“Based on survey responses from 469 faculty members in ecology and evolutionary biology across the U.S., the researchers found that most respondents engaged in diversity and inclusion work. But those who did the most work were significantly more likely to self-identity as nonwhite, nonmale or first-generation college attendee.”By Colleen Flaherty, Inside Higher Ed June 4, 2019
When talking with other people of color who work in higher education, the outcome of this study is not surprising. While this study was with faculty working specifically in ecology and biology departments, I believe the experiences would extend past these faculty. How do we solve this issue on campuses across the country?
Co-author Liba Pejchar, an associate professor in the department of fish, wildlife and conservation biology at Colorado State University, said it’s already a best practice to ask candidates for faculty positions to demonstrate commitment to diversity and inclusion in their applications — often called diversity statements.
Yet once these faculty members are hired, she said, “we never again ask them to affirm how they have met this commitment.” Pejchar and her team recommend incorporating evidence of this “shared responsibility” into annual evaluations, “and possibly even tenure and promotion decisions makes sense if we are truly to transform our field.”
Everyone should be practicing “inclusive pedagogy and taking time to mentor students from diverse backgrounds,” for example, she said.By Colleen Flaherty, Inside Higher Ed June 4, 2019
I believe these same questions get asked in student affairs interviews, but we never ask or include the same inclusive expectations. What does your institution do to ensure that new hires, regardless of background, are participating in inclusive practices?
Read More at Undue Burden by Colleen Flaherty in Inside Higher Ed. Part of WiFi (What I Find Interesting) Wednesday.
Below is a book that presents the stories of people of color on the faculty tenure track – check it out!