1. University of California President’s Task Force on Faculty Diversity 2005-06

2. University of California President’s Task Force on Faculty Diversity Task Force Members Faculty Members Rosina M. Becerra (UCLA)* Gibor Basri (UCB) J. Renee Chapman Navarro (UCSF) Kenji Hakuta (UCM) Douglas M. Haynes (UCI) Maria Herrera-Sobek (UCSB) Jorge Huerta (UCSD) *Chair Yolanda T. Moses (UCR) Lisa C. Sloan (UCSC) Kyaw Tha Paw U (UCD) Staff Members Susan Drange Lee (UCLA) Sheila O’Rourke (UCOP) Cristina Perez (UCB)

3. University of California President’s Task Force on Faculty Diversity Availability Pool for Ladder Rank Faculty The Pool of Potential URM Faculty Has Grown from 5% to 12%

4. University of California President’s Task Force on Faculty Diversity Faculty Headcount 1989-2005 The Problem at UC: Little Change in Percentage URM Faculty

5. University of California President’s Task Force on Faculty Diversity Faculty Headcount 1990, 1995, 2000, 2005 Asians and women show some improvement over time, Chicano/Latino show slight improvement, AfrAm show none

6. University of California President’s Task Force on Faculty Diversity Faculty Headcount by Race 2004 Representation varies by field for minorities

7. University of California President’s Task Force on Faculty Diversity Faculty Headcount by Gender 2004 Representation varies by field for women

8. Education (34) 5.1% Languages (33) 4.9% Ethnic Studies (95) 14.2% All Other Fields (509) 75.9% Education (163) 1.8% Languages (305) 3.4% Ethnic Studies (171) 1.9% All Other Fields (8,230) 92.8% American Indian, African American & Chicano/Latino All Ladder Rank Faculty University of California President’s Task Force on Faculty Diversity Faculty Headcount by Race 2004 Representation of URM faculty is concentrated in a few departments

9. University of California President’s Task Force on Faculty Diversity Faculty Headcount 1989-2005 Since 1994, numbers of white faculty have risen by ~ 1,000

10. University of California President’s Task Force on Faculty Diversity Faculty Headcount 2005 Percentage of URM faculty by campus

11. University of California President’s Task Force on Faculty Diversity Faculty Hiring by Field 1999-00 through 2004-05 Recent Hiring of Minority Faculty Increases Field Disparities

12. University of California President’s Task Force on Faculty Diversity Faculty Hiring by Field 1999-00 through 2004-05 Recent Hiring of Women Faculty Continues Field Disparities

13. University of California President’s Task Force on Faculty Diversity Pipeline from High School to UC Faculty The Shape of the Pipeline Varies for URM, Women and Whites

14. University of California President’s Task Force on Faculty Diversity Faculty Hiring vs. Availability 2000-01 to 2003-04 UC hires women faculty below availability in all fields Assistant ProfessorsAssoc & Full Professors

15. University of California President’s Task Force on Faculty Diversity Faculty Hiring vs. Availability 2000-01 to 2003-04 UC hires URM below availability in some fields and above in others Assistant ProfessorsAssoc & Full Professors

16. University of California President’s Task Force on Faculty Diversity Summary of the Status of Faculty Diversity at UC The pool of URM scholars grows, but UC faculty changes little. The pool of URM scholars grows, but UC faculty changes little. Disaggregating data is essential to understanding problem areas. Disaggregating data is essential to understanding problem areas. Retention, in addition to hiring, plays a critical role. Retention, in addition to hiring, plays a critical role. The underrepresentation of minority faculty is a national problem. The underrepresentation of minority faculty is a national problem. UC can increase the national pool of URM faculty by improving graduate diversity, especially in the STEM fields. UC can increase the national pool of URM faculty by improving graduate diversity, especially in the STEM fields.

17. University of California President’s Task Force on Faculty Diversity What is UC Doing to Address Faculty Diversity? SYSTEMWIDE PROGRAMS New Academic Policies: Rewards & Accountability New Academic Policies: Rewards & Accountability APM 210 – Faculty Appointment and Promotion APM 210 – Faculty Appointment and Promotion APM 240 – Deans and Provosts APM 240 – Deans and Provosts APM 245 – Department Chairs APM 245 – Department Chairs Pipeline Programs and Hiring Incentives Pipeline Programs and Hiring Incentives President’s Postdoctoral Fellowship Program President’s Postdoctoral Fellowship Program PPFP Hiring Incentive PPFP Hiring Incentive

18. University of California President’s Task Force on Faculty Diversity What is UC Doing to Address Faculty Diversity? CAMPUS PROGRAMS High Level Staffing High Level Staffing Faculty Equity Officers, Chief Diversity Officers Faculty Equity Officers, Chief Diversity Officers Diversity Advisory Committees Diversity Advisory Committees Research Programs Research Programs Research Initiatives with FTE Research Initiatives with FTE Monitoring Search Practices Monitoring Search Practices Briefing for faculty, chairs, deans and search committees Briefing for faculty, chairs, deans and search committees Chancellor’s Postdoctoral Fellowship Programs Chancellor’s Postdoctoral Fellowship Programs Faculty Development and Mentoring Programs Faculty Development and Mentoring Programs

19. University of California President’s Task Force on Faculty Diversity Summary of the Recommendations of the Task Force LEADERSHIP LEADERSHIP Strong leadership is critical to institutional change. Strong leadership is critical to institutional change. ACADEMIC PLANNING ACADEMIC PLANNING Diversity will not thrive unless it is incorporated into academic planning at every level. Diversity will not thrive unless it is incorporated into academic planning at every level. RECRUITMENT AND RETENTION RECRUITMENT AND RETENTION Campuses can do more to promote faculty diversity through recruitment, hiring and retention practices. Campuses can do more to promote faculty diversity through recruitment, hiring and retention practices. RESOURCES AND REWARDS RESOURCES AND REWARDS Resources and rewards are essential to influence action in support of diversity and equal opportunity. Resources and rewards are essential to influence action in support of diversity and equal opportunity. ACCOUNTABILITY ACCOUNTABILITY Create an academic climate where contributions to diversity are an expectation rather than an afterthought in the pursuit of excellence. Create an academic climate where contributions to diversity are an expectation rather than an afterthought in the pursuit of excellence.