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www.insightintodiversity.com
December 2014
$3.99
Celebrating
40
YEARS
De
dic a
ted to D ivers
it y
Exploring
the Wilderness
Approaching its second century, the
National Park Service looks to broaden
its appeal to minority students
INSIDE: Critics say New Mexico State University ignores diversity issues
We are more than higher ed.
We are a whole new category.
We build. We innovate. We incubate.
We develop an educated workforce
and open new facilities.
We improve lives. We save lives.
We are the University of Central Florida
and
We’re
Hiring.
In Orlando, the University of Central Florida has evolved into the nation’s
second-largest university by implementing innovative growth strategies.
But we aspire to be even better.
Now, we’re hiring 200 faculty members for our 12 colleges. Visit ucf.edu/jobs.
UCF is an equal opportunity/affirmative action employer.
Think UCF.
| IN THIS ISSUE |
24
20
December 2014
Diversifying the ‘Green and the Gray’
Approaching its second century, the National Park Service
looks to broaden its appeal to minority students
By Rebecca Prinster
Follow-Up: Emory University
Officials Examine Results of
Diversity Effort One Year Later
By Dona Yarbrough, PhD
23
Some Discomfort Needed to Break
Cycle of African American Trauma
By Rebecca Prinster
30
Land of Disenchantment
28
Hiring Spree Offers a Chance to
Further Diversify CSU Faculty
Current and former New Mexico State University faculty
and staff accuse the land grant university of insensitivity,
micro-aggressions, and sabotaging diversity programs
By Michael Rene Zuzel
By Richard Jackoway
On the Cover: Corey McNair, Merriah Haynes, Andre Thomas, Kelly Russo, and Kaden Jeray snowshoe through Grand Teton
National Park. (Ryan Sheets/Sheets Studios) Above: NPS Academy students prepare to snowshoe through GTNP.
insightintodiversity.com
3
| In Every Issue |
Connecting Diverse Professionals To Diverse CareersTM
December 2014
Volume 84 No. 3
In Brief
6 Diversity and Inclusion News Roundup
Grant Opportunities
9 Diversity-Related Higher Education Grants
Diversity Visionary Awards
10 This Issue’s Honorees
New Directions
13 Diversity Leaders on the Move
Legal INSIGHTS
14 Supreme Court Drifts from Civil Rights
By Edna Chun, DM
Recruiter’s Corner
16 Eyeing a Presidency Search Through an LGBTQ Lens
11132 South Towne Square, Suite 203
St. Louis, Missouri 63123
314.200.9955 • 800.537.0655 • 314.200.9956 FAX
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[email protected]
www.insightintodiversity.com
ISSN: 2154-0349
© 2014 Potomac Publishing, Inc.
Contacts:
Lenore Pearlstein | Publisher
Holly Mendelson | Publisher
Richard Jackoway | Editor
Daniel Hecke | Art Director
Rebecca Prinster | Staff Writer
Editorial Board:
Pamela W. Arnold
Vicky Ayers
Brooke Barnett
Kenneth J. Barrett
Edna Chun, DM
Deborah Dagit
Tia T. Gordon
Jeffrey W. Larroca, JD
Hollande Levinson
Frank McCloskey
Kevin McDonald, JD
Julia Méndez
Tanya M. Odom
James O. Rodgers
Joseph Santana
Shirley J. Wilcher, JD, CAAP
Anise D. Wiley-Little
Damon A. Williams, PhD
Shane L. Windmeyer
By Jon Derek Croteau, EdD
Contributing writers:
Edna Chun, DM
Jon Derek Croteau, EdD
Richard Jackoway
Tannette Johnson-Elie
Rebecca Prinster
Dona Yarbrough, PhD
Michael Rene Zuzel
HEED Award Spotlight
18 Diversity Is Growing Amid the Soybean Fields
of Southern Illinois
By Tannette Johnson-Elie
Careers
35 Job Opportunities
The views expressed in the content of the
articles and advertisements published in
INSIGHT Into Diversity are those of the authors
and are not to be considered the views
expressed by Potomac Publishing, Inc.
HT Into Divers
ity
SIG
IN
Celebrating
Corrections
In the HEED Award section of the November issue,
Michigan Technical University should have been listed
as Michigan Technological University. University of the
Rockies should have been included in the list of three-time
HEED Award recipients. Metropolitan State University of
Denver was omitted in the list of honorees describing their
school and their diversity programs. That statement now
appears on page 8 of this issue.
4
December 2014
40
YEARS
De
dic a
ted to D ivers
it y
Formerly the Affirmative
Action Register
NOW AVAILABLE —
PREORDER YOUR COPY NOW!
The INSIGHT Into
Diversity HEED Award
Benchmarking Report
This report will be the first and only national analysis providing a
summary of leadership capacity and performance captured from
the 83 2014 INSIGHT Into Diversity HEED Award recipients. This
report will provide readers with a comparative context in which
to understand the diversity landscape by comparing their own
institutions against leading institutions throughout the U.S.
This report will be authored
for INSIGHT Into Diversity by
Dr. Damon A. Williams, author
of several books on strategic
diversity, lecturer, scholar,
researcher, and former vice
provost and chief diversity officer
at the University of Wisconsin,
Madison. With much of his work
focusing on higher education,
Dr. Williams is considered one of
the world’s foremost authorities in the areas of diversity and inclusion
management, educational achievement, youth development, corporate
citizenship, educational achievement, and change management.
2014
He currently works to expand the pipeline into higher education as the
senior vice president for programs, training, and youth development
for the Boys and Girls Clubs of America, where he serves as chief
education and youth development officer for more than 4000 clubs
around the world.
See where your institution stacks up!
The INSIGHT Into Diversity HEED Award Benchmarking Report is now
available at the early bird price of only $495 through December 31.*
Contact Lenore Pearlstein at [email protected]
to preorder your copy today!
*Price after December 31 is $695
insightintodiversity.com
5
[ In Brief ]
Free Community College Programs Expand to Chicago
Chicago Mayor Rahm Emanuel and
City Colleges of Chicago Chancellor
Cheryl Hyman have announced the
Chicago Star Scholarship that will
allow free community college admission
to qualifying high school graduates.
To qualify, students must have a
minimum 3.0 GPA, place into collegelevel math and English, and enroll in
one of CCC’s pathways. Program organizers say that
the expected $2 million price tag
anticipates 1,000 students will take
advantage of the scholarship program,
which begins in the fall of 2015.
“The Chicago Star Scholarships will
open more doors of opportunity for
more students in the city of Chicago,”
said Mayor Emanuel in announcing the
program. “Every student who is willing
to work hard should have access to a
quality education, regardless of whether
they can afford it or not.”
Like similar programs in
development in Tennessee, Oregon,
and Mississippi, Chicago Star kicks in
only after other sources of scholarships,
including Pell Grants, are factored in.
Missouri recently announced that its
A+ program, which has qualifications
that include grades, attendance, and
community service, would restrict the
number of community college credit
hours covered because so many students
were participating in the program.
— Richard Jackoway
Mayor Rahm Emanuel visits Chicago Public
School children at Woodson Regional Library
in September. (Photo by Scott Olson/Getty
Images)
Spend 11 weeks living in a national park next summer as a National Parks Business
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Open to all current graduate students.
A partnership between Net Impact and the National Park Service
6
December 2014
[email protected]
UCLA Could Soon
Require Diversity
Course for Undergrads
The faculty of the UCLA College of Letters and
Science has voted to approve adding a diversity
course requirement for undergraduates. Seven of
the nine UC campuses and the UCLA School
of the Arts and Architecture already have such a
requirement.
If approved by two review panels, the diversityrelated course requirement will go into effect in fall
2015 for incoming College of Letters and Science
freshmen and in 2017 for new transfer students.
Undergraduates will be able to fulfill the diversity
requirement with general education, elective, or
upper-level courses in a number of disciplines
without taking extra credit hours.
Three times since 1987, Letters and Science
faculty have rejected the move, most recently in
2012.
This time, the vote was 332 to 303 in favor of the
new requirement, with 24 abstaining votes.
Chancellor Gene Block is in favor of the measure,
saying the courses on ethnic, cultural, religious, and
gender diversity will help prepare students for a
multicultural society.
Opponents argue the new requirement would
overburden students academically and take resources
from other courses. Some also argue the classes
would push a left-wing agenda.
The university’s Diversity Initiative
Implementation Committee estimates the plan will
cost the university $62,500 each year for three years,
but proponents say the benefit is worth the cost.
“A growing body of evidence demonstrates that
universities with diversity requirements produce a
more tolerant, less prejudiced student body with
a greater capacity for changing perspectives,” said
Christina Palmer, a UCLA professor of psychiatry
and behavioral sciences and chair of the college’s
faculty executive committee.
Further, a recent survey by the American
Association of Colleges and Universities also found
that employers are looking for graduates who have a
better awareness of cultural diversity in the U.S. and
in other countries.
— Rebecca Prinster
Grant Will Provide
Greater Access to
Healthcare Education
Healthcare training in Montana has received a
boost from the U.S. Department of Labor. Fifteen
community and tribal colleges in the state have been
awarded a combined $15 million to help address
Montana’s nursing shortage.
Led by Missoula College, the two-year unit of the
University of Montana, the 15 colleges will partner
with 39 public and private healthcare providers through
the Montana HealthCARE (Creating Access to Rural
Education) grant program. The initiative will produce
an estimated 2,500 certificates and two-year degrees
in allied health and nursing and create a bridge for
associate degree registered nurses to transition to fouryear degree programs.
The Montana HealthCARE grant will target the
long-term unemployed, veterans, and adult learners.
State labor department statistics point to the
growing need for a trained healthcare workforce as the
state’s nursing population ages and reaches retirement.
The Montana Department of Labor predicts 1,300
new healthcare industry jobs will be created each year
through 2022.
According to Clayton Christian, commissioner of
higher education for the Montana University System,
nearly half of all two-year degrees and certificates
awarded last year were in nursing or health-related fields.
The main goals of the grant-funded partnership
are to streamline the process of earning a healthcare
certificate or degree; offer accelerated nursing
programs; improve access to training for adult students
by including distance learning; and provide on-the-job
training and apprenticeship opportunities for the first
time in the state.
Missoula College UM, which is administering the
grant, received the majority of the funding at nearly
$8 million.
— Rebecca Prinster
insightintodiversity.com
7
[ In Brief ]
MSU Denver Creates a Lasting Impact
Editor’s note: The following was omitted
from the Higher Education Excellence in
Diversity Award section last month. We
regret the error.
As an urban, public university,
Metropolitan State University of
Denver works to create lasting
community impact. We provide an
exceptional education of great value,
preparing our more than 22,000
students to succeed and serve. MSU
Denver is the leader in educating
undergraduate Coloradans, and we
enroll the highest number of students
of color among the state’s four-year
colleges. The university offers more
than 200 degree options, including
master’s degrees in accounting,
teaching, and social work. Most
of our more than 77,000 alumni
remain in Colorado after graduation.
MSU Denver is transforming lives,
communities, and higher education.
2014
Low-Income, High-Achieving Students
Gain Support from New Coalition
A new initiative to boost enrollment
of low-income students at elite
institutions and develop economic
diversity at these schools was
announced in October.
Bloomberg Philanthropies, the
charitable organization of former New
York City Mayor Michael Bloomberg,
is partnering with several colleges
and nonprofits in this effort. The
organization has pledged $10 million
over two years for the project.
The plan is to encourage these
students to apply to and enroll at one
of the nation’s top 265 colleges and
universities — schools selected based
on graduation rates of low-income
students and the amount of financial
burden with which these students leave
college. Currently, only one-third of
students in this demographic enroll;
the goal of the initiative is to raise that
number to one-half. Seventy percent of
students enrolled at elite colleges come
from families with incomes in the top
25 percent, and Bloomberg wants to see
that change.
Research shows that students who
graduate from top schools earn more
over their lifetime than their peers, but
8
December 2014
low-income students often do not apply
because they lack access to information
or think they cannot afford it.
“That limits their opportunities
and contradicts what we stand for as a
society, and it holds us back as a nation
because it prevents so many smart
young people from contributing to the
best of their abilities,” said Michael
Bloomberg in a statement announcing
the initiative. “We have much more
work to do to make sure that every
young person has a chance to achieve
their dreams, and a big part of that
work is making sure that family income
does not prevent talented and qualified
students from applying to top colleges.”
The Bloomberg Philanthropies
investment does not provide for
financial aid assistance or scholarships,
however. Instead, the $10 million will
support a team of advisors from College
Advising Corps, College Possible, and
Strive for College that will coach highachieving, low-income students on how
to apply for admission and financial
aid. Some students will also receive
application fee waivers, as research
shows this can be another deterrent for
students in applying.
Around 4,000 college students —
most of whom came from low- to
moderate-income backgrounds
themselves — will also serve as parttime advisors. Eligible high school
students are being identified by the
College Board and the Jack Kent
Cooke Foundation, and already 24,000
emails have been sent to students
informing them of their eligibility.
With the help of the Aspen
Institute, the initiative calls on college
presidents to be engaged in the push
to increase enrollment. Additionally,
online educator Khan Academy is
developing teaching material to aid
students with the application process
and ways to enable students to receive
virtual advising.
The need to develop economic
diversity at elite institutions has been
increasing in urgency in recent months
as more data shows low-income
students that thrive in high school often
fall through the cracks when they get
to college. The proposed partnership
led by Bloomberg Philanthropies
will hopefully give these students the
opportunity to succeed.
— Rebecca Prinster
[ Grant Opportunities ]
Below is a list of diversity-related higher education
grants available to colleges and universities.
Health
Students from any U.S. medical school are encouraged
to apply. The deadline to apply is Jan. 13.
The National Institute of Mental Health of the
National Institutes of Health offers the Mental Health
Research Dissertation Grant to Increase Diversity.
Awards provide support to researchers of diverse and
underrepresented backgrounds whose work is related to
mental health. The deadline to apply is Dec. 22. Awards
are granted in amounts determined by the National
Research Service Award predoctoral stipend level. Up to
$15,000 may be awarded for additional expenses.
http://grants.nih.gov/grants/guide/pa-files/PAR-12-103.html
The National Cancer Institute of the National Institutes
of Health looks to train a diverse pool of biomedical,
behavioral, and clinical scientists and offers the
Transition Career Development Award to Promote
Diversity. The grant is meant to provide protected
time for recipients to begin cancer research. NIH will
contribute $100,000 per year toward the salary of the
career award recipient. The deadline to apply is Jan. 7.
http://grants.nih.gov/grants/guide/pa-files/PAR-12-062.html
Law
The Law School Admission Council’s Diversity Initiatives
Fund supports institutions for programs to increase
minority participation, retention, and success in law
school. Proposals that involve collaborating institutes
are encouraged. There is no set maximum for award
amounts, but detailed budgets are required when
applying. Applications are due by Jan. 1.
www.lsac.org/lsacresources/grants/diversity-initiatives/
general-grants-guidelines
Medicine
The International Clinical Research Fellowship is
a program supported by the Doris Duke Charitable
Foundation to allow U.S.-based medical students a year
of mentored clinical research in developing countries.
ICRF is administered by six U.S. medical schools, and
each institute will offer three fellowships per year.
www.ddcf.org/Programs/Medical-Research/Goals-andStrategies/Build-the-Clinical-Research-Career-Ladder/
International-Clinical-Research-Fellowship/
Science
The National Science Foundation’s Tribal Colleges
and Universities Program is accepting applications
for Small Grants for Research projects. Funding will
provide TCUP-eligible institutions the ability to develop
programs for undergraduate research education in
STEM and improve research and training for faculty. The
deadline to apply is Dec. 9. Past awards have been given
in amounts from $50,000 to over $1 million.
www.nsf.gov/funding/pgm_summ.jsp?pims_id=5483
The National Institute on Aging of the National Institutes
of Health supports Advancing Diversity in Aging
Research (ADAR) through Undergraduate Education.
This grant opportunity awards institutions for
programs to diversify the medical, science, technology,
engineering, and math workforce, as related to aging.
Total funding for the program is estimated at $1.4
million. Applications are due by Jan. 7.
http://grants.nih.gov/grants/guide/pa-files/
PAR-12-016.html
Sociology
The National Institute of Justice announces the W.E.B.
Du Bois Fellowship for Research in Race, Gender,
Culture, and Crime. The program aims to advance
research related to the administration of criminal justice
within diverse cultural contexts. NIJ strongly encourages
women and minorities to apply. Four fellowships will
be awarded, and total estimated funding is $300,000.
Proposals are due Dec. 24.
www.grants.gov/web/grants/search-grants.
html?keywords=diversity
If you have any information about available grants that you think would benefit or
be of interest to our readers, please email [email protected].
insightintodiversity.com
9
[ Diversity Visionary Awards ]
December 2014
INSIGHT Into Diversity honors individuals who have made significant past
and present contributions to diversity in higher education with our
Diversity Visionary Award. These honorees were nominated by colleagues
and selected by INSIGHT staff. We will be profiling award recipients
in each issue of INSIGHT Into Diversity magazine.
Nominate a Visionary
If you would like to nominate someone for the INSIGHT into Diversity Visionary
Award, submit a nomination letter no more than two pages long detailing your
visionary’s contributions.
Please include specifics of any accomplishments that went above and beyond
the routine to make a real difference. Include your contact information along
with contact information and a mailing address for your nominee.
Diversity
Email your letter of nomination to [email protected].
SIONARY
W 10
A
December 2014
R
D
S
William J. Carroll, PhD
President of Benedictine University
Nomination excerpt: When Dr. William Carroll first arrived at Benedictine, he
asked university officials when the Rev. Dr. Martin Luther King Jr. Breakfast — a
staple at many universities — was held. Learning that Benedictine did not have such
an event, he established one the following year. His decision delighted most members
of the community, but also angered others who lodged complaints and even threats
against Carroll. In 2015, the university will hold its 20th King breakfast, which also
includes a day of service and other events highlighting diversity. The event is one of
the largest of its kind in the state.
This was the first of many initiatives that would build the strength of diversity of
the campus, ultimately making it one of the most diverse in Illinois and the nation.
Benedictine is a Roman Catholic university; however, nearly one-third of its students self-identify as Muslim. Benedictine hosts
interreligious dialogue sessions and provides prayer space for several non-Catholic religious groups. Additionally, it hosts an annual
“Festival of Asia” to highlight the unique traditions of students originating from the continent of Asia.
Carroll believes in exposing students to varying viewpoints, which is why the university has hosted national and international
speakers of diverse beliefs and backgrounds.
Carroll also established free degree programs for first responders and the Illinois unemployed, built an accelerated adult program
to serve adult students throughout Illinois, established branch campuses in Springfield, Ill., and Mesa, Ariz. (an area with a 30
percent Hispanic population), developed complete on-the-ground programs in China and Vietnam, formed partnerships with
universities in Asia for exchange, and has overseen campus enrollment grow from 1,200 to more than 10,000 students.
Lynne Holden, MD
Associate Professor of Clinical Emergency Medicine,
Albert Einstein College of Medicine of Yeshiva University
Nomination excerpt: Dr. Lynne Holden is the co-founder and president of
Mentoring in Medicine Inc. MIM is a national nonprofit organization whose
mission is to increase the diversity of the science and healthcare workforce by
providing academic enrichment, leadership development, civic engagement, and
mentoring to socioeconomically disadvantaged students interested in pursuing a
biomedical career. Holden provides the overall leadership for the team, recruits
volunteers, facilitates program development, creates overall organizational strategy,
and establishes collaborative partnerships. Through conferences, hip-hop plays,
after-school programs, virtual camps, conferences, MCAT and medical school preparatory programs, MIM has served over 50,000
students and recruited nearly 850 health professionals nationally. Eighty-seven percent of students who apply to medical schools
from the medical pathway program are accepted, with many on scholarships, helping to increase the number of minority physicians.
MIM has been featured in numerous media outlets including The New York Times, Lifetime TV, and CNN. Among her many
awards, Holden has been named a 2007 Maybelline NY-Essence Empowerment through Education Awardee, the 2009 Woman of
the Year by the National Council of Negro Women-North Bronx section, a 2009 Robert Wood Johnson Foundation Community
Health Leader, a 2010 Root 100 Leader, and a 2010 Lifetime TV Remarkable Woman, and was featured on CNN-Sanjay Gupta’s
“Human Factor” in February 2011.
In addition to fulfilling her childhood dreams of being a medical doctor and in healing others, Holden has also provided a
pathway for numerous young people, helping them to realize their dreams in becoming medical and health professionals.
insightintodiversity.com
11
[ Diversity Visionary Awards ]
Stephen Jordan, PhD
President of Metropolitan State University of Denver
Nomination excerpt: Dr. Stephen Jordan’s commitment to equality in higher education
has created unprecedented opportunities for students at MSU Denver, emphatically
including students of color and other underserved populations. Under his leadership,
MSU Denver continues to provide students with a transformative academic experience
while serving the community as a courageous change agent for increased opportunity.
In 2003, the DREAM Act bill was introduced in the Colorado Legislature to
provide in-state tuition rates for undocumented students. Facing opposition across
the state, the bill failed six times between then and 2012. Suspecting it was likely to
fail again, in 2011, President Jordan took the matter into his own hands; he lobbied
for MSU Denver to adopt its own special tuition rate for undocumented Colorado high school graduates.
Despite powerful opposition, such as from the State Attorney General, who issued a legal opinion against MSU Denver’s tuition
rate for these students, the new rate survived. This unprecedented endeavor resulted in significant personal hardship and professional
controversy. Ultimately, Jordan was successful, as a total of 264 undocumented students enrolled at MSU Denver under the program
during the 2012-2013 academic year, the only institution in Colorado offering this opportunity.
President Jordan’s bold leadership is also shown in his charge to pursue Hispanic-Serving Institution status for MSU Denver. Since
the inception of the HSI Task Force report in 2008, Latino student enrollment has increased from 13.2 percent to 20.6 percent in 2013.
MSU Denver educates the largest number of undergraduate students of color in the state, at 34 percent of enrollment.
Under President Jordan, 33 percent of MSU Denver’s tenure-track professors are faculty of color, and women compose more than
60 percent of senior leadership and administrator positions.
Elizabeth J. Stroble, PhD
President of Webster University
Nomination excerpt: Dr. Elizabeth Stroble knows the value of diversity in higher
education, and she lives it as well. She represents one of the merely 23 percent
of women presidents leading four-year undergraduate and master’s level degreegranting institutions. Unfortunately, this percentage has stagnated over time, even
as the proportion of female students has increased.
As one of the few women college presidents, Stroble has used her own
experience to advocate for the value of diverse and inclusive leadership both in
higher education and in the region’s corporate sector.
She recently spoke to UMB Bank board members and guests about the strategic
importance of hiring a diverse workforce. At Webster, she consistently brings speakers on diversity to campus.
Additionally, Stroble was a panelist in “Women in Leadership: Paying it Forward,” a university-hosted event with Catalyst
Research featuring several other top women regional leaders in their respective fields and organizations.
Stroble has made it a strategic priority to position Webster University as a community leader and welcoming forum for discussing
significant issues of diversity and inclusion. She has expanded existing diversity programs and partnerships and created new ones.
This is a continuation of her leadership in diversity that predates her tenure at Webster. Since her arrival in St. Louis as
Webster’s first woman president in 40 years, she has continued her work toward a more diversified and inclusive workforce —
both among Webster’s ranks, as well as among other organizations throughout the St. Louis region. At Webster, she has increased
the diversity of its Board of Trustees and her leadership team and established the position of associate vice president of diversity
and inclusion for the first time in the university’s nearly 100-year history.
12
December 2014
[ New Directions ]
ARKANSAS
Roderick Smothers,
PhD, has been named
president of Philander
Smith College in
Little Rock. He was
vice president of
advancement at
Huston-Tillotson University in
Austin, Texas.
KENTUCKY
Raymond Burse, JD, has been
named president of Kentucky State
University in Frankfort. He was
interim president at the university.
CALIFORNIA
Howard Gillman, PhD, has been
appointed chancellor of the
University of California, Irvine. He
was executive vice chancellor and
provost at the university.
MASSACHUSETTS
Lisa Lynch, PhD,
has been appointed
provost and senior
vice president for
academic affairs at
Brandeis University
in Waltham. She was
dean of the Heller School for Social
Policy and Management at the
university.
Nyree Gray, JD, has been named
chief civil rights officer and Title IX
coordinator at Claremont McKenna
College in Claremont. She was dean
of students and diversity affairs at
Southwestern Law School in Los
Angeles.
MISSOURI
Reynolda Brown has been named
director of admissions at HarrisStowe State University in St. Louis.
He was director of admissions at
Bethune-Cookman University in
Daytona Beach, Fla.
GEORGIA
Kecia Thomas, PhD, has been
appointed associate dean for
leadership development and
diversity of the Franklin College
of Arts and Sciences at the
University of Georgia in Athens.
She was professor of industrial/
organizational psychology at the
university.
Emmanuel Lalande has been
appointed dean of student success
at Harris-Stowe State University
in St. Louis. He was assistant dean
and director of student involvement
at Bethune-Cookman University in
Daytona Beach, Fla.
INDIANA
Eric Love has been named director
of staff diversity and inclusion
at the University of Notre Dame.
He was director of the Office of
Diversity Education at Indiana
University Bloomington.
INTERNATIONAL
Alta Mauro has been appointed
director of intercultural education
and spiritual life at New York
University Abu Dhabi in the United
Arab Emirates. She was director of
the Office of Multicultural Affairs at
Wake Forest University in WinstonSalem, N.C.
NEW JERSEY
LaToya BattleBrown has been
named assistant
provost and dean of
admission at Rutgers
University-Newark.
She was associate
dean of the undergraduate program
for the university’s business school.
NEW YORK
Dennis Mitchell, DDS, has been
appointed senior associate provost
for faculty diversity and inclusion
at Columbia University. He was
associate professor and senior
associate dean of the College of
Dental Medicine at Columbia.
NORTH CAROLINA
Miron Billingsley, PhD, has been
named vice chancellor of student
affairs at North Carolina Central
University in Durham. He was
associate vice president for
student affairs at Prairie View A&M
University in Texas.
Marc Williams, JD, has been
appointed dean of students and
associate vice chancellor in the division
of student affairs at North Carolina
A&T State University. He was deputy
general counsel at the university.
OHIO
Algeania Warren Freeman, PhD,
has been named president of
Wilberforce University. She was
president of Martin University in
Indianapolis from 2008 to 2010.
PENNSYLVANIA
Frank Pogue, PhD,
has been appointed
interim president of
Cheyney University
of Pennsylvania.
He was president
of Grambling State
University in Louisiana.
SOUTH CAROLINA
Betty Boatwright has been named
vice president for enrollment
management at South Carolina State
University in Orangeburg. She was
interim vice president for enrollment
management at the university.
WASHINGTON
Kazi Joshua has
been appointed the
first associate dean
for intercultural
affairs and chief
diversity officer of
Whitman College
in Walla Walla. He was associate
dean and director of the Center
for Intercultural Advancement
and Student Success at Allegheny
College in Meadville, Penn.
Has your campus or company recently hired a new diversity administrator?
INSIGHT Into Diversity would like to publish your news. Please email: [email protected].
insightintodiversity.com
13
[ Legal INSIGHTS ]
Supreme Court justices, Wikipedia
Supreme Court Drifts
from Civil Rights
Only invigorated national debate will bring judiciary back to civil justice
By Edna Chun, DM
I
n her recent dissent from the
majority decision of the Supreme
Court regarding a Michigan
constitutional amendment banning
affirmative action, Justice Sonia
Sotomayor, the first Hispanic judge
to serve on the court, described
the perspective of her conservative
colleagues as “out of touch with reality.”
Recall Chief Justice John Roberts’s
pronouncement in 2007 that “the way
to stop discrimination on the basis
of race is to stop discriminating on
the basis of race” in the 2007 Parents
Involved v. Seattle School District case
that outlawed major avenues for
voluntary school desegregation.
In direct contrast to this judicial view,
Justice Sotomayer wrote in Schuette v.
Coalition to Defend Affirmative Action
(2014), “Race also matters because of
persistent racial inequality in society —
inequality that cannot be ignored and
that has produced stark socioeconomic
disparities.” And she added, “The way
to stop discrimination on the basis of
race is to speak openly and candidly
on the subject of race, and to apply the
14
December 2014
Constitution with eyes open to the
unfortunate effects of centuries of racial
discrimination.”
We know that the promising
resolution of the Brown v. Board
case in 1954 that found “separate but
equal” schools for blacks and whites to
be unconstitutional has been eroded
and successively reversed through
a series of court decisions based on
what Harvard law professor Randall
Kennedy refers to as principles of
“constitutional color blindness.” From
a color blind, post-racial perspective,
America is viewed as having attained
a state in which race, ethnicity, gender,
and other ascriptive characteristics
no longer play a significant role in
shaping life opportunities.
Consider the statement, for
example, of Chief Justice John Roberts,
expressing the Court’s opinion in
striking down Section 4 of the Voting
Rights Act that determines which
states and counties must follow strict
guidelines that govern changes to their
voting laws: “Nearly 50 years later,
things have changed dramatically.”
A well-documented body of empirical
sociological research, however,
demonstrates that contemporary racial
inequality is reinforced through secondgeneration forms of discrimination as
well as subtle practices and behaviors
that are threaded through the dayto-day experiences of non-dominant
groups within American society.
How did this historical shift occur in
the Supreme Court’s view of civil rights?
Legal scholar Gary Orfield points
out that that the decisions of the Earl
Warren Court in the 1950s and the
1960s played an important role in
stimulating the civil rights movement,
whereas decisions of a conservativedominated court in the later 1980s
pushed the country in the opposite
direction and even reached conclusions
that policies designed to address
inequality are unnecessary and unfair.
These later decisions, he indicates,
have been seen by some scholars as
replicating the efforts to undermine
Reconstruction civil rights laws that
resulted in the 1896 Plessy v. Ferguson
decision legitimizing the concept of
“separate but equal.”
In Dismantling Desegregation: The
Quiet Reversal of Brown v. Board of
Education (1996), Orfield and Susan
Eaton call attention to three littlenoticed decisions in the 1990s in
which the Supreme Court articulated
procedures for dismantling school
desegregation plans that allowed
students to return to neighborhood
schools, even when those schools
were segregated and inferior. These
decisions reinterpreted the notion of
integration as a goal, reducing it to
a formalistic requirement that could
be lifted after a few years. Decades
afterward, Orfield was co-author of a
2012 analysis sponsored by the UCLA
Civil Rights Project that found 80
percent of Latino students and 74
percent of black students attended
highly segregated schools, with the
percent of white students ranging from
0 to 10 percent. In fact, eight of the 20
states with the highest levels of school
segregation are in border or southern
states, a significant reversal for civil
rights progress.
In the area of public university
admissions, the Supreme Court’s
decisions related to voluntary forms
of affirmative action have abandoned
the original remedial purpose of racesensitive admissions and reinterpreted
the Equal Protection Clause of the
Fourteenth Amendment in terms of
protecting the rights of the majority
and preventing what has been termed
“reverse discrimination.” As Harvard
law scholar Michael Klarman notes,
the Equal Protection Clause says
nothing about government color
blindness and does not even mention
race. Instead, diversity has replaced
affirmative action as a compelling state
interest, ironically requiring universities
to prove that white students and other
students benefit from policies that were
designed to address a long history of
racial inequality.
And consider the recent events in
Ferguson, Mo., that are linked to racial
segregation, economic inequality, and
differential policing practices. As Erwin
Chemerinsky writes in an Aug. 24
New York Times op-ed, recent Supreme
Court decisions such as Plumhoff v.
Rickard, decided on May 27, have
made it difficult, if not impossible, to
hold police officers accountable for
civil rights violations, undermining the
ability to deter illegal police behavior.
To what extent does the Court’s
conservative drift in the area of
civil rights reflect the mood and
temper of public opinion? Santa
Clara law professor Brad Joondeph
reminds us that the Court has never
actually played the role of “countermajoritarian hero,” but rather has been
responsive to shifting political tides.
The creation of the landmark Civil
society” represents a call to action.
In describing the Court’s “long slow
drift from racial justice,” Columbia
University President Lee Bollinger
identifies the importance of a renewed
conversation about racial justice in
order to address issues that will reach
the high court. And the composition
of the Court clearly matters in issues
of racial jurisprudence. According to
Harvard’s Klarman, since the Court is
not always a defender of the interests
of racial minorities, the appointment
of even one more liberal judge could
have meant that many key decisions
could have been decided differently.
Recently, we have seen a few
Diversity has replaced affirmative action as a
compelling state interest, ironically requiring
universities to prove that white students and other
students benefit from policies that were designed
to address a long history of racial inequality.
Rights Act of 1964 was in response to
public protests, marches, and collective
action undertaken by minorities in
support of greater social equality.
According to legal scholar Derrick
Bell, social movements such as the
radical protests of the 1960s are more
likely to bring about change when they
converge with other interests that may
be differently motivated.
In The White Racial Frame:
Centuries of Racial Framing and
Counter-framing (2009), social theorist
Joe Feagin identifies the strategies of
both individual resistance and collective
action undertaken by Americans of
color that have created significant
public pressure to address inequality.
Feagin indicates that essential to many
civil rights protests was a strong antiracist counter-frame articulated by
numerous black leaders and scholars.
If indeed the Supreme Court
mirrors strong tides of opinion within
the United States, the admonition
of Sonia Sotomayor not to “sit back
and wish away, rather than confront,
the racial inequality that exists in our
promising signals, such as the ruling
of the three-judge panel of the Fifth
Circuit of the United States Court
of Appeals upholding consideration
of race as one factor among many in
response to the case filed by Abigail
Fisher at the University of Texas. Yet
reinfusing our judicial processes with
the ideals represented in landmark
civil rights decisions will require an
invigorated national dialogue and
sustained attention to how the ideals of
justice and equality take shape in the
prism of public consciousness and are
reflected in judicial perspectives.●
Edna B. Chun, DM, is an educational
leader and award-winning author
with over two decades of human
resource and diversity leadership
experience in public higher education
in the California, Florida, and Ohio
state systems. She currently serves as
associate vice chancellor for human
resource services at the University of
North Carolina at Greensboro and
is a member of the INSIGHT Into
Diversity Editorial Board.
insightintodiversity.com
15
[ Recruiter’s Corner ]
Eyeing a Presidency Search
Through an LGBTQ Lens
By Jon Derek Croteau, EdD
Presidential search committees
tend to tread delicately when
encountering candidates who are
lesbian, gay, bisexual, or transgender.
While today’s committees are more
aware and culturally competent
than in the past and know better
than to ask about someone’s sexual
orientation or gender identity (or
religion, marital status, age, and so
forth), uncertainty or awkwardness
can exist when a candidate announces
that he or she is LGBTQ.
This is happening with more
frequency in interviews with higher
education search committees.
LGBTQ individuals are increasingly
comfortable sharing information
freely about their sexual orientation
or gender identity. Many candidates
see being LGBTQ as inseparable
from who they are professionally. It is
common for these candidates to offer
this information in first interviews
or even in an initial email inquiry. In
many instances, the candidate’s sexual
identity precedes him or her.
The group LGBTQ Presidents
in Higher Education now boasts
more than 60 members who not
only do not hide their orientation,
but alternatively use their leadership
positions as platforms to advance
16
December 2014
LGBTQ leaders in the sector.
One Candidate’s
Presidential Path
No two LGBTQ leaders have the
same job search experience. Nevertheless, the story of Dr. Karen Whitney,
president of Clarion University and
a founding member of the LGBTQ
college presidents’ group, is instructive. Whitney became Clarion’s president in the summer of 2010.
Before she threw her hat in the ring
as a candidate, however, she did her
homework. Would a tradition-rich
university in a small, Western Pennsylvanian town accept and embrace an
“out lesbian” as its next president?
“I did not want to waste anyone’s
time, including my own, if the search
committee members and university
and community leadership were not
at a point where they could work with
me to ensure the success of the university,” Whitney explains. Once she was
certain that her personal and family status were known and respected,
she embraced the idea of becoming
Clarion’s top administrator.
In a recent email to me, Whitney
recalled the interview process:
As is typical of a presidential search
process, you engage many, many
people — the search committee,
various boards, councils, alumni,
faculty, staff, students, and friends
of the university. The community of
university constituents was wonderful.
We had robust and important
conversations about the future of
the university. Many events included
Peggy, my partner of 20 years. To be
honest, through all of our meetings,
there were about 90 seconds of
awkward energy and then one to two
hours of brilliant exchanges. I think
everyone was surprised by the quality
and comfort of the conversations.
For some folks, they just lacked the
language to use, and Peggy and I were
very comfortable giving everyone
the language that we preferred,
such as “partner” and “family.” Our
ease and comfort with each other
quickly enabled those around us to be
comfortable as well.
Perhaps what is most noteworthy
about President Whitney’s recounting
of her recruitment is how ordinary
it was. Once the topic of her sexual
orientation was broached with the
search committee, the rest of the
recruitment centered upon her
qualifications and fit for the position
and all she could offer Clarion and
its community. Those 90 seconds of
“awkward energy” quickly dissipated.
She took the proactive, no-nonsense
approach to raising the issue of her
sexual orientation with Clarion, and it
paid off for everyone involved.
Cascading Effect
LGBTQ administrators who survive
the hiring gauntlet may be uniquely
positioned to lead in today’s world.
Whitney tells the story of a gay
student who related to her that
he had picked Clarion because its
president was a lesbian, and he knew
that he would not be bullied on
campus as he was in high school. “It’s
a conversation I will never forget,”
she says. “I believe that in the way I
am leading my life and my presidency
there has been a cascading effect
across the university regarding a
culture of respect and civility.”
With all the talk in higher
education about a transformed
landscape, the leaders who still inspire
students and faculty are those who
impress us face to face, in simple daily
encounters. Throughout my years as an
executive recruiter, I have seen search
committees and campus communities
become dramatically more accepting of
diverse candidates, and more focused
on their ability to inspire and lead.
LGBTQ candidates still have many
obstacles to face in rising to lofty
leadership positions. Let’s not forget
that individuals such as Whitney
represent a rare but emerging set of
leaders who are able to turn their
“differences” into strengths and
opportunities for their institutions
and communities.
Quiet Confidence
Allow me to end on a personal note:
There was a time in my life when I
aspired to become a college president,
when I was growing up in the ’80s
and ’90s. One thing that stopped me
was an inability to imagine myself
leading a campus community that
would support, and even embrace, my
sexual identity. While I am satisfied
in my current career, I do wish I had
exposure to more role models to
follow in my younger days. President
Whitney and other LGBTQ leaders
will pave the way for many future
university and college presidents.
“The more confident and secure
you are as a person and a professional,
the better your search experience,”
Whitney believes. “I am referring to
that quiet confidence, the kind where
you are comfortable with your own
skin, who you are, and what you stand
for as a person and an educator.”●
Jon Derek Croteau, EdD, is senior
partner in the education practice at
the executive search firm Witt/Kieffer.
He is the author of several books
on leadership, including his recent
memoir, My Thinning Years: Starving
the Gay Within, about coming to grips
with his own sexual orientation.
At Webster University, it truly can be said diversity has no boundaries. By educating a diverse community at the
home campus in St. Louis, Missouri, and campus locations in North America, Europe, Asia and Africa, Webster
University instills in its students a respect for diversity and an understanding of their own and others’ values.
4 CONTINENTS • 8 COUNTRIES • 60 CITIES • 1 UNIVERSITY
UNITED STATES • SWITZERLAND • AUSTRIA • THE NETHERLANDS • UNITED KINGDOM • CHINA • THAILAND • GHANA
EC-2736 WEb U_Diversity.indd 1
11/10/14 1:53
insightintodiversity.com
17PM
[ HEED Award Spotlight ]
Diversity Is Growing Amid the
Soybean Fields of Southern Illinois
By Tannette Johnson-Elie
A
t Southern Illinois University
Carbondale, administrators
like Linda McCabe Smith are
committed to maintaining a campus
culture where students, regardless of
race and ethnicity, can receive a quality
education and, ultimately, compete in a
global workforce.
Smith, the associate chancellor
for institutional diversity, believes
diversity must be a high priority for
SIUC and other higher education
institutions nationwide, especially as
America continues to become more
diverse by the day.
“We are living in a time of rapid
diversification in America and
throughout the world, and that is
true in southern Illinois,” Smith said.
“We have a responsibility that our
university culture is one of inclusiveness
18
December 2014
to reflect the world around us. ... We
want to make sure that everyone in
the SIUC community feels that they
belong here, that their contributions
matter, and that they have access to the
necessary resources that will help them
gain a level of competence to work in
harmony with individuals different
from themselves.”
Located two hours down the
Mississippi River from St. Louis, SIUC
is the flagship campus of the Southern
Illinois University system, which
includes Southern Illinois University
Edwardsville, also a 2014 HEED
Award recipient.
Smith has been in her current
role since 2008 and juggles multiple
responsibilities, including Title IX
coordinator and affirmative action
officer. She began her career at SIUC
in 2001 as an associate professor of
communication and sciences in the
Rehabilitation Institute. She still holds
that position today, along with the
job of interim associate dean of the
College of Mass Communication and
Media Arts.
Diversity and inclusion have long
been a commitment of SIUC. Smith
and others want to ensure that legacy
continues. While much work is still
to be done, SIUC is making progress
in recruiting minority students and
faculty thanks to its many initiatives,
Smith noted.
SIUC received the INSIGHT Into
Diversity Higher Education Excellence
in Diversity (HEED) Award for the
third consecutive year.
“The award acknowledges the work
we are doing but also inspires us to do
more,” Smith said.
Smith oversees the Center for
Inclusive Excellence, which functions
primarily as a clearinghouse for
programs and services aimed at diverse
students. The Center, which opened in
2012, serves as a catalyst for inclusion,
diversity, and innovation and works to
bring together the university’s Black
Resource Center, Hispanic Resource
Center, LGBTQ Resource Center,
and the Women’s Resource Center,
to facilitate student and professional
development.
“We want [students] to know there
are many efforts to enhance their
experience here, such as the Center for
Inclusive Excellence,” Smith said. “Our
its workforce, Smith said.
“With the demographics of the state
of Illinois becoming more diverse,
it’s imperative that the state’s higher
education institutions reflect that
trend,” she said.
The percentage of employees from
underrepresented ethnic and racial
groups was about 14 percent in 2013,
compared with 12.8 percent in 2010.
The university is making progress in
hiring diverse faculty and staff thanks
to several initiatives, including the
Diversity Opportunity Hires, which
helps departments bring diverse tenuretrack faculty to campus in a fiscally
responsible way; the Underrepresented
Tenure Track program, which provides
“We enroll students from the inner city of
Chicago and from very rural communities
of central Illinois. This is where those
worlds come together.”
- Linda McCabe Smith, associate
chancellor for institutional diversity,
Southern Illinois University Carbondale
office welcomes them for discussion
of topics of diversity, inclusivity, and
safety, through our Brown Bag Series.”
Known for its ethnically diverse
campus, SIUC draws students from
across the U.S. and 100 countries. Of
the 18,000 undergraduate, graduate,
and professional (law and medicine)
students, nearly 30 percent are from
underrepresented racial and ethnic
groups. That’s above the national
average, according to College Factual,
a college selection assistance site, and
higher than Jackson County, Ill., where
the school is located.
Smith credits scholarships and a
variety of programs within the various
colleges to recruit and retain minority
students.
Just as SIUC works to promote
diversity and inclusion among its
students, the same is also paramount in
support to minority faculty as they work
toward tenure; and the Diversifying
Faculty in Illinois program, which is
designed to increase the number of
African American and Latino faculty in
Illinois colleges and universities.
Smith is also hopeful about
a number of upcoming campus
initiatives, which include a new
diversity council, measuring campus
climate, working with departments to
create individual diversity plans, and
offering awards to individual colleges
in recognition of their diversity results.
Shantel Franklin, a junior political
science major from Chicago, is among
students of color who are benefitting
from the array of diversity initiatives
and programs at the school.
The first in her family to attend
college, Franklin, 20, enrolled at
SIUC to escape an unstable home
life that included episodes of
homelessness and transient living
arrangements. At SIUC, she has
found the structure and support she
needed to succeed academically.
“I came to college so I could get out
of the house. I desired more than to
live the life that I saw others from my
community living,” said Franklin, the
middle of six children reared by a single
mother in a rough west side Chicago
neighborhood. “SIU has provided
me with so many opportunities as an
African American student and as a
woman. I couldn’t be prouder of who I
am. It’s been a remarkable experience.”
Franklin is particularly grateful
to have joined a campus student
organization known as Sisters
Interacting Successfully. The program,
offered through the Center for Inclusive
Excellence in collaboration with the
Black Resource Center, primarily
aims to promote unity and networking
opportunities among African American
female students.
“The program promotes sisterhood
among black women at SIU through
conversations, forums, and bonding
activities,” Franklin said. “It helps you
to think differently about sisterhood.”
When Smith considers the success
of students like Franklin, it makes her
that much more committed to keeping
diversity in the forefront at SIUC.
“We enroll students from the inner
city of Chicago and from very rural
communities of central Illinois. This
is where those worlds come together,”
Smith said. “Students learn to live
together and learn about each other’s
cultures, and in the process, they learn
to respect each other. We want our
students to recognize their potential to
make a positive difference throughout
their adult lives, understanding that the
diverse community they see each day
reflects the global society.”●
Tannette Johnson-Elie is a contributing
writer for INSIGHT Into Diversity. To
learn more about the INSIGHT Into
Diversity Higher Education Excellence
in Diversity (HEED) Award, visit
insightintodiversity.com.
insightintodiversity.com
19
Follow-Up: Emory University
Officials Examine Results of
Diversity Effort One Year Later
By Dona Yarbrough, PhD
E
mory’s Advisory Council on
Community and Diversity was
created in 2012 as the result
of community discussions designed to
reimagine community and diversity
and to devise a new and more actionoriented infrastructure to better
implement Emory’s long-held values of
access, equity, and inclusion.
What emerged was innovative and
experimental: an annual evaluation and
reporting process that encourages and
supports efforts to improve community
and diversity within and across every
division of Emory University as well
as Emory Healthcare, the largest
healthcare provider in Georgia. The
initiation of the effort was reported last
year in the September/October issue of
INSIGHT Into Diversity magazine.
As an institution, we recognized
that most community and diversity
efforts occur at the divisional,
rather than central, level. The
ACCD is guided by the principle
that divisions know best what their
most salient issues are, and they are
best equipped to create their own
continuous improvement cycles
with guidance and assistance from
central administrative offices such as
Human Resources or the Office of
Institutional Equity and Inclusion.
20
December 2014
With the first year of the process
(2013-2014) completed, there are
several preliminary lessons learned and
successes noted.
ACCD Structure and Purpose
Emory’s ACCD process resides in
the Office of the Provost, is led by
an expert in diversity and inclusion
administration who serves as chair,
and is guided by the ACCD steering
committee, composed of both diversity
experts and at-large members. Each
division leader (usually an executive
vice president, dean, or CEO)
appoints a Divisional Committee on
Community and Diversity (DCCD),
which may include staff, faculty,
students, patients, and/or alumni.
In collaboration with their
divisional leader, each DCCD is
responsible for analyzing available
data (the division’s demographic
composition, climate survey data, and
so on) describing and assessing current
community and diversity efforts
and outlining short- and long-term
challenges, goals, and plans.
Each division was asked to create
its own definitions of “community”
and “diversity,” using the university’s
nondiscrimination statement as a
starting point.
The purpose of the ACCD process
is to identify areas of institutional
strength as well as areas needing
improvement. Each division creates
a self-assessment report, which is
evaluated annually by the steering
committee and, ultimately, shared with
the president.
ACCD Successes and Challenges
For many divisions, this was the first
time a comprehensive needs assessment
focused specifically on community
and diversity had been conducted. In a
survey of DCCD members, 46 percent
reported that prior to this process, they
had never looked at their division’s
data on faculty, staff, students, patients,
and/or alumni from a community and
diversity perspective. In total, about 250
people participated in the process.
Division leaders and DCCD
members consistently reported that
the process increased their knowledge
and appreciation of the complexity and
importance of community and diversity.
Each DCCD was asked to list at least
three goals, aspirations, or plans for
enhancing community and diversity
among their constituencies. As a result,
many units developed concrete diversity
recommendations and implementation
plans that will be revisited by the
steering committee next year in order
to assess progress and define specific
accountability measures.
From this process, the steering
committee and Emory’s executive
leadership learned about methods
of data collection and numerous
initiatives across the enterprise. By
housing this information in one
location, the ACCD can assist units
when they request best practice models
or need to submit enterprise-wide
community and diversity information
to national associations or grantors.
The process develops “institutional
memory” and baseline documentation
about annual community and diversity
efforts at Emory.
The process also allows for the
discovery of issues as well as solutions
that span multiple units. It enables
Emory to share strategies employed to
solve similar problems, with the goal of
lessening the need to reinvent the wheel
when a problem arises. Furthermore,
it assists with the development of a
community and diversity organizational
toolkit that can promote inclusive
leadership and employee engagement.
In its inaugural year, the ACCD
process enabled Emory to identify three
significant challenges that were brought
up in multiple divisions’ reports.
One challenge involved issues
with communication, interpersonal
relationships, and transparency, especially
among leadership or faculty and staff.
Several divisions noted difficulty in
communicating goals and values across
the division, as well as in ensuring that
frontline employees understand how
their work contributes to a greater good.
One school conducted a survey
that found a significant gap in the
perceptions of relations between
faculty and staff, with faculty generally
reporting positive relationships with
staff, and staff reporting generally
negative relationships with faculty.
Other schools noted similar disconnects
among faculty and executive
administration and staff and have
implemented regular talks and meetings
to improve communication and
understanding of the school’s
work — for example, brown bag
lunches with staff to discuss faculty
research and how staff members
contribute to that research.
The second major challenge noted
in the report involved obtaining useful
data. There were often different
interpretations of data between
divisions and central reporting units
such as Human Resources — for
example, different interpretations
of who counts as a senior manager
or faculty member. Other divisions
noted that because external reporting
requirements focus on race and
gender categories, Emory has little
data on other aspects of identity,
and there is often a reluctance to ask
demographic questions (for example,
religion or sexual orientation) even
It’s who we are.
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insightintodiversity.com
21
on anonymous surveys. As a result of
these concerns, the ACCD chair has
established an ad hoc subcommittee
of data experts to examine questions
related to collecting data.
Finally, many divisions reported
challenges in recruiting diverse
students, faculty, and/or senior
administrators. Although this should
come as no surprise to anyone in
higher education, the reports revealed
that while all of Emory’s schools
reported specific efforts to increase
student diversity, many did not
present a clear strategy for recruiting
a more diverse faculty. Therefore, the
steering committee made a series of
recommendations to the president,
including creating a strategic plan for
faculty diversity, increasing faculty
training in diversity recruitment and
hiring strategies, and assessing climate
and retention issues for women and
minority faculty. Perhaps the most positive outcome
of the ACCD process is that it
enabled the Emory community to
learn about model programs and
initiatives in typically siloed divisions.
Where applicable, these programs
and initiatives are being shared
with other divisions who report
experiencing similar issues or who
have similar populations. Examples
of model programs and initiatives
include a Back-Up Emergency Child
Care program, which is now being
considered for expansion across the
university; on-site English as a second
language classes for staff; and the
creation of interior design committees
that evaluate universal design and
adaptive technologies, appropriate
signage and directions, and diversity
representation in photographs and
artwork in Emory buildings.
Conclusions
The first year of the ACCD was not
without logistical challenges as the
entire Emory enterprise adapted to a
new reporting cycle, but we hope we
have ironed these out as we gear up for
our second year. Moving forward, the
ACCD will become part of the work
of the Office of Institutional Research,
Planning, and Effectiveness in order
to better integrate and align the
process with other strategic planning,
assessment, and data-driven decision-
making efforts at Emory.
As was noted in the previous
INSIGHT Into Diversity article about
Emory’s emerging ACCD process
( June 2014), “Most universities seek
to build community and empower
diversity, but it’s difficult to ensure that
goals set by mission statements are
driven into the numerous divisions and
learning sectors ultimately responsible
for carrying out the work.”
In its first year, the ACCD has been
recognized as an innovative way to
drive improvements in community
and diversity, and it has spurred
assessment of community and diversity
efforts in 23 Emory divisions. More
important, the process has resulted in
numerous concrete actions and plans
aimed at improving community and
diversity within divisions. The process
has initiated a rhythm of continuous
improvement, which will solidify into a
habit of measurement, assessment, and
improvement in the coming years.●
Dona Yarbrough, PhD, is the associate
vice provost for community and
diversity and the director of the Center
for Women at Emory University.
Our January/February 2015 issue will
feature a special report on Nursing,
Pharmacy, and Allied Health Schools.
The advertising deadline is December 12.
To reserve space, call (800) 537-0655
or email [email protected].
22
December 2014
[ Special Report: Natural & Behavioral Sciences ]
Some Discomfort Needed to Break
Cycle of African American Trauma
By Rebecca Prinster
A
vicious cycle is at work in
the field of psychology and
African American issues.
Blacks attend therapy in low numbers
partially because there are fewer black
doctors whom they believe they have
shared experiences with.
In addition, there are fewer black
doctors because African American
issues of trauma and discrimination
are not addressed in the psychology
literature.
To assume African Americans do
not attend therapy in high numbers
because it is not a traditional part of
their culture would be oversimplifying
the matter.
At the time of an INSIGHT
interview, Kevin Washington,
president-elect of the Association of
Black Psychologists, was in Orlando,
Fla., preparing to talk to young students
about cultural affirmation and doing
their best in school.
He points to research showing that
minority children who have a strong
sense of identity do better academically
and emotionally. And for adults, this
translates to greater success in the
workplace.
On the other hand, a growing body
of research reveals that persistent
discrimination and racism leads to
chronic stress in teens and high blood
pressure in adults.
Washington, whose work centers
on African American trauma and
advancing the number of blacks
in the field of psychology, refers to
this ingrained inequality as PEST,
or, “Persistent Enslaving Systemic
Trauma,” a phenomenon similar to
post-traumatic stress but particular to
the African American community.
“PEST is in all that we do. It’s in the
names we give our children, the food we
choose to eat, the clothes we choose to
wear, whether or not black women wear
their hair natural, or if we change the
way we speak to make it more pleasing
to a white listener’s ear,” he says.
But despite trauma and the stress
that comes with it, African Americans
often eschew visiting a psychologist
because so few are African American.
“Whether or not it’s the truth, a
client believes that a black psychologist
is going to have shared experiences, and
the perception is the important part,”
says Washington. “Ethnic and racial
matching is very important because
they believe the person who shares their
experience will ultimately be the one to
facilitate a change for them.”
He also points to the stigma attached
to mental health and seeking treatment.
“People assume you are crazy or
you have a particular flaw. It’s already
popular to see affirmative action as a
crutch, so black people don’t want to
admit to what they see as a flaw,” he
says. “This is problematic.”
“John Henryism” is how many
psychologists describe this phenomenon
as it affects the African American
community. African Americans perceive
an expectation that they must not
show weakness. Washington says this
objectifies blacks and calls it “the myth
of being stronger, in the context of
being weaker.”
“There is a lot of mental unrest
because of all the energy expended in
trying to prove their own humanity,”
he says.
African Americans have spent too
long being objectified.
The earliest psychology studies done
on African Americans often involved
IQ testing, which was in itself a form
of discrimination. Researchers often
presumed that blacks had lower IQs
because of their ethnicity.
The lack of literature on African
American trauma persists today.
Washington believes this is partly
because white psychologists would have
to implicate themselves in the history
of black trauma when rewriting the
current literature.
Washington conducted research into
the reasons African Americans choose
not to enter the field of psychology and
found there are five main stipulations
students want in their training.
“First, they want to see the presence
of African American faculty,” he says.
“They believe they share unique ethnic
experiences and have experienced the
same racism and discrimination.”
Students also want to see more
African American students with whom
they can relate.
“Third, they want a curriculum that
speaks to diversity and is inclusive of
diversity. [Fourth], the opportunity to
engage in research and a practicum
in a diverse population,” Washington
says. “And fifth, they want a statement
from the institution that speaks to
diversity as being an important part in
recruitment and retention.”
Achieving these goals will take the
combined effort of people at the top,
in the middle, and down to the ground
level. Faculty must expand their level
of comfort and start talking about the
trauma African Americans face in
order to facilitate connections to black
students of psychology. Washington
says this is how the tide will change.●
Rebecca Prinster is a staff writer at
INSIGHT Into Diversity.
insightintodiversity.com
23
Diversifying the
‘Green and the Gray’
Approaching its second century, the National Park Service
looks to broaden its appeal to minority students
By Rebecca Prinster
24
December 2014
[ Special Report: Natural & Behavioral Sciences ]
T
he image many people have
of national parks is that of
the “kid in a pup tent,” white,
suburban parents driving a station
wagon, and Smokey the Bear around
a campfire.
“But different groups of people use
the parks in different ways,” says Julia
Parrish, associate dean for academic
affairs and diversity at the University
of Washington’s College of the
Environment. “Who’s to say who has a
richer view of the environment?”
In the Pacific Northwest,
mushrooms have begun to outpace
lumber as the region’s most valuable
commodity. Parrish points out that
other resources in the area — such
as ferns and plants used for floral
arrangements — are often picked by
Hispanic and Asian Americans.
She credits the diversity of those
involved in harvesting with bringing
a diversity of ideas and solutions to
environmental issues.
“They have an intimate knowledge
of these resources and what it takes to
protect this ecosystem,” Parrish says.
“They have such a sense of place and a
much different relationship to the land
than, say, the kid in a pup tent.”
A Call to Action
Since 2011, when Director of the
National Park Service Jonathan Jarvis
issued “A Call to Action,” a set of goals
for its second century, the NPS has
been employing those diverse voices
in order to protect the spaces with
which it has been entrusted. Different
heritage initiatives have been funded to
increase urban parks and historical sites
celebrating underrepresented groups,
and an array of student programs are
in place to train diverse students for
careers with the parks.
However, the Park Service has always
suffered from a lack of diversity, and
some suspect this prevents minority
visitors from feeling welcome or
interested in the parks.
In 2012, over 82 percent of NPS
employees were white, and no single
minority group — African American,
Latino, Asian American, or American
Indian — made up even 10 percent of
visitors.
Of respondents to a 2011 University
of Wyoming study of park visitors,
age range. The NPS is trying to connect
with younger, more diverse Americans
through social media and programs
such as its Connecting People and
Parks, to keep the service relevant.
Through Twitter, the Park Service
has engaged 18- to 25-year-olds by
hosting chats about park experiences,
sharing photos from the parks, and even
posting videos of flying squirrels fleeing
a birdfeeder.
The Student Conservation
Association serves as a bridge between
students and various park internship
opportunities, along with organizations
such as the NPS Academy, the HBCU
Initiative, and the Cultural Resources
Diversity Internship. The SCA recruits
“We have built strong relationships with a host
of HBCUs and HSIs over the past several years,
but we are always reaching out to develop new
relationships and expand our reach.”
- Rob Terry, operations director for the Student
Conservation Association
people of color said that parks are
unsafe and even unpleasant places
for them to be. In a nation that will
be majority-minority in the coming
decades, the NPS worries sidelining
this segment of the population will
lessen its chance of surviving into the
next 100 years.
Additionally, the average visitor
tends to fall within the 45 to 65 year
Opposite: Corey McNair, Merriah Haynes, Andre Thomas, Kelly Russo, and Kaden
Jeray snowshoe through Grand Teton National Park. (Ryan Sheets/Sheets Studios)
and matches students to programs best
suited to them. The NPS Academy
was established in 2011 to introduce
undergraduate and graduate students to
NPS career opportunities.
The SCA receives 20,500 applications
annually, and participants hail from
nearly 800 colleges and universities.
“To recruit for the Academy and other
programs that are focused on workforce
insightintodiversity.com
25
CJ Goulding (center) works with other trip leaders for North Cascades Wild
at North Cascades National Park. The program leads diverse, low-income high
school students on backpacking and canoeing leadership-building trips.
(Photo courtesy of CJ Goulding)
“I’ve come from a total lack of awareness
about the parks to the point where I yearn for
my next exposure, my next adventure, and
the next piece of culture or history I can glean
from visiting a national park.”
- CJ Goulding, program analyst for the NPS Youth
Programs Division
diversification, we work directly with a
host of minority-serving institutions,”
says Rob Terry, operations director
for the SCA. “We have built strong
relationships with a host of HBCUs and
HSIs over the past several years, but we
are always reaching out to develop new
relationships and expand our reach.”
Spreading the Word
Some of that outreach is accomplished
by persistent word of mouth.
“I first heard about the Academy
26
December 2014
from my sister-in-law’s high school
friend,” says Millie Jimenez, NPS
Academy alumna. “She was really just
trying to sell the SCA to me, and she
did an awesome job of convincing me
to apply for an internship.”
Jimenez, who earned her degree
in economics from the University at
Albany, is now employed by NPS as
the diversity outreach and volunteer
coordinator for Grand Teton National
Park, but she admits she was reluctant
to apply to the program at first.
“I didn’t think that an internship in
a National Park would help me further
my understanding of economics,” she
says. “I was accepted into the Academy
hosted in the Great Smoky Mountains
in Tennessee, the first Academy in
that park and the second year of the
NPSA. …Everyone I met had such a
fiery passion within them, and it was
contagious. After that week, I knew that
I wanted to work for the Park Service.”
After her internship at Smoky
Mountain National Park, Jimenez
interned at Yellowstone and for the
Youth Conservation Corps, and both
experiences led her to the full-time
position she has today.
“I was ecstatic to realize I would
be wearing the ‘green and the gray’
[after being hired seasonally at
Yellowstone],” she says. “I remember
putting on my uniform for the first
time and having tears form because it
felt so good and so right.”
The NPS Academy leads students
through four phases, all the while
maintaining a focus on career
preparation.
“The experience is built on the
NPS’s ‘Call to Action’ to provide
educational and transformational
experiences that increase engagement
and understanding of career
opportunities among students from
underrepresented groups,” says Terry.
After orientation, students
participate in a summer internship at
a national park, engaging in bioscience
research, museum work, fire effects
study, and environmental education.
In the third phase, students act as
ambassadors at their colleges and are
encouraged to share their stories via
social media.
In phase four, mentors from the
SCA and NPS work with alumni to
plan their futures in conservation. Terry
says most of this year’s participants
are currently in phase three of the
Academy.
Like Jimenez, CJ Goulding was
unfamiliar with conservation and the
Park Service and had never imagined
having a career at the NPS. He majored
in mathematics at Oakwood University
and now works as a program analyst for
the NPS Youth Programs Division.
His Academy experiences include
interning at Yellowstone and Grand
Teton National Parks as well as leading
high school students on backpacking
trips in North Cascades National Park.
“I am always amazed at the
incredible bonds that form when groups
of people connect to the nature or story
of a national park and, in turn, connect
with each other,” Goulding says. “I’ve
come from a total lack of awareness
about the parks to the point where I
yearn for my next exposure, my next
adventure, and the next piece of culture
or history I can glean from visiting a
national park.”
Universities Play a Role
The National Park Service is not alone
in diversifying the field of conservation.
Parrish leads the Conservation
Scholars Program at the University of
Washington, a program endowed by the
Doris Duke Charitable Foundation.
“More than ever, the conservation
field needs to increase its efforts to
attract, train, and employ individuals
from communities that are largely
absent from the conservation
workforce,” said Andrew Bowman,
program director of the Environment
Program at DDCF, in a statement.
“To that end, the program will serve
students who not only have a budding
academic interest in conservation but
are also committed to increasing the
diversity of students and professionals
in the conservation field.”
The Conservation Scholars —
which also has DDCF-funded
programs at Northern Arizona
University and the University of
Florida — is an internship program
similar to the Academy. The program
welcomes students of all ethnicities
and all educational backgrounds,
including engineering, graphic design,
and film studies, for example.
In its first year, Parrish says the
Conservation Scholars Program
received 330 applications, and 40
NPS Academy students Patricia Morgan and Victor Thornton, and ranger Mike Nicklas share
thoughts and experiences in the Craig Thomas Discovery and Visitor Center at Grand Teton
National Park. (Ryan Sheets/Sheets Studios)
Ranger Vickie Mates speaks to NPS Academy students at Grand Teton National Park.
(Ryan Sheets/Sheets Studios)
percent of applicants self-identified
as “multiracial.”
“It sends a really, really strong
message that there are many ways to be
an American,” she says.
Parrish believes this diversity of
cultures and majors helps reach a wider
audience because students apply various
approaches to spreading the message of
conservation. She is optimistic about
the role they can play in the future of
diversity and environmentalism. The
National Park Service is betting on
them as well.
“This is a big problem, and lots of
people are on it,” she says. “We know
that a large hairball of a problem
is never solved by a single person.
There are many ways of knowing and
interacting, and today’s students want
to be part of the solution right away.”●
Rebecca Prinster is a staff writer at
INSIGHT Into Diversity.
insightintodiversity.com
27
Hiring Spree Offers a Chance to
Further Diversify CSU Faculty
California State University System is adding 700 tenure-track faculty
By Michael Rene Zuzel
A
fter years of cutbacks, one of
the nation’s largest university
systems is hiring hundreds of
full-time faculty members in response
to an explosion of new undergraduates.
Campus administrators are using the
opportunity to further diversify their
teaching corps.
The 23-campus California State
University system, confronted by an
enrollment spike of almost 10,000
additional students this year and an
anticipated 12,000 in 2015, embarked
on a drive this summer to recruit 700
new tenure-track professors. Cal State
administrators say that effort, still under
way, is likely to result in a more diverse
28
December 2014
instructional staff, one that reflects the
state’s demographic makeup.
Diversity and inclusiveness have long
been major goals in faculty recruiting,
CSU officials say, but California law
presents particular challenges.
With voter approval of Proposition
209 in 1996, California became the
first state in the nation to prohibit
universities from using specific
criteria based on race, ethnicity, or
gender in hiring or admissions. Those
standards are now well established,
and CSU’s recruiters say the measure
of success in diverse faculty hiring
is development of a robust and
expansive field of candidates.
“We go to great lengths to enhance
our outreach to underrepresented
candidates and diversify our pools,”
said Dr. Michael Caldwell, associate
vice president for faculty affairs at Cal
State Fresno.
Among the strategies being
employed there: training search
committees to be more deliberate in
their recruiting practices, initiating
direct contact with minority-serving
institutions, in addition to advertising.
The Cal State system, with campuses
spread across the state’s 750-mile
length, from the north coast redwoods
to the Mexico border, has struggled
financially since the recession. Until
last year, most faculty and staff salaries
had remained frozen since 2007, and
the system lost about 900 tenured or
tenure-track faculty.
Although Cal State used adjunct
[ moreINSIGHT ]
California by the Numbers
• CSU faculty — 27 percent minority
• CSU students — 66 percent minority
• CA residents — 61 percent minority
strategies. “We are actually increasing
our efficiency by centralizing most
advertising and encouraging deans
to fund recruitment travel for their
faculty,” he said.
Another challenge is salary levels.
“It can be hard to compete with
institutions which have the budget
to pay their faculty higher wages,”
said Margaret Chantung of the
Cal State San Marcos Office of
Communications and University
Advancement. “In addition, there are
instructional faculty positions;
two-thirds of the participants are
nonwhite, Uhlenkamp said.
Despite the recession, the Cal
State system did not lose ground in
the racial diversity of its instructional
staff. According to figures provided
by the Chancellor’s office, minorities
represented about 27 percent of the
system’s full-time faculty in 2013 —
almost exactly the same figure as six
years previously.
In addition to women and people
of color, Cal State administrators
say they’ll continue to use their
recruitment efforts to attract veterans,
individuals with disabilities, and
members of the LGBTQ community.
In the end, however, administrators
say that even the most rigorous
recruiting tools cannot be effective
unless the university itself holds
Administrators say that even the most rigorous recruiting
tools cannot be effective unless the university itself holds
diversity as a sincere and fundamental value.
instructors to help fill the gap, the
cutbacks led to logjams in courses that
students needed in order to graduate
on time. A 2013 survey of the Cal
State system identified almost 1,300
“bottleneck” courses — required classes
that were overwhelmed by enrollment
demands — created primarily by the
lack of tenured faculty.
With the rebound in the economy
and the stabilization of California’s
state budget, Gov. Jerry Brown
pushed to increase Cal State’s budget
by $142.2 million this year, giving
campuses the opportunity to begin
beefing up their full-time faculty
ranks.
Cal State Fresno has not established
new diversity goals for this round
of faculty hiring, but Caldwell
says the university is getting better
at employing effective recruiting
some faculty who prefer to teach at
institutions that are more researchfocused.” The campus has compensated by
emphasizing San Marcos’s strengths,
including its focus on student
success, Chantung said. Among the
other strategies it uses to attract a
diverse pool of faculty applicants is
a requirement that job descriptions
indicate a preference for candidates
with demonstrated intercultural
competence, she said.
“At a statewide level, the Cal State
Chancellor’s Office conducts trainings
of campus staffs to encourage
equal opportunity in recruitment,”
spokesman Michael Uhlenkamp
said. The office also has a doctoral
incentive program that has resulted in
more than 600 people subsequently
obtaining employment in CSU
diversity as a sincere and fundamental
value. At Cal State Fullerton, for
example, university policy establishes
various checkpoints in the process
to ensure the inclusivity of the
recruitment effort. And issues of
diversity and inclusion are central to
a recently conducted climate survey,
which is being used in concert with
the Fullerton campus’s strategic plan.
“Creating and sustaining a
welcoming and supportive campus
community that celebrates diversity
and promotes the values of inclusive
excellence … is, in many ways, the
foundation required for diversity
recruitment to be successful,” said
Perrin B. Reid, associate vice president
for diversity and inclusion.●
Michael Rene Zuzel is a contributing
writer for INSIGHT Into Diversity.
insightintodiversity.com
29
The Land of
Disenchantment
Current and former New Mexico State University faculty
and staff accuse the land grant university of insensitivity,
micro-aggressions, and sabotaging its own diversity programs
By Richard Jackoway
30
December 2014
T
he guard handed Assistant
Professor Jennie Luna a
yellow badge as she entered
Anderson Hall.
Luna is an American citizen, so she
got yellow. If she had been a foreign
national, she says it would have been
green. All students, faculty, and staff
entering Anderson Hall at New Mexico
State University are required to wear
their immigration status.
The building houses joint programs
with the U.S. Customs and Border
Patrol, National Security Agency, and
Homeland Security, which require the
university to hand out the badges as
part of standard security protocol. A
university spokesman said he couldn’t
confirm that the badge colors represent
immigration status, but general
university meetings are no longer held
in that building.
For critics, the badges are just one
example of the university’s insensitivity
to minorities despite NMSU’s unique
position as a Hispanic-Serving
Institution and land-grant university.
“It’s completely accepted. I don’t
think people blink an eye,” said Luna,
who now teaches at California State
University, Channel Islands. “People are
experiencing racism and not wanting
to identify it as such. At NMSU, issues
that were discussed 20 years ago, 30
years ago, are not even brought up.”
Luna is one of 12 current and former
NMSU faculty and staff who spoke
with INSIGHT Into Diversity about
what they perceive as the university’s
insensitivity to the concerns and needs
of Latinos and Native Americans, who
together make up a majority of the
state’s population.
President Garrey Carruthers,
NMSU’s fifth top official in the past
six years, rejects the allegations that the
campus is hostile to minorities.
He points to a variety of initiatives
individual departments.
he has introduced since being named
Critics claim that even when
president last year, including amendments
minority faculty come to NMSU they
to Executive Order 11246, which requires
often leave quickly.
recruiting for new faculty and staff be
Such was the case for Luna who
much broader and more inclusive.
left after only two years and wrote
“Everything else being equal, we will
an exit testimonio documenting “my
always hire the minority faculty,” he said.
personal experiences with the relentless
But in one of the most diverse states
institutional racism and racial micro/
in the country, Carruthers admits
macro-aggressions at both the
that faculty diversity lags behind the
departmental and university levels.”
demographics of New Mexico.
In the 14,000-word memo, Luna
Different surveys have come
describes repeated examples of
to different
conclusions, but
in a state where
residents are nearly
half Latino, NMSU
tenured faculty is
between 12 and 17
percent Latino.
Robert Duran
was an associate
professor in the
College of Arts
& Sciences before
leaving this year
for the University
Lola Lestrick, former president of the NAACP of Doña Ana
of Tennessee in
County, was one of the diversity leaders who attended the
retirement party for Christina Chavez Kelley, at right, in August.
Knoxville. While
(Photo courtesy of Christina Chavez Kelley)
at NMSU, he
conducted a survey
of the faculty during a sabbatical.
trying to bring diversity programs
His survey found small numbers of
to NMSU only to meet roadblocks,
minority faculty and also that white
and in some cases accusations that
professors tended to be paid more. He
she was seeking inappropriate
said the administration criticized some
reimbursement, an accusation leveled
of this methodology and then ignored
at other faculty of color as well. (See
the findings.
related story on p. 33)
“They all took it and looked at it,
“My goal is to provide information to
but they were really vague if anything
my colleagues and to the administration
would be done with it,” he said.
as to the issues deeply embedded in
Carruthers agrees that the numbers
this institution that led to how I (and I
of minority faculty are small, particularly
am certain, many others) feel excluded,
among Native Americans, but blames
discriminated against, demoralized,
“small pools” of qualified faculty to select
humiliated, and in my case — pushed
from, particularly in some colleges and
out of this university,” she wrote.
insightintodiversity.com
31
Ethnic Studies Program
New Mexico State University would
seem like an unusual place to have
these problems.
The student population is very
diverse and, with the exception of
Native Americans, generally mirrors the
demographics of the state, one of the
most diverse in the country.
The university holds a unique place
in the higher education landscape. It
is the only land-grant university and
designated Hispanic-Serving Institution.
Critics say the designations heighten
the responsibility the university has for
getting diversity right.
Marc Legarreta, assistant program
director of The New Mexico
sits less than an hour’s drive from the
Mexican border in the most heavily
Latino state in the nation, has no ethnic
studies departments.
“There is no Mexican American
studies program here. I can’t tell you
how absurd that is,” Lara said.
The lack of ethnic studies programs
is not a problem, President Carruthers
insisted during an interview with
INSIGHT.
“We have lots of classes that deal
with all kinds of history and cultural
things,” Carruthers said.
But he said he’s heard no interest
about having ethnic studies degrees.
“I’m not sure I’ve ever had a position
on ethnic studies,” he said. “I’ve not had
up,” Luna recalled. “Students are eager
for a body of knowledge they do not
have access to.”
They won’t have access to it this
year. Of the seven faculty members
who organized the collective, four have
left campus. The three remaining have
been told that the university, which
trimmed $5 million out of its budget
because of declining enrollment, would
have no funds for the Critical Scholars
Collective talks this year.
any students ask me if they could have
ethnic studies. I’ve never had anyone say
it was a good idea.”
Lara spent three years on a committee
exploring the development of ethnic
studies degrees, including a year and
a half as its chairwoman, but said the
university never acted on their work.
“I call this the HSI paradox. We
really promote ourselves as one thing
and operate as another,” Lara said.
“There are entire departments without
a single faculty of color.”
After the ethnic studies effort failed,
Lara, Luna, and some other professors
put together the Critical Scholars
Collective, a series of lectures that
brought in speakers to talk about some
of the issues that would be covered in
ethnic studies classes.
“There were packed houses. In one of
the largest lecture halls, we would fill it
unsupported.
One such perceived slight comes up
every week in President Carruthers’s
Activity Report, which he, the provost,
the vice presidents, and the deans
dutifully post online. Carruthers almost
never mentions diversity, even during
Diversity and Awareness Week.
And while Bernadette Montoya,
vice president of student affairs and
enrollment management, includes
information from the Office of Student
Diversity and Outreach, that bullet
point always comes last. That is, it
did come last, until that office was
disbanded earlier this year.
Critics also took issue with the 2013
homecoming theme of The Wild West,
a term that doesn’t sit well with many
indigenous peoples. Making matters
worse, Luna and others described at
least one of the homecoming floats as
Micro-Aggressions
Many of the complaints about the
climate for diversity at NMSU boil
down to micro-aggressions. Faculty
and staff report feeling unwelcome and
New Mexico State University campus
Education Designed to Generate
Excellence (EDGE) at NMSU, calls
the university’s HSI designation an
accident of geography.
“What I mean is that NMSU has
diversity because of its geographical
location. The diversity of NMSU
was not intentional and therefore not
valued,” he said. “My colleagues refer
to NMSU as Hispanic-Collecting
because we do not serve them. We just
collect them.”
Dulcinea Lara, an associate
professor in the Criminal Science
department, sees the designation as
a sham.
“Race is not treated seriously here by
administrators. It’s like a charade — we
get black week, brown week, red week —
while student services offices get little
institutional support,” Lara said.
But, she noted the university, which
32
December 2014
featuring, one professor said, NMSU
mascot Pistol Pete, the white cowboy
figure, holding a gun on Native
American figures outside a saloon.
Alan Dicker edits the campus
alternative paper, The GroundUp.
“It’s yet another celebration of
white masculinity in the ‘wild west.’
There’s seemingly a willful ignorance
by students and the administration
of how problematic that sort of thing
is, especially in this region where the
conquest of indigenous lands and the
racial hierarchies that marginalize
non-whites still have very visible
effects,” he said.
Similarly, some faculty took issue
with the new motto of the university:
“All about discovery.” The discovery
theme was one Carruthers initiated
shortly after becoming president, and it
can be seen on much of the university’s
promotional material.
To many indigenous people,
discovery connotes the Age of
Discovery, a historical period marked by
European conquest of the Americas.
Carruthers rejects either theme as an
example of insensitivity.
“These are some theories that I have
never in my life heard, and I’m 75 years
old, so I’ve been around this state for
a while. And I have never heard either
one of those,” he said. “You have to be
creative to come up with that.”
Lara, a native of Southern New
Mexico, said that the climate on
campus reflects an attitude in “the Land
of Enchantment,” where people of color
are reluctant to stand up and confront
authority.
“I don’t think a lot of what happens
here is intentional. But, nonetheless,
it’s veiled racism and it’s entrenched
historically,” she said.
And she thinks she knows why. The
percentage of faculty of color, people
who might open students’ eyes to the
problems, is very low, and most who
stay at the university learn quickly not
to raise a fuss.
“It’s too difficult. They see the
writing on the wall. They see the people
who have tried are beaten down and
battered,” Lara said.
Kelley’s Departure
Many of those who chose to speak up
now did so because of the “retirement” in
August of Christina Chavez Kelley, the
longtime voice of diversity at NMSU.
Kelley, who says she was forced out,
is a native of Las Cruces, attended
NMSU and was its first female exofficio student regent, before getting
her law degree. In 1989, she returned to
the school as assistant to the president.
Kelley would serve in several
positions before becoming assistant
vice president for the Office of Student
Diversity and Outreach, which was
closed down weeks after she left.
She says discrimination and
inequality have been a struggle for
many years at NMSU, but she believes
things have gotten worse.
“Under this president the
discrimination is rampant,” she said.
“We have made progress over the past
10 years. It has been destroyed over the
past year.”
In her farewell speech to her
colleagues, Kelley urged change.
“Let’s make sure that this
administration increases the numbers of
faculty and staff to reflect the makeup
of the population of the Land of
Enchantment so that our female faculty
and faculty of color are rewarded for
their efforts to achieve diversity across
the board,” she said.
Kelley left after filing an eight-page,
[ moreINSIGHT ]
Multiple Lawsuits Accuse NMSU of Discrimination
New Mexico State University
has been subject to at least four
high-profile lawsuits alleging
discrimination.
One of the longest-running is the
Bird case, in which husband-andwife members, along with three
others, accuse the university of
wrongful termination, systematic
discrimination, and retaliation.
Yelena Bird, who is black, and
her husband John Moraros, who is
half-Hispanic, filed suit in 2008. They,
the two other faculty members, and
a graduate student say they were
retaliated against after complaining
of racism and discrimination against
minority job candidates.
The university has denied the
claims and won summary dismissals,
which are being appealed, against
most of the claims. However, it
settled the claim of one of the other
professors, Robert Buckingham,
who said the university fabricated
a sexual harassment claim against
him when he refused to support an
accusation of plagiarism against
Bird and Moraros. Terms of that
settlement have not been disclosed.
The university also settled a
2007 lawsuit that alleged its head
football coach discriminated
against four former players
because they were Muslim.
The ACLU sued on behalf of the
players saying the coach made
disparaging remarks about the
players’ religion, disciplined the
players more harshly than others,
and demonstrated indifference to
the players’ faith-based dietary
restrictions. The school settled the
suit for $165,000.
In 2012, three NMSU janitors
sued over what the Latino men
called physical and emotional abuse
because of ethnicity and perceived
nationality. The university has moved
for the lawsuit to be dismissed, first
in state court and more recently in
federal court.
A current suit, which is seeking
class action status, claims the
university has illegally discouraged
faculty from taking maternity and
paternity leave in violation of the
federal Family and Medical Leave Act.
The plaintiffs allege that the
university left the decision on
whether to grant family leave up
to department heads and actively
discouraged some of the faculty
from taking the full 12 weeks they are
allowed. The university has countered
that its written policy correctly states
federal law.
insightintodiversity.com
33
single-spaced grievance, which she
said represented “but a few examples
of the pervasive, offensive, and hostile
work environment I have endured,” and
which resulted in her taking leave under
the Family Medical Leave Act.
Most of the allegations were directed
at her supervisor, Bernadette Montoya.
Many of the issues dealt with Kelley’s
advocacy of diversity initiatives, which
Kelley said Montoya ridiculed often,
suggesting that “I ‘tone down’ my
advocacy of diversity as it had sometimes
offended individuals across campus.”
She also alleged that vice president
Montoya had repeatedly derailed efforts
for African American recruitment and
Officer position at Doña Ana
Community College, which is on the
Las Cruces campus and is one of four
community colleges that are part of
the NMSU system.
Portillo, like Kelley, spent decades
in the NMSU system and continues to
stay in touch. What she has seen has
dismayed her.
“Any issues, she would go fight for
it. Advocate for it. Just trying to keep
things afloat,” Portillo said of Kelley.
“But this year, the whole diversity thing
is shut down. She left and it’s like it
doesn’t exist, like it never existed. That
part of the puzzle is gone.”
Portillo and others say that other
[ moreINSIGHT ]
Demographics of NMSU and New Mexico
Students
Tenure-track
Faculty
State of
New Mexico
Latino
White
Black
Native American
Asian
14.3%
70.8%
1.7%
0.05%
11.4%
47.3%
39.4%
2.5%
10.4%
1.6%
48.7%
35.5%
3.1%
2.0%
0.9%
Sources: NMSU, Hispanic Faculty and Staff Caucus study, Census Bureau
American Indian programs.
Montoya in a point-by-point, 4-inch
thick written response either denied
that she had said what Kelley alleged or
said that Kelley had misinterpreted her
remarks.
Carruthers said he “wasn’t an
insider” to the dispute, which he called
a difference of opinion between two
Hispanic people on how to run things.
He noted that a university review
found that Kelley’s complaints were
unfounded and said the complaints
were not uncommon at any university.
Turning Point
But the loss of Kelley marked a turning
point for many at NMSU.
Erlinda Portillo retired last year
from the Hispanic Development
34
December 2014
members of the administration are good
at talking about diversity, of putting up
banners to promote the idea of diversity.
“That’s the part that NMSU is very
good at — the paper part,” Portillo said.
“Active support and encouragement and
funding are totally a different thing.”
Critics point to the disbanding of the
Diversity Council, which Carruthers
notes he re-established when he
became president.
The council wanted to increase the
ranks of tenured faculty of color, female
faculty, and LGBTQ faculty. But Kelley
and others say Carruthers refused at
least three invitations to meet with the
new council, and the council has not
met since Kelley left.
Carruthers agrees that he has not
met with the council but says that he
was unaware of any invitations and
agrees with the council to finance a
climate survey, which is under way.
He said, in the past, similar surveys
have not been released publicly or
acted on.
“We will have a town hall meeting
to go over the results of the survey and
we will choose the four or five real good
opportunities to improve our campus.
And, of course, if these involve diversity,
we will do that,” Carruthers said.
Admission Standards
For many the final straw came this year
when Carruthers led an effort to increase
the admission standards at NMSU.
The move, which includes increasing
the required GPA from 2.5 to 2.75, is
seen as hindering the chances of diverse
students to be admitted, an allegation
that the university adamantly denies.
Some faculty organized a rare
campus protest when the issue was
brought before the faculty Senate in
April. But when they tried to get into
the hearing, they were asked to leave.
“I said, ‘We have a right to be here.
We are here to let our opinions be
known’,” Professor Lara recalled.
Campus police were summoned and
two were sent in to escort out Lara,
who was holding a sign that read,
“Discovery?”
In the end, the police and Lara found
a compromise location where she could
hold her sign. And in the end, the
faculty Senate and ultimately the Board
of Regents approved the new admission
standards for 2015.
When asked whether the measures
would have an impact on diversity at
NMSU, Carruthers had a one-word
response: “No.”
For critics, Carruthers’s response to
many of their concerns isn’t sufficient.
By going public they hope to prompt
more discussion and action on diversity
issues at NMSU. What happens from
here remains to be seen.●
Richard Jackoway is the editor
of INSIGHT Into Diversity. He
can be reached at rjackoway@
insightintodiversity.com.
Connecting Diverse Professionals to Diverse CareersTM
Lecturer Position in Real Estate
Department of Finance, Accounting
and Real Estate (FARE)
Diversity and Inclusion are a part of Cornell University's heritage.
We're an employer and educator recognized for valuing AA/EEO,
Protected Veterans, and Individuals with Disabilities.
Full-time Faculty Positions
URSINUS COLLEGE is a highlyCHRIE
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education
Size:to liberal
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x 10 and to fostering
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Cost: from$1498
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candidates
teach in a strong liberal arts environment and to mentor undergraduate
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Tenure Track Faculty
• Economics
• English (Medieval Literature/Digital Humanities)
• Health and Exercise Physiology
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• Religious Studies (Islam)
• Statistics
Visiting Faculty
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CAREER OPPORTUNITIES
Cornell University
School of Hotel Administration
Ithaca, New York
Cornell is a community of scholars, known for intellectual rigor
and engaged in deep and broad research, teaching tomorrow’s
thought leaders to think otherwise, care for others, and create and
disseminate knowledge with a public purpose.
Position Description: The School of Hotel Administration at
Cornell University is seeking exceptional candidates for a lecturer
position in real estate. Candidates should have a demonstrated
teaching excellence at the University level, and must demonstrate a
willingness to be familiar with the hospitality industry. Ideal
candidates will have a Ph.D. from a recognized real estate program
and have experience teaching undergraduates. Commercial real
estate specialties desired include Real Estate Investment, Real
Estate Finance, and Real Estate Market Analysis.
Responsibilities: Teach required and elective courses in real estate
at the undergraduate and graduate level in the School of Hotel
Administration, Cornell's Baker Program in Real Estate (graduate),
and Real Estate Minor (undergraduate).
Rank and Salary: The lecturer position is a three-year, renewable
appointment beginning in the Fall of 2015. Rank and salary will be
determined based upon academic achievement and experience.
Appointments are nine-month terms with attractive fringe benefits.
Institution: The School of Hotel Administration, one of seven
undergraduate colleges at Cornell University, has approximately
800 undergraduates and 120 graduate students. Founded in 1922,
the School is the oldest hospitality management program in the
world, with a resident faculty of 65 and over 8,000 alumni
worldwide. Important resources to faculty include extraordinary
access to industry leaders, the Center for Hospitality Research
(CHR), the Center for Real Estate and Finance (CREF), and the
cultural and intellectual resources of the Cornell University
community. The Program in Real Estate is a two-year professional
masters degree program with 45 students.
Starting Date: July 2015
Application: Consideration of candidates will begin immediately,
with a December 15th, 2014 closing date. Please send letter of
application and curriculum vitae to:
Prof. Michael Sturman
Associate Dean for Faculty Development
Real Estate Lecturer Search
146 Statler Hall
School of Hotel Administration
Cornell University
Ithaca, NY 14853
Phone: +1 607 255 3692
Fax: +1 607 255 8570
Cornell University is an innovative Ivy League university and a great
place to work. Our inclusive community of scholars, students and staff
impart an uncommon sense of larger purpose and contribute creative
ideas to further the university's mission of teaching, discovery and
engagement. Located in Ithaca, NY, Cornell's far-flung global
presence includes the medical college's campuses on the Upper East
Side of Manhattan and in Doha, Qatar, as well as the new
CornellNYC Tech campus to be built on Roosevelt Island in the heart
of New York City.
Complete job descriptions and application guidelines can be found at:
http://www.ursinus.edu/jobs
Ursinus College is an AA/OE Employer. Ursinus College does not discriminate on grounds of race, color, national origin, gender, sexual orientation,
religion, age, creed, ancestry, veteran status, marital status, disability, or
other classification protected by applicable law in the administration of any
of its educational programs or activities or with respect to employment.
Vascular Surgeons
The University of Utah, Division of Vascular Surgery, seeks two BC/BE
faculty with an interest in academic vascular surgery. These are full-time
clinical or tenure track positions. Rank and track at appointment will be
commensurate with experience and prior academic accomplishment.
Demonstrated academic preparation in health services, research, or clinical
interest in venous disease or wound care desirable. Responsibilities will
include teaching, research, and clinical care at University Hospitals and
Clinics. Positions available immediately.
Interested parties must apply online:
http://utah.peopleadmin.com/postings/20310
Please submit the following:
1. CV
2 Cover Letter
3 Please answer all required posting questions.
4. If you answer “Yes” to any of the posting questions, please include a
written, detailed explanation with your Cover Letter.
For additional information, contact:
Larry Kraiss, MD
Professor & Chief
Division of Vascular Surgery
Department of Surgery
University of Utah SOM
Phone (801) 581-8301
Fax (801) 581-3433
Email: [email protected]
The University of Utah is an Affirmative Action/Equal Opportunity employer
and does not discriminate based upon race, national origin, color, religion,
sex, age, sexual orientation, gender identity/expression, status as a person
with a disability, genetic information, or Protected Veteran status. Individuals
from historically underrepresented groups, such as minorities, women,
qualified persons with disabilities and protected veterans are encouraged
to apply. Veterans’ preference is extended to qualified applicants, upon
request and consistent with University policy and Utah state law. Upon
request, reasonable accommodations in the application process will be
provided to individuals with disabilities. To inquire about the University’s
nondiscrimination or affirmative action policies or to request disability
accommodation, please contact: Director, Office of Equal Opportunity and
Affirmative Action, 201 S. Presidents Circle, Rm 135, (801) 581-8365.
insightintodiversity.com
35
Connecting Diverse Professionals to Diverse CareersTM
Faculty Position in Finance
Position Description: The School of Hotel Administration at Cornell University is
seeking exceptional candidates for a tenure-track position in finance at either the
Assistant Professor or Associate Professor level who can perform research and teach
at a quality level that is consistent with the school’s pre-eminent status. The ideal
candidate can effectively interact with students and faculty and enrich the
intellectual capital of the school through their research and teaching activities.
Research should have the potential to influence both academics and practitioners. A
Ph.D. degree in finance or a related discipline is required.
Responsibilities: Teach required and elective courses in finance at the
undergraduate and graduate level in the School of Hotel Administration. Conduct
high quality research and publish in top discipline and industry journals, advise
students, and perform a variety of other professional duties.
Rank and salary: The tenure-track professorial position is a three-year, renewable
appointment beginning in the Fall of 2015. Rank and salary will be determined
based upon academic achievement and experience. Appointments are nine-month
terms with attractive fringe benefits. Significant research funding, professional
development, and supplementary income opportunities are also available.
CAREER OPPORTUNITIES
Institution: The School of Hotel Administration, one of seven undergraduate
colleges at Cornell University, has approximately 800 undergraduates and 120
graduate students. Founded in 1922, the School is the oldest hospitality
management program in the world, with a resident faculty of 65 and over 8,000
alumni worldwide. Important resources to faculty include extraordinary access to
industry leaders, excellent research funding, the Center for Real Estate and Finance,
the Center for Hospitality Research, and the intellectual and cultural resources of the
Cornell University community. Hotel School faculty members have the opportunity
to work with faculty and students in the Johnson Graduate School of Management,
the Department of Economics, the Dyson School, and the broader community of
finance and economics scholars at Cornell.
Start Date: July 2015.
Application: Consideration of candidates will begin immediately and will continue
until the position is filled. We will be interviewing at the AFA meetings. Please
send a cover letter indicating research and teaching interests, curriculum vitae, three
letters of recommendation, publications and working papers, syllabi for two recent
courses taught, and corresponding teaching evaluations to:
Dr. Steven A. Carvell
Associate Dean for Academic Affairs
Finance Search
146 Statler Hall
School of Hotel Administration
Cornell University
Ithaca, NY 14853
Phone: 607 255 3692
[email protected]
Cornell University is an innovative Ivy League university and a great place to work.
Our inclusive community of scholars, students and staff impart an uncommon sense
of larger purpose and contribute creative ideas to further the university's mission of
teaching, discovery and engagement. Located in Ithaca, NY, Cornell's far-flung
global presence includes the medical college's campuses on the Upper East Side of
Manhattan and in Doha, Qatar, as well as the new CornellNYC Tech campus to be
built on Roosevelt Island in the heart of New York City.
Diversity and Inclusion are a part of Cornell University's heritage.
We're an employer and educator recognized for valuing AA/EEO,
Protected Veterans, and Individuals with Disabilities.
36
November 2014
FREE ADVERTISING
Cornell is a community of scholars, known for intellectual rigor and engaged in
deep and broad research, teaching tomorrow’s thought leaders to think otherwise,
care for others, and create and disseminate knowledge with a public purpose.
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Faculty Position in Accounting
Contact us at
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CAREER OPPORTUNITIES
Receive a
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Cornell is a community of scholars, known for intellectual rigor and engaged in deep
and broad research, teaching tomorrow’s thought leaders to think otherwise, care for
others, and create and disseminate knowledge with a public purpose.
Position Description: The School of Hotel Administration at Cornell University is
seeking exceptional candidates for a tenure-track position in accounting at the
Assistant Professor level who can perform research and teach at a quality level that is
consistent with the school’s pre-eminent status. The ideal candidate can effectively
interact with students and faculty and enrich the intellectual capital of the school
through their research and teaching activities. Research should have the potential to
influence both academics and practitioners. A Ph.D. degree in accounting or a related
discipline is required.
Responsibilities: Teach required and elective courses in managerial and financial
accounting at the undergraduate and graduate level in the School of Hotel
Administration. Conduct high quality research and publish in top discipline journals,
advise students, and, depending on rank, perform a variety of other professional
duties.
Rank and salary: The tenure-track professorial position is a three-year, renewable
appointment beginning in the Fall of 2015. Rank and salary will be determined based
upon academic achievement and experience. Appointments are nine-month terms
with attractive fringe benefits. Significant research funding, summer support,
professional development, and supplementary income opportunities are also
available.
Institution: The School of Hotel Administration, one of seven undergraduate
colleges at Cornell University, has approximately 800 undergraduates and 120
graduate students. Founded in 1922, the School is the oldest hospitality management
program in the world, with a resident faculty of 65 and over 8,000 alumni worldwide.
Important resources to faculty include extraordinary access to industry leaders,
excellent research funding, the Center for Real Estate and Finance, the Center for
Hospitality Research, and the intellectual and cultural resources of the Cornell
University community. Hotel School faculty members have the opportunity to work
with faculty and students in the Johnson Graduate School of Management, the
Department of Economics, the Dyson School, and the broader community of
accounting and economics scholars at Cornell.
Start Date: July 2015.
Application: Consideration of candidates will begin immediately and will continue
until the position is filled. Please send a cover letter indicating research and teaching
interests, curriculum vitae, names of three references, representative publications
and/or working papers, syllabi for recent accounting courses taught, and
corresponding teaching evaluations to:
Dr. Michael C. Sturman
Associate Dean for Faculty Development
Accounting Search
146 Statler Hall
School of Hotel Administration
Cornell University
Ithaca, NY 14853
Phone: 607 255 3692
[email protected]
Cornell University is an innovative Ivy League university and a great place to work. Our
inclusive community of scholars, students and staff impart an uncommon sense of larger
purpose and contribute creative ideas to further the university's mission of teaching,
discovery and engagement. Located in Ithaca, NY, Cornell's far-flung global presence
includes the medical college's campuses on the Upper East Side of Manhattan and in
Doha, Qatar, as well as the new CornellNYC Tech campus to be built on Roosevelt Island
in the heart of New York City.
Diversity and Inclusion are a part of Cornell University's heritage.
We're an employer and educator recognized for valuing AA/EEO,
Protected Veterans, and Individuals with Disabilities.
insightintodiversity.com
37
Connecting Diverse Professionals to Diverse CareersTM
Faculty Position
Hospitality Labor & Employment Relations
CAREER OPPORTUNITIES
Cornell is a community of scholars, known for intellectual rigor and engaged in deep and
broad research, teaching tomorrow’s thought leaders to think otherwise, care for others, and
create and disseminate knowledge with a public purpose.
Position description: The School of Hotel Administration at Cornell University is
seeking exceptional applicants for a tenure-track position at the Assistant Professor level
who can conduct research and teach at a high quality level in the fields of hospitality labor
and employment relations, with a disciplinary expertise in labor economics and/or labor
and/or employment law. We seek candidates who can be expected to publish in top-tier
academic journals, and whose research interests can be applied to the hospitality industry
and translated to a hospitality practitioner audience, which is broadly defined to include
leaders in hotel corporations, restaurants, tourism, airlines, hospitality suppliers, social
media companies and travel-related businesses. Our goal is to find the candidate who
presents the best combination overall of practically relevant, rigorous research, with
outstanding teaching/presentation skills.
Responsibilities: The School of Hotel Administration highly values and expects excellence
in both teaching and research. The teaching load is three courses per academic year for
faculty demonstrating strong research productivity. The successful candidate would, ideally,
teach two sections of a required undergraduate course in microeconomics or law and develop
an elective. The courses taught could be altered to fit the candidate’s discipline. The
successful candidate would also conduct high quality research for publication in top
discipline and industry journals, advise students, and perform other professional duties.
Professional qualifications: Candidates must have a either (1) a Ph.D. in labor economics,
economics, industrial and labor relations, collective bargaining, or a related field; or (2) a
J.D. with practical or academic experience in labor and/or employment law. Prior research,
teaching, and/or business experience in the hospitality industry is desirable but not required.
The School of Hotel Administration provides unique data sets and industry access that can
facilitate the candidate’s future research and teaching about the industry.
Rank and salary: The tenure-track professorial position is a three-year, renewable
appointment, which is anticipated to begin July 2015. Rank and salary will be determined
based upon academic achievement and experience. Appointments are nine-month terms
with attractive benefits. This position comes with excellent research support, professional
funding and a salary highly competitive with top U.S. business schools.
Institution: Cornell University’s School of Hotel Administration (SHA) is recognized
worldwide as the premier institution of hospitality management, and its alumni dominate the
top managerial echelons of a broadly-defined, multi-national hospitality industry. The
Cornell University campus is located in the Finger Lakes region of New York State, one of
the most scenic areas of the country, and the region offers a wide variety of both winter and
summer activities. For further information about the University and SHA, visit the website at
www.cornell.edu or www.hotelschool.cornell.edu
Application: Please submit via email or hard copy a vita, three references, up to three
academic research papers, and syllabi and teaching evaluations for recent courses taught. We
anticipate interviewing candidates at the 2015 ASSA/AEA Annual Meeting. However,
applications will be accepted until the position is filled. Please send applications to:
Michael C. Sturman, Ph.D.
Associate Dean for Faculty Development
Cornell University
Labor & Employment Relations
School of Hotel Administration
146 Statler Hall
Ithaca, NY 14853-6902 USA
[email protected]
Cornell University is an innovative Ivy League university and a great place to work. Our
inclusive community of scholars, students and staff impart an uncommon sense of larger purpose
and contribute creative ideas to further the university's mission of teaching, discovery and
engagement. Located in Ithaca, NY, Cornell's far-flung global presence includes the medical
college's campuses on the Upper East Side of Manhattan and in Doha, Qatar, as well as the new
CornellNYC Tech campus to be built on Roosevelt Island in the heart of New York City.
Diversity and Inclusion are a part of Cornell University's heritage.
We're an employer and educator recognized for valuing AA/EEO,
Protected Veterans, and Individuals with Disabilities.
38
November 2014
Dean
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Department
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Psychology Professor
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Visiting Assistant Professor
Computer Science Instructor
Dean of the Graduate School
Professor of Political Science
Assistant Professor of History
Clinician Educator Physicians
Director, Continuing Education
View thousands
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Connecting Diverse Professionals to Diverse CareersTM
Faculty Positions in Mathematics
University of Pennsylvania
At least one position of Hans Rademacher Instructor will be
available beginning July 1, 2015. Candidates should have a
strong research program and will participate in the Department's
undergraduate and graduate mission. Initial full-time appointment
will be for one year with annual renewal up to two additional years
contingent on performance review. While currently no new tenure-track positions of Assistant Professor have been authorized, such positions may become available. We are especially looking for mathematicians whose work
relates to geometry.
Applications should be submitted online through MathJobs.org and
include the following items: cover letter, curriculum vitae, research
statement, teaching statement, publication list and at least 3 reference letters from mathematicians familiar with your work (one of
these should comment on your teaching ability).
The Department of Mathematics is strongly committed to Penn's
Action Plan for Faculty Diversity and Excellence and to establishing
a more diverse faculty (for more information see: http://www.upenn.
edu/almanac/volumes/v58/n02/diversityplan.html The University
of Pennsylvania is an EOE. Minorities/Women/Individuals with disabilities/Protected Veterans are encouraged to apply.
EMPLOYMENT
OPPORTUNITY
Coordinator of
Dual Enrollment
Located at Christanna Campus, Alberta, VA
Southside Virginia Community College, a comprehensive
community college, is seeking qualified candidates for the position
of Coordinator of Dual Enrollment. Position is responsible for
coordinating the dual enrollment program to include staffing,
supervision of faculty and staff, funding, registration and book sales
to a defined segment of the college service area. The successful
candidate must be committed to our mission to provide quality
education to a diverse constituency.
Full-time, with state and VCCS Benefits
Salary commensurate with state and VCCS guidelines
Position is open until filled.
Position # F0009
Job Posting # 0084884
Visit www.southside.edu/employment for more details. Applicants
may apply directly to SVCC, Attention: Angela Jackson, 109
Campus Drive, Alberta, VA 23821 OR apply online by submitting
a completed State Application through the RMS website at:
http://jobs.virginia.gov.
Satisfactory reference and background checks are a
condition of employment.
Position is dependent upon funding.
SVCC is committed to Diversity, Equal Employment
Opportunity and Affirmative Action.
Located at Christanna Campus, Alberta, VA
Anticipated Opening, beginning January 1, 2015
Southside Virginia Community College, a comprehensive
community college, is seeking qualified candidates for an
anticipated opening of Administration of Justice Lead Instructor, 9
month teaching faculty position. The successful candidate must be
committed to our mission to provide quality education to a diverse
constituency.
Administration of Justice, Lead Instructor
9 month Instructional Faculty
Full-time with Benefits
Salary commensurate with qualifications and experience
Open until filled; Review begins November 17, 2014
Position F0075
Job Posting # 0085090
Visit www.southside.edu/employment for more details.
Applicants may apply directly to SVCC, Attention: Angela
Jackson, 109 Campus Drive, Alberta, VA 23821 OR online by
submitting a completed State Application through
the RMS website at: http://jobs.virginia.gov.
Satisfactory reference and background checks
are a condition of employment.
Position is dependent upon funding.
CAREER OPPORTUNITIES
Review of applications will begin January 5, 2015 and will continue
until the position(s) is filled. EMPLOYMENT
OPPORTUNITY
Administration of
Justice
Lead Instructor
INS
Issu
Size
SVCC is committed to Diversity, Equal Employment
Opportunity and Affirmative Action.
Simons-University of Pennsylvania
Postdoctoral Fellowships in Mathematical Biology
The Departments of Mathematics and Biology at the University
of Pennsylvania invite applications for postdoctoral fellowships
at the interface of mathematics and biology. These positions
are open to candidates who have demonstrated excellence
and productivity in research.
A Ph.D. or equivalent degree in Biology, Mathematics, Statistics, Computer Science, or related fields is required. Highly
qualified mathematicians and statisticians wishing to transition
into biology are also encouraged to apply. The fellows will be
encouraged to interact and collaborate with various research
groups on campus.
Funding for the fellowships will be provided by the Math+X
Simons Chair awarded to Prof. Yun S. Song, who will join the
University in Summer 2015.
Applications should be submitted online through https://www.
mathjobs.org/jobs/Penn/6569/ and include a curriculum vitae
and a research statement. In addition, applicants should
arrange to have three letters of reference submitted online.
Review of applications will begin December 15, 2014 and will
continue until the positions are filled.
The Departments of Mathematics and Biology are strongly
committed to Penn's Action Plan for Faculty Diversity and
Excellence and to establishing a more diverse faculty (for more
INSIGHT see:
INTO
DIVERSITY
information
http://www.upenn.edu/almanac/volumes/v58/
n02/diversityplan.html).
Issue: DEC issue The University of Pennsylvania is an
EOE.
with disabilities/Protected
Size: Minorities/Women/Individuals
1/4 pg- = 3.5 x4.75”
Veterans are encouraged to apply.
-includes 30 days online
insightintodiversity.com
39
Connecting Diverse Professionals to Diverse CareersTM
Director of University
Dining Services
CAREER OPPORTUNITIES
Salisbury University is seeking qualified applicants for the position of Director
of University Dining Services. Reporting directly to the Chief Budget Officer,
this position will serve as the lead for all functions within dining services including the dining hall, retail and catering functions. It requires a candidate
with a broad understanding of, and a proven track record in providing food
service management in a public higher education environment. The successful
candidate must be a self-starter, who is comfortable with diverse groups of
people, have excellent verbal and written communication skills, and have a
strong commitment toward excellent customer service.
Primary Job Duties: Manages, with the help of the supervisory staff, all dayto-day operations including dining hall, catering and the retail operations at
various locations across campus. Responsible for the overall success of University dining, as well as developing and managing strategic planning initiatives for dining services. Also responsible for monitoring and controlling
budget expenditures, maintaining compliance with health and safety regulations, and developing staff.
Minimum Qualifications: Bachelor's degree in hospitality management, hotel
and restaurant, business administration or a related field with a minimum of
seven (7) years of food service experience with food service operations in a
public or institutional environment with at least three years of supervisory experience in food service; demonstrated ability of highly organized, detail-oriented, self-directed/motivated professional; proven problem solving skills and
to multi-task in a fast-paced environment with a diverse group of stakeholders;
history of exceptional business acumen including, but not limited to, strategic
planning, financial and human resource management and budget development is essential; demonstrate excellent communication skills, including writing, editing, and public speaking.
Preferred Qualifications: Experience in self-operated dining operations and
experience with Microsoft Office Suite.
This is a full-time exempt State position with full benefits package and the position is considered essential personnel during emergency situations. Salary
will be commensurate with experience and qualifications.
Applications will be accepted via Salisbury University's Online Employment Application System. Please visit our website http://www.salisbury.edu/HR/Jobs/
to apply online. See the FAQs of the Online Employment Application System for
more information and instructions.
To be considered an applicant, you must apply online and submit all of the following: A cover letter, resume, and the names and contact information of at
least three (3) professional references. All documents that you wish to provide
must be attached to your application in the Online Employment Application
System. Please do not send any documents via E-mail.
Applications received by November 18, 2014 will be given first consideration.
The position will remain open until filled.
Salisbury University (SU) has a strong institutional commitment to diversity
and equal employment opportunities to all qualified people. To that end, the
University prohibits discrimination on the basis of sex, gender, marital status,
pregnancy, race, color, ethnicity, national origin, age, disability, genetic information, religion, sexual orientation, gender identity or expression, veteran status or other legally protected characteristics. Direct all inquiries regarding the
nondiscrimination policy to: Humberto Aristizabal, Associate Vice President,
Institutional Equity, Title IX Coordinator, 100 Holloway Hall; Tel. (410)548-3508.
LOUISIANA TECH UNIVERSITY
Department of Agricultural Sciences
Assistant Professor of Animal Science (Nutrition); Review
of applications begins January 7, 2015. For complete position announcement, contact G. Kennedy, Dept. of Agricultural Sciences, P.O. Box 10198, Louisiana Tech University,
Ruston, LA 71272-0045; phone: 318-257-3275; fax: 318257-4288 or http://finance.latech.edu/hr/vacan2136.php
Member of the University of Louisiana System. AA/EEO.
Affirmative Action Register
(Insight into Diversity)
Size: 1/3 V (3.5” x 6.25”)
Issue : December (11/24)
The Stanford
Graduate School
Deadline:
11/10of Education seeks to fill a tenure-track, open-rank
faculty
position in Educational MeasurePrice:
$1,130.00
ment and Assessment. We welcome applications from scholars
with expertise and an active and rigorous research agenda
in the area of educational measurement and assessment,
broadly conceived. The ideal candidate will be able to teach
graduate-level courses in psychometrics and measurement, as
well as courses on more focused topics related to assessment
development, use, or policy. The ideal candidate will have a
research agenda that relates measurement and assessment
issues to issues of teaching, learning, and/or education policy.
This might include, for example, research on the measurement
of classroom context and instructional practices; the measurement of non-cognitive outcomes and skills; the development of
assessment practices that take advantage of and are appropriate for new curricula, technologies, data, and learning contexts;
the design and uses of assessments as instruments of educational policy; and other uses of assessment results to improve
teaching, learning, and schools.
The appointment will be made in one or more of the Graduate
School of Education’s three program areas—Developmental and
Psychological Studies; Curriculum and Teacher Education; or
Social Sciences, Humanities and Interdisciplinary Policy Studies.
An affiliation with our program in Learning Sciences, Technology,
and Design is also possible. The GSE faculty represents considerable diversity in its theoretical, methodological, and substantive expertise and interests. We seek a colleague who can work
effectively within this multidisciplinary community.
All applicants should provide a cover letter describing their
research agenda and teaching experience, a curriculum vitae,
three examples of their scholarship (articles, chapters or books)
and a list of three references with complete addresses and
phone numbers. The committee will request letters of recommendation and samples of publications from a small group of finalists. Online applications are available and highly recommended. Review of applications will begin on December 1, 2014.
Please apply at
https://academicjobsonline.org/ajo/jobs/4967
Questions pertaining to this position may be directed to the
search committee:
Professor Kenji Hakuta, Chair
[email protected]
Professor Carl Wieman
[email protected]
Professor Susanna Loeb
[email protected]
Professor Sam Wineburg
[email protected]
Stanford University is an equal opportunity employer and is
committed to increasing the diversity of its faculty. It welcomes
nominations of, and applications from, women, members of minority groups, protected veterans and individuals with disabilities, as well as others who would bring additional dimensions
to the university’s research and teaching missions.
40
November 2014
Connecting Diverse Professionals to Diverse CareersTM
Education
Professor of Education and Director of the
Program in Writing and Rhetoric
Please apply at
https://academicjobsonline.org/ajo/jobs/5029
INSIGHT Into Diversity
Publication Calendar
January/February 2015
Special Report: Nursing, Pharmacy,
Allied Health Schools
Advertising Deadline: 12/12
Publication Date: 12/26
61887
Insight
Oakton Community College
3.50” x 9.75”
Helen
Mike
ESROCK RECRUITMENT ADVERTISING
March 2015
Special Report: Schools of Education
Advertising Deadline: 2/2
Publication Date: 2/16
April/May 2015
Special Report: Medical, Dental,
and Veterinary Schools
Advertising Deadline: 3/24
Publication Date: 4/7
Insertion Order
Newspaper
Client
Dimensions
A.E.
Artist
June 2015
International/Study Abroad Programs
Advertising Deadline: 5/8
Publication Date: 5/22
Welcoming
Community
Diversity
Regard
Oakton Community College employs
individuals who respect, are eager to learn
about, and have a willingness to accept the
many ways of viewing the world.
CAREER OPPORTUNITIES
The Graduate School of Education (GSE) and the Office of
the Vice Provost for Undergraduate Education (VPUE) at
Stanford University are seeking to make an appointment at
the level of tenured Associate or Full Professor of Education to serve as Faculty Director of the Program in Writing
and Rhetoric (PWR). Candidates must possess a record
of achievement in scholarship as well as experience in the
teaching of writing, and preferably the administration of
writing programs. Possible areas of specialization include,
but are not limited to, the following: writing and education,
history of college level writing programs, literacy studies
(including electronic literacies), rhetoric, and composition
theory and practice.
“CULTURAL
COMPETENCE...”
Oakton serves the near northern suburbs of
Chicago with campuses in Des Plaines and
Skokie.
Respect
Inclusion
Sensitivity
Awareness
Listening
Individuals with a commitment to working in
a culturally competent environment and who
reflect the increasing diversity of Oakton’s
student body and community are sought to fill
the following faculty openings:
• Early Childhood Education
• English Generalist English as a Second Language
• Graphic Design
• Physical Therapist Assistant
Full consideration deadlines:
• English, Graphic Design: January 3, 2015.
• Early Childhood, Physical Therapist Assistant:
February 3, 2015.
Start dates:
• English, Graphic Design: August 17, 2015.
• Early Childhood, Physical Therapist Assistant:
January 11, 2016.
To learn more about these positions,
full consideration deadlines, and to complete
an online application, visit our Web site at:
www.oakton.edu
Click on “employment”
Experiences
For our full 2015 publication calendar,
visit insightintodiversity.com
Oakton Community College is an equal opportunity employer.
insightintodiversity.com
41
Connecting Diverse Professionals to Diverse CareersTM
Full-Time Position
Clinical Professor of Entrepreneurship and
Small Business Development
CAREER OPPORTUNITIES
Cornell is a community of scholars, known for intellectual rigor and engaged in deep and
broad research, teaching tomorrow’s thought leaders to think otherwise, care for others, and
create and disseminate knowledge with a public purpose.
Position description: Applications are sought for Clinical Professor of Entrepreneurship
and Small Business Development in the School of Hotel Administration at Cornell
University. This position comes with excellent support and benefits that come from working
in a world-class educational institution.
Anticipated Start Date: July 1, 2015
Qualifications: Applicants must have extensive entrepreneurship experience in the
hospitality industry. Strong candidates will also possess a graduate degree in business,
entrepreneurship, or related field, as well as previous teaching and work experience related
to entrepreneurship and business development in the hospitality travel and tourism
industries. Preference will be given to candidates with C-level experience and a track record
of successful engagement in entrepreneurship and business development. Preferred areas of
focus include, but are not limited to: venture capital, small business ventures, innovation,
technology, social entrepreneurship, and/or international entrepreneurship.
Responsibilities: The successful incumbent is expected to establish a distinguished program
of teaching as it relates to entrepreneurship and business development. For a full time
appointment, the teaching load is four courses per academic year. The position will also
require the ability to collaborate with current faculty to extend and enhance our industryfocused entrepreneurship curriculum. In addition, there is a longer-term expectation that the
successful incumbent will lead and oversee The Leland C. and Mary M. Pillsbury Institute
for Hospitality Entrepreneurship. The institute was founded in 2006, has over 35 successful
entrepreneurs engaged as sponsoring board members, and plays a central role in supporting
the entrepreneurial academic curriculum of SHA through three core facets of operations:
education, experiential learning, and engagement.
Rank and Salary: The Clinical Professor position is a three year renewable appointment
starting July 1st 2015. Salary will be based on practical and academic achievement.
Significant professional development and supplementary income opportunities through
executive education are also available. The School of Hotel Administration offers a collegial
environment and an energetic faculty with a variety of intellectual interests and close ties to
the hospitality and academic communities.
Institution: The School of Hotel Administration is one of seven undergraduate colleges at
Cornell University and enrolls approximately 800 undergraduate and 60 graduate students.
Founded in 1922, it is the oldest and most respected hospitality management program in the
world with a resident faculty of approximately 70 and over 10,000 alumni worldwide. The
school’s teaching facilities are exceptional, and the opportunities for industry involvement
and professional growth are outstanding.
Application: Consideration of candidates will begin immediately and continue until the
position is filled. Send letter of application, CV/resume, and the names and contact details
for three references to:
Michael C. Sturman, Ph.D.
Associate Dean for Faculty Development
Clinical Professor of Entrepreneurship and Small Business Development Search
Cornell University
School of Hotel Administration
146 Statler Hall
Ithaca, NY 14853-6902 USA
[email protected]
Cornell University is an innovative Ivy League university and a great place to work. Our
inclusive community of scholars, students and staff impart an uncommon sense of larger
purpose and contribute creative ideas to further the university's mission of teaching, discovery and
engagement. Located in Ithaca, NY, Cornell's far-flung global presence includes the medical
college's campuses on the Upper East Side of Manhattan and in Doha, Qatar, as well as the new
CornellNYC Tech campus to be built on Roosevelt Island in the heart of New York City.
CHRIE
Dec 2014
Size:
4.875 x 10
Cost:
$1819 x 6
Insight nto Diversity
$2,100
Nov. 24
Our January/February
2015 issue will feature a
special report on Nursing,
Pharmacy, and Allied Health
Schools.
The advertising deadline
is December 12.
Diversity and Inclusion are a part of Cornell University's heritage.
We're an employer and educator recognized for valuing AA/EEO,
Protected Veterans, and Individuals with Disabilities.
42
November 2014
To reserve space,
call (800) 537-0655
or email
[email protected].
“awe-inspiring”
“powerful”
“imaginative”
CODEBREAKER
An award-winning film about the life & legacy of LGBT hero Alan Turing Alan Turing’s codebreaking helped save millions
of lives in World War II. As the founding father of
computer science and artificial intelligence, Turing
laid the foundation for our modern world. Instead of
being celebrated, Turing faced terrible persecution
because he was gay.
The screening of CODEBREAKER at Colorado School of Mines was a huge success. We had a packed
house in one of our largest auditoriums and received great feedback from the students and faculty
who attended. There’s so much that can be learned from understanding Alan Turing’s remarkable life.
It’s a sad but inspiring story, and should be a must see for today’s college students.
Professor Tracy Camp, Colorado School of Mines
Creator & Executive Producer Patrick Sammon has
presented CODEBREAKER at dozens of colleges and
universities. This drama-documentary, along with
Patrick’s engaging presentation, highlights valuable
lessons about Alan Turing’s life and the importance of
LGBT diversity and acceptance.
Please contact Patrick to learn more about hosting a screening event.
[email protected] • (202) 489-9818
Mention this ad to receive a 10% discount on the screening fee.
Watch a two-minute trailer at
TuringFilm.com
Malaria doesn’t care about
your gender, ethnicity or
sexual orientation, but we do!
At the University of California, Irvine we understand that innovation demands diversity – new
perspectives, unexpected ways of approaching things. Today, our faculty, staff, and students make up an
international team producing a mosquito capable of impairing the development of the malaria parasite.
By bringing together people with different backgrounds, fresh thinking, and unique abilities, UCI is
creating the new solutions and innovative ideas that are changing lives. In the classroom and in the world,
it’s not just about being different or even respecting difference – it’s about making a difference.
Learn more at www.uci.edu/diversity
University of California, Irvine
Shine brighter.