KEEPING OUR FACULTY OF COLOR: A Seminar for NCSU Department Heads and Deans June 12, 2013 Juliana Makuchi Nfah-Abbenyi Professor of English and Comparative Literature Director of Diversity Programs & Faculty/Staff Diversity

Symposium Theme:  “Transforming Our Institutions: Advancing Inclusive Excellence Among Faculty in Higher Education” Keynote Addresses:  Kimberly Crenshaw, “Breaking Through and Staying In: The Future of Faculty Of Color in Higher Education”  Freeman Hrabowski, “Institutional Culture Change: Leadership and Inclusive Excellence” Looking Forward:  Nancy “Rusty” Barcelo & Caroline Sotello Viernes, “A Retrospective Discussion on Keeping Our Faculty: Lessons Learned and Ongoing Challenges”

Sample Presentations  Donavan Outten & Adriel Hilton, “How to Identify, Recruit and Retain FOC in Critical Shortage Teaching Areas When Some Administrators Say They Cannot Find Qualified Minorities”  Alberto Roca, “Redirecting National Attention to Minority Postdocs as a Source for Future Faculty of Color”  Chayla Haynes & Frank Truitt, “Campus Climate and Its Impact on the Experiences of Faculty Committed to Inclusive Excellence: An Institutional Case Study”  Michael Reis & Charmaine Stewart, “Campus Climate for Faculty Women of Color: University of Minnesota Survey Findings”  Vichet Chhuon et al, “Community Engagement as Role, Recruitment, and Retention of Faculty of Color in Higher Education”

Sample Presentations  Richard Reddick, “Homecoming Faculty of Color Transforming Our Institutions: Narratives on Visibility and Cultural Taxation”  Mari Castaneda, “Faculty of Color and the Elusive Promotion to Full Professor”  Natasha Croom, “The Inherent Rights of Whiteness at the Rank of Professor”  Holley Locher, “Academic Freedom for Whom? The Experiences and Perceptions of Faculty of Color and Women Faculty” NCORE 2013, May 28-June 1  Pre-Conference Institute: Institute for Chief Diversity Officers and Affiliates: Essential Procedures for Assessment and Success  Thomandra Sam et al, “Diverse Acts of Development and Retention: The Impact of Supportive Spaces for Staff and Faculty of Color”

Preamble  Faculty decide in the first 90 days if they will stay at an institution  “When I come to work I have to leave great pieces of who I am at the door”  “We love having you here; you have so much to offer; you bring a wealth of knowledge... BUT...”  Exit Survey: Departing institution due to “personal reasons”

 Value  Scholarly work of FOC assessed by DVF for RPT purposes  Student evaluations of FOC at a PWI a factor in the RPT process  Inadequate recognition of service by FOC in RPT process and in general  Retain FOC through tenure (the best way)  Create reward systems/systems for growth (pay, support research, nominate FOC for awards)  Publicize/honor/reward FOC contributions and accomplishments

 Create an officially recognized Senior Faculty Mentoring Program for FOC that is distinct from conventional service activities  Create an Informal Ambassador Program  Encourage FOC to build a network of multiple mentors  Recognize negative effect of overt and/or covert hostile working environment on FOC  Manage mixed messages regarding invisibility and visibility:  FOC is said to be disconnected (when quiet)  FOC is said to be displeased (when they participate)

 Institutional Culture Climate (department, college, university)  FOC isolation and/or burn out  Diversity training must take place for faculty, staff and administrators  Retaining diverse faculty requires institutional will, human and financial resources  Diversity not one of the goals of NCSU’s Strategic Plan and this sends a strong message to FOC  The entire NCSU institution ought to be in charge of diversity— ”This is who we are”  FOC are likely to come to institutions with a diverse faculty and stay longer