1. O FFICE OF D IVERSITY & I NCLUSION New Faculty Orientation – Aug. 2015 Diversity and Inclusion at University of Maryland Kumea Shorter-Gooden, Ph.D. Chief Diversity Officer & Assoc. Vice President kshorter@umd.edu 301.405.7227 www.diversity.umd.edu Twitter: @DiverseTerps Facebook: https://www.facebook.com/diversityumdhttps://www.facebook.com/diversityumd

2. O FFICE OF D IVERSITY & I NCLUSION OUR COMMITMENT TO: INCLUSIVE EXCELLENCE

3. O FFICE OF D IVERSITY & I NCLUSION Many Accomplishments 40% of undergraduates are U.S. students of color, 22% are underrepresented ethnic minorities Diminishing 6-yr.achievement gap: 85% overall, 80% for Latin@ students, 77% for Black students Among top 20 universities awarding undergrad and grad degrees to African Amers and Asian Amers in a number of STEM fields One-quarter of tenured/tenure-track faculty are U.S. faculty of color or international 32% of tenured/tenure-track faculty and 44% of professional-track faculty are women Top-25 LGBT-Friendly University – 4 years in a row

4. O FFICE OF D IVERSITY & I NCLUSION Strategic Plan for Diversity Leadership Climate Recruitment & Retention Education Research & Scholarship Community Engagement

5. O FFICE OF D IVERSITY & I NCLUSION Some Diversity & Inclusion Initiatives Diversity Officers and College/School diversity goal-setting and implementation “Moving Maryland Forward” Grants Cultural Competence Course Development Project Affinity groups – Black Faculty Staff Association, Latino/a Employee Association, LGBT Staff & Faculty Association “Rise Above Isms” Week (Oct. 19-23) – Alicia Garza

6. University of Maryland ADVANCE Investing in Cultures of Inclusive Excellence

7. History of ADVANCE Initially funded by NSF, now by Campus funds, located in Provosts Office, partnering w/ Faculty Affairs & Office of Diversity & Inclusion Recognizing differences between women & men and white and URM in retention and advancement & lower representation of women in STEM fields Recognizing unconscious bias, differences in professional networks, service roles, recognition, editorial roles, work-life balance, leadership

8. Goal Statement We are trying to improve work environments and opportunities for women faculty in ways that improve the university for everyone. By doing so, we aim to lead AAU universities in the recruitment, retention, and advancement of women faculty.

9. Four things that help faculty succeed Information (and examples) Allies (Professional Relationships and Networks) Advice (Strategic, Informed) Structures and cultures that are inclusive

10. Often all we see is the tree….

11. Not what is holding it up…….

12. Program Activities ADVANCE Professors Peer Networks (AFD, KOF, Advancing Together, Professional Track Faculty) Work Life & Policy Initiatives (parental leave) Dashboards (salary, demographics, service) Research and Evaluation (See ADVANCE 2 page handout)

13. ADVANCE Professors Senior women faculty who: Provide individual strategic mentoring for assistant & associate professors and facilitate peer and group mentoring Act as knowledge brokers—about work life policies, dashboard, where to find resources for conflict resolution Provide strategic advice to the Director on implementation and evaluation of programs

14. NameCollege/School Norma AllewellComputer, Mathematical, and Natural Sciences Christine BeckmanRobert H. Smith School of Business Kathryne EvertsAgriculture and Natural Resources Mary Ann HoffmanEducation Dushanka KleinmanSchool of Public Health Alene MoyerArts and Humanities Amy MullinComputer, Mathematical and Natural Sciences Sarah OatesJournalism, ISCH, PUAF Margaret PearsonBehavioral and Social Sciences Elisabeth SmelaEngineering Madlen SimonArchitecture, Planning and Preservation ADVANCE Professors

15. ADVANCE Networks Clarify Goals Get to know academic neighborhood Present Diverse Models of Success Find Information, Allies Engage Peers for Advice, Affirmation, Third Spaces

16. ADVANCE Peer Network Facilitators ADVANCING TOGETHER Ellin Scholnick UMD Faculty Ombuds Officer and Former Associate Provost for Faculty Affairs ADVANCING PROFESSIONAL TRACK FACULTY Colleen Worthington Clinical Professor Director, Clinical Education in Speech-Language Pathology Hearing and Speech Sciences KEEPING OUR FACULTY Jennifer Rice Professor and Assoc. Dean, Teaching and Learning, Policy and Leadership ADVANCING FACULTY DIVERSITY KerryAnn O’Meara Professor, Higher Education & Affiliate Faculty in Women’s Studies Director, ADVANCE Program for Inclusive Excellence University of Maryland ADVANCING FACULTY DIVERSITY Stephen B. Thomas Professor, School of Public Health Director, University of Maryland Center for Health Equity Associate Director, National Mentor Research Network

17. Peer Network participants report….. Enhanced agency in career advancement, less isolation, more allies, greater knowledge of how campus works, ideas for their research, teaching and campus programs, new pathways to succeed.

18. Dashboard Online, college-specific resource –live as of Jan 2012, three years of data now posted Goal: increase institutional transparency and sense of agency Faculty access via UID login Provides current information (per college) regarding: –Salary range and median; by rank –Time to advancement; by rank –Demographics by rank

19. Example: Average number of service activities at each level among faculty who reported at least one service activity (N=266) Thanks to CoE Research Assistant Alexandra Kuvaeva

20. Expected Time Commitment DepartmentCollegeUniversity High Merit/Salary Review Committee Director or Assoc. Dean Search/Review Campus APT Committee Graduate AdmissionsAccreditation Review Search Committee for Provost, Dean, or other Executive Level Administrator Faculty SearchScholarship/Fellowship selection Review of Dean or other Exec. Level Administrator Chair Search/Chair Review College Committee Chair Provost/Senate Task Force or temporary ad-hoc task force Medium Undergraduate recruitment College PCC or APTChair of a Senate Committee Staff SearchFacilities Committee Standing Campus Committee (Research Council, Sustainability Council, APAC, Living-Learning Review) Priorities/Strategic Planning Awards selection Committee Faculty Board for General Education Low Technology CommitteeCollege Administrative CouncilCampus Senate IRB CommitteeDiversity CommitteeSenate Committee or Council Graduate Seminar/colloquium College SenateGraduate Council There is “service” and there is “SERVICE”

21. ADVANCE FWES Briefs  Work-Life Climate  Faculty Learning  Differences by rank: Associate Professors  Career Advancement and Institutional Support of Career Advancement  Fair Treatment and Diversity  Organizational Commitment and Faculty Retention  Professional Networks, Collegiality, and Recognition  Satisfaction with Department and UMD  Satisfaction with Resources  Evaluation and Management of Teaching, Research, and Service Example: Work-Life Climate Brief

22. Policy Work Parental Leave Policy passed 2012 and FAQs APT Policy passed fall, 2014 Broader definition of scholarship/interdisciplinary/engaged research Work-life policies [external letters] & trajectory Mentoring associate professors NTT Promotion Policies (APTF provided feedback)

23. ADVANCE is your ally Join our networks, let us help you create your own. ADVANCE 2.0 Summit in Spring College Faculty Work Environment Projects Please contact us with ideas for strengthening our work environments to be more inclusive and supportive of ALL faculty.

24. Information, People & Resources Website: www.advance.umd.eduwww.advance.umd.edu Director: KerryAnn O’Meara: komeara@umd.edukomeara@umd.edu Projects Manager: Kristen Corrigan corrigan@umd.edu corrigan@umd.edu ADVANCE Office: 1402 Marie Mount Hall 301-405-4817

25. O FFICE OF D IVERSITY & I NCLUSION “It Takes a Village” What unique experiences, gifts, perspectives do you bring to the campus? How might you contribute to the University’s “inclusive excellence”? www.diversity.umd.edu