Recruiting and Retaining Underrepresented Minority Faculty: A Priority for Faculty Governance Tom Sinclair, Binghamton University Heather Maldanado, Buffalo State University Tim Gerken, Morrisville State College

Tom Sinclair, Binghamton University sinclair@binghamton.edu Composition of Faculty 1995-2015 Tom Sinclair, Binghamton University sinclair@binghamton.edu

NY Equal Employment Opportunity Policy Adopted in 1971 “The University provides equal opportunity in employment for all qualified persons; prohibits discrimination in employment; and promotes the full realization of equal employment opportunity through a positive, continuing program for the University as a whole and for each constituent unit of the University.”

Background In 2000, affirmative action refocused, “…emphasis from the development of a document that complies with highly prescriptive standards, to a performance based standard…”

DIVERSITY Diversity makes us stronger and smarter DIVERSITY Diversity makes us stronger and smarter. We respect, encourage, and promote all aspects of human difference—whether in terms of background, interests, age, race, or stage of life. Diversity enriches our lives and the educational experience: it invigorates conversations, awakens curiosity, and widens perspectives. Diversity also ensures that our campuses mirror the rapidly changing world, creating an environment that prepares our students to be culturally competent so they can succeed anywhere. Our diversity is SUNY’s edge.

University Faculty Senate (2013) “Making Diversity Count” Structural Diversity “Refers to the numerical and proportional representation of students and faculty from different racial/ethnic/gender groups at each institution…Diversity will assure that, across the board, the students will be afforded an expanded range of contacts and experiences … which can only be developed through exposure to widely diverse people, cultures, ideas, and viewpoints.”

SUNY – Statement on Affirmative Action “SUNY is committed to equal treatment in every aspect of hiring and employment. SUNY proactively reviews its policies and practices to assure that decisions with respect to every dimension of employment are made without regard to age, color of skin, disability, gender expression and identity, genetic predisposition, marital status, national origin, race, ethnicity, religion, sex, sexual orientation, veteran’s status, status as a victim of domestic violence, and all other protected groups and classes under Federal and State Laws and executive orders. We recognize, too, that achieving equal treatment may require proactive measures to offset obstacles and barriers faced by the groups for whom we seek inclusion. At SUNY, we are committed to the incorporation of proactive recruitment and retention practices as an integral part of the work of the Office of Diversity, Equity, and Inclusion.”

How are we doing?

State University of New York Faculty 1995-2015 Report on the Gender and Ethnic Composition of State University of New York Faculty 1995-2015 State University of New York University Faculty Senate Operations Committee Prepared by: Dr. Thomas Sinclair, PhD., Department of Public Administration, SUNY Binghamton Aylone Katzin, Graduate Assistant, Department of Public Administration, SUNY Binghamton April, 2017 http://system.suny.edu/media/suny/content-assets/documents/faculty-senate/resources/Composition-of-Faculty-Report-Submitted-to-Operations-Committee-April-12-with-final-revisions.pdf

Methodology Faculty data provided by SUNY Department of Human Resources 1995-2015 Aggregated by campus No unit breakdowns available Missing campuses – Cornell and Fashion Institute of Technology No community colleges

Here is the overall breakdown:

1995-2015 SUNY Wide White faculty - 87 to 77.9%. Black faculty - 3.8 to 3.9%. Latinx faculty - 2.5 to 3.0% Asian faculty - 6.4 to 14%.

1995-2015 University Centers White faculty - 85.3 to 73.3%. Black faculty - 3.8 to 3.4%. Latinx faculty - 2.6 to 3.3% Asian faculty - 8.0 to 19.1%.

1995-2015 Comprehensives White faculty – 87.8 to 80.9%. Black faculty - 3.9 to 4.4%. Latinx faculty - 2.6 to 3.5% Asian faculty – 5.4 to 10.1%.

1995-2015 Medical Schools White faculty – 85.4 to 75.4%. Black faculty – 4.5 to 4.5%. Latinx faculty - 2.0 to 1.4% Asian faculty – 7.9 to 16.1%.

1995-2015 Technical Schools White faculty – 92.6 to 87.0%. Black faculty – 2.3 to 3.6%. Latinx faculty - 2.3 to 2.1% Asian faculty – 2.9 to 6.8%.

Conclusions – A Systemic Problem Progress toward gender parity. Most change in structural diversity is due to increase in Asian faculty. Blacks and Latinx faculty see little growth. Evidence at system and sector levels. Little difference among individual campuses.