1. 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

2. Tom Sinclair, Binghamton University sinclair@binghamton.edu
Composition of Faculty
Tom Sinclair, Binghamton University

3. 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.”

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

5. 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.

6. 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.”

7. 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.”

8. How are we doing?

9. State University of New York Faculty 1995-2015
Report on the Gender and Ethnic Composition of
State University of New York Faculty
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

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

11. Here is the overall breakdown:

12. 1995-2015 SUNY Wide White faculty - 87 to 77.9%.
Black faculty to 3.9%.
Latinx faculty to 3.0%
Asian faculty to 14%.

13. 1995-2015 University Centers White faculty - 85.3 to 73.3%.
Black faculty to 3.4%.
Latinx faculty to 3.3%
Asian faculty to 19.1%.

14. 1995-2015 Comprehensives White faculty – 87.8 to 80.9%.
Black faculty to 4.4%.
Latinx faculty to 3.5%
Asian faculty – 5.4 to 10.1%.

15. 1995-2015 Medical Schools White faculty – 85.4 to 75.4%.
Black faculty – 4.5 to 4.5%.
Latinx faculty to 1.4%
Asian faculty – 7.9 to 16.1%.

16. 1995-2015 Technical Schools White faculty – 92.6 to 87.0%.
Black faculty – 2.3 to 3.6%.
Latinx faculty to 2.1%
Asian faculty – 2.9 to 6.8%.

17. 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.