1. RECRUITING AND RETAINING A DIVERSE FACULTY
Yolanda Moses

2. THE NEED FOR FACULTY DIVERSITY
Institutional Credibility
Mission
Climate and Trust
Decision Making
Societal Needs—Communities, Trust, Competencies, Equity,,
Education and Research
Questions—Role of Race, Class Gender, Etc.
Competencies
Content
Interpersonal
Role Models/Mentors
Retention

3. INTERRUPTING THE USUAL
At predominantly white institutions most faculty
hires of underrepresented persons of color will occur
when at least one of the following three conditions
are met:
A job description written to enhance the applicant pool,
an institutional intervention strategy,
or a diverse search committee.

4. STRATEGIES FOR HIRING Myths Mission and Planning Job Description
Special Hire
Intentionality / Commitment
Leadership at all Levels
Active not Passive Searches

5. STRATEGIES FOR HIRING - Continued
Identifying Talent
Personal Networking
Championing
Cautions About Elitism
Dual Career Issues
Evaluation
Post Hiring Support and Institutional Issues

6. RETENTION STRATEGIES Vertical and Horizontal Networks
Explicit support for those who stay and work—targeting burnout
Development of allies and colleagues
Community Connections
Information and Data
PERCEPTIONS OF INSTITUTIONAL COMMITMENT

7. CONCLUDING POINTS Myths Mission Intentionality Success Not Excuses
Interrupting the Usual