Daryl G Smith Claremont Graduate University Presentation at the University of Michigan JANUARY DIVERSIFYING THE FACULTY FOR THE NEXT STEM GENERATION

BACKGROUND STUDIES  DEBUNKING THE MYTHS  CONDITIONS OF HIRING  TURNOVER  HIRING RATE  GRADUATE STUDENTS Interrupting the Usual and the assumed!

23% Special Hire & Diversity in Job Description 14% Regular Search 36% Diversity in Job Description 27% Special Hire Figure 1. Hiring Patterns for African Americans Figure 4. Hiring Patterns for Asian Americans Figure 2. Hiring Patterns for American Indians 1% Special Hire & Diversity in Job Description 12% Diversity in Job Description Figure 5. Hiring Patterns for Whites Figure 3. Hiring Patterns for Latinos 17% Special Hire & Diversity in Job Description 7% Special Hire & Diversity in Job Description 1% Special Hire & Diversity in Job Description 33% Diversity in Job Description 50% Special Hire 17% Diversity in Job Description 19% Special Hire 57% Regular Search 12% Diversity in Job Description 5% Special Hire 82% Regular Search 10% Special Hire 77% Regular Search

STEM fields

Faculty Turnover Quotient RESULTS  TQ = 0%: No Turnover  TQ = 100%: 100% of URM new hires replaced URM faculty who left the institution

RESULTS

IMPLICATIONS FACULTY HIRING-- the next generation FACULTY RETENTION GRADUATE STUDENT DIVERSITY DATA AND MONITORING (RACE & GENDER) RATIONALE AND MYTHS

FINALLY URGENCY--- THE NEXT GENERATION FOR A GENERATION INSTITUTIONAL CAPACITY FOR EXCELLENCE IN A DIVERSE SOCIETY