed 2012 and FAQs

APT Policy passed fall, 2014 • Broader definition of

scholarship/interdisciplinary/engaged research

• Work-life policies [external letters] & trajectory

• Mentoring associate professorsNTT Promotion Policies (APTF provided feedback)

ADVANCE is your ally

• Join our networks, let us help you create your own.

• ADVANCE 2.0 Summit in Spring• College Faculty Work Environment Projects

Please contact us with ideas for strengthening our work environments to be more inclusive and supportive of ALL faculty.

Information, People & Resources

Website: www.advance.umd.eduDirector: KerryAnn O’Meara: komeara@umd.eduProjects Manager: Kristen Corrigan

corrigan@umd.edu

ADVANCE Office:1402 Marie Mount Hall301-405-4817

OFFICE OF DIVERSITY & INCLUSION

“It Takes a Village”

What unique experiences, gifts, perspectives do you bring to the campus?

How might you contribute to the University’s “inclusive excellence”?

www.diversity.umd.edu