“A species in which everyone was General Patton would not succeed, any more than would a race in which everyone was Vincent van Gogh. I prefer to think that the planet needs athletes, philosophers, sex symbols, painters, scientists; it needs the warmhearted, the hardhearted, the coldhearted, and the weakhearted. It needs those who can devote their lives to studying how many droplets of water are secreted by the salivary glands of dogs under which circumstances, and it needs those who can capture the passing impression of cherry blossoms in a fourteen-syllable poem or devote twenty-five pages to the dissection of a small boy’s feelings as he lies in bed in the dark waiting for his mother to kiss him good night. It needs people who can design air conditioners, and it needs people who can inspire joy”. (Shawn, 2008).
Faculty Diversity Qualitative Study Fostering Ally Development and Alliances Annette N. Hamel June 14, 2017
The background We all arrived here by different roads Some of us are “late bloomers” Students only? Words matter – what’s the concept?
My preliminary studies OU students OU and its peer institutions What does “inclusion” accomplish?
The dissertation How does OU administration frame “faculty diversity?” How do faculty members understand it? What are the similarities and differences between these? What can be done to establish a positive culture of faculty diversity?
The resources Public statements – Institutional Equity, Diversity, HR, President’s office 25 faculty interviews 3 administrator interviews
Faculty said ... I am concerned that most people don’t think of disability as an important element of diversity. As a minority, I must “represent” and be a positive point of reference for others. As a White male, my contribution to diversity comes from other factors than my race and gender. I don’t trust OU administration or their motives. Older White females are not respected at OU. Formal policies imply that OU cares about diversity, but in practice, it’s mostly a box-ticking thing. Women do most of the institutional maintenance and service, and often get stalled at the role of associate professor. Even though I’m a member of the majority (White), I am still uncomfortable with the lack of diversity I see around me. As a White male, I don’t have a voice – “inclusion” does not include me. You can’t judge the “diversity” of a job applicant from their application materials or EEO forms. It would be nice if hiring could be a truly blind review process. The emphasis on women could put men at a disadvantage. In a narrow subfield you’re not going to get a wide range of diversity. I must do things or they won’t get done. Faculty actively exclude people who are not like themselves. We don’t get diverse applicants, so it’s out of our hands. Age diversity doesn’t get enough respect or attention. Gender diversity won’t happen on its own in a field that’s dominated by males. On the surface most OU faculty look to be White, middle-aged, and able- bodied. We need to remember that hiring the disabled adds diversity. Unqualified people are sometimes hired due to diversity initiatives. Diversity is a slow and gentle process. I was a diversity hire and I know it. OU has a bias against people from the local area. OU has a focus on diversity, but is not very successful in recruiting a diverse faculty.
General findings There is a disconnect between how administrators at OU frame “faculty diversity” and the way that faculty experience it Some faculty do not feel that their input is welcomed Some White faculty feel they do not / should not / cannot have a voice in matters of diversity Some minority faculty feel stigmatized by being “diversity hires” Outcomes are not being adequately tracked
What can be done? Create formal feedback loop between faculty and administrators Rethink the concept of “inclusion” Foster open channels of communication between HR and search committees Heads of academic departments should welcome frank discussion of diversity matters Establish more mentoring programs / circles
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