1. Daryl G Smith Claremont Graduate University Presentation at the University of Michigan JANUARY 2007 http://www.aacu.org/irvinediveval/index.cfm DIVERSIFYING THE FACULTY FOR THE NEXT STEM GENERATION

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

3. 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

4. STEM fields

5. Faculty Turnover Quotient http://www.aacu.org/irvinediveval/index.cfm RESULTS  TQ = 0%: No Turnover  TQ = 100%: 100% of URM new hires replaced URM faculty who left the institution

6. http://www.aacu.org/irvinediveval/index.cfm RESULTS

7. http://www.aacu.org/irvinediveval/index.cfm

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

9. http://www.aacu.org/irvinediveval/index.cfm FINALLY URGENCY--- THE NEXT GENERATION FOR A GENERATION INSTITUTIONAL CAPACITY FOR EXCELLENCE IN A DIVERSE SOCIETY