1. Diversifying Our Faculty: From Conversation to Action David Morse, President, ASCCC Thuy Thi Nguyen, Interim General Counsel, CCCO Adrienne Foster, Executive Committee, ASCCC ASCCC Academic Academy March 18, 2016

2. New Funding for 2016-17 Hiring n $62.3 Million this year, request for $80 Million next year n Intended to be over and above planned hires n Augmentation of FON n Money must be used for faculty n Local hiring prioritization process should be respected n These hires should be tied to college and program planning

3. New Funding for 2016-17 Hiring n Competition—everyone will be hiring and competing for the same applicants n Consider the effect of so many new hires on issues such as the following: –Governance and committees –College and faculty culture –Instructional program n How do we integrate the new hires into our college community and culture? n Diversity progress demands deliberate process

4. Under-Represented Minority* Percentages by Student and Employee Types Fall Terms 2005 - 2014 FIRST-TIME HIRES

5. Under-Represented Minority* Percentages by Student and Employee Types Fall Terms 2005 – 2014 TOTAL

6. Non-Whites* Percentages by Student and Employee Types Fall Terms 2005 – 2014 TOTAL

7. Studies prove the educational benefits of a diverse faculty. Closing achievement gaps by 20-50% Fairlie, R. W., Hoffman, F., Oreopoulos, P. (2014). A Community College Instructor Like Me: Race and Ethnicity Interactions in the Classroom. American Economic Review, 104(8): 2567-2591. Diversity Benefits Students

8. Faculty Women of Color Study of Community Colleges in Los Angeles and Orange Counties  37 full-time faculty members: instructional faculty, counselors, and librarians  35 were tenured faculty  Self identified African American, Asian American, Filipina/Pacific Islander, Latina/Hispanic, Middle Eastern, and Mixed Race  Findings:  Experience multiple forms of marginalization.  College culture and climate was “chilly” and not as “warm” as those from research findings that sampled White women faculty  Despite expressing culture of their institutions as “political”, overwhelmingly satisfied in their faculty work. Commitment to serving underrepresented students and sense of responsibility to the community-at-large mediated or melted the chilliness. HaMai, Truc. (2015). The “Other” Women: What About the Experiences of Women Faculty of Color in Community Colleges. 2015 Dissertation of the Year Award by Council on the Study of Community Colleges.

9. Chancellor’s Office Initiatives 1. Peer review of EEO: Equal Employment Opportunity) plans 2. Building the pipeline: “AA to MA Faculty Diversity Pathway”) 3. Funding (re)allocation: Multiple Methods

10. Questions for Consideration When we talk about the importance of diversifying our faculty, what do we mean? How are we defining diversity and what are we looking for?

11. Questions for Consideration What are some of the things we can consider changing in our processes in order to hire a more diverse faculty? How can we establish the necessary mindset in our existing faculty that will help them develop the kinds of questions and criteria needed to identify the faculty we want?

12. Questions for Consideration What responsibilities or roles would you say that the various participants in the process (faculty, administration, human resources, staff, boards) need to play, and what would help to establish an effective relationship among those parties?

13. Questions for Consideration What needs to be done after the new faculty are hired to involve them, make them feel welcome, and make them want to stay?

14. Thank You for Coming David Morse: dmorse@lbcc.edudmorse@lbcc.edu Thuy Thi Nguyen: tnguyen@CCCCO.edutnguyen@CCCCO.edu Adrienne Foster: Fosteraa@wlac.eduFosteraa@wlac.edu