Hispanically Speaking News
January 28, 2011
Since 1994 the number of minority faculty in American business school has tripled but still falls short of representing the U.S. demographic.
American business schools are realizing that just having 3.5 percent of its faculty be minorities is not enough to create a PhD pipeline, recruit minority students, create diversity in corporate America or keep up with the current U.S. demographics.
If business schools factor in Asians as a minority their minority ranks look better though still do not reflect the minority make up of the U.S. For example at the University of Michigan’s business school, they have a 22 percent minority staff if you factor in all minorities and 3.7 percent with you remove Asian faculty.
Full Story: http://www.hispanicallyspeakingnews.com/notitas-de-noticias/details/americas-business-schools-seek-to-have-a-more-diverse-faculty-representing-/4766/
Showing posts with label minority faculty. Show all posts
Showing posts with label minority faculty. Show all posts
Saturday, January 29, 2011
Sunday, February 28, 2010
Tenure decisions can’t remedy racial imbalance
The Boston Globe
By Robert Zelnick
February 28, 2010
NOT TOO MANY years ago the dean of an Ivy League college described a no-holds barred battle at his institution over tenure for an African-American candidate.
“He tried once before and didn’t come close,’’ my friend said. “This time he’s screaming discrimination, racism, God knows what else.’’
“Will he make it?’’ I asked.
“I doubt it. We’re talking tenure, not undergraduate admissions. There’s a world of difference.’’
There certainly is and anyone offering an assessment of the so-called “under-representation’’ of tenure track minorities at leading institutions of higher learning should understand that, while most professors are committed to student diversity and support the affirmative action admissions practices needed to achieve it, many will fight against making race a “plus factor’’ in tenure situations. Here the “publish or perish’’ mandate is as essential as it is race neutral.
The reasoning is simple: An undergraduate is gone in four or five years and few, no matter how talented academically, leave a body of work behind capable of influencing the school’s standing or reputation. But a professor granted tenure at, say, age 30, will remain on the faculty for perhaps the next 35 years. His or her scholarly research and writing will influence the reputation of the department over a period of many years, attracting or repelling other young scholars wishing to enter the same academic field.
Full Story: http://www.boston.com/bostonglobe/editorial_opinion/oped/articles/2010/02/28/tenure_decisions_cant_remedy_racial_imbalance/
By Robert Zelnick
February 28, 2010
NOT TOO MANY years ago the dean of an Ivy League college described a no-holds barred battle at his institution over tenure for an African-American candidate.
“He tried once before and didn’t come close,’’ my friend said. “This time he’s screaming discrimination, racism, God knows what else.’’
“Will he make it?’’ I asked.
“I doubt it. We’re talking tenure, not undergraduate admissions. There’s a world of difference.’’
There certainly is and anyone offering an assessment of the so-called “under-representation’’ of tenure track minorities at leading institutions of higher learning should understand that, while most professors are committed to student diversity and support the affirmative action admissions practices needed to achieve it, many will fight against making race a “plus factor’’ in tenure situations. Here the “publish or perish’’ mandate is as essential as it is race neutral.
The reasoning is simple: An undergraduate is gone in four or five years and few, no matter how talented academically, leave a body of work behind capable of influencing the school’s standing or reputation. But a professor granted tenure at, say, age 30, will remain on the faculty for perhaps the next 35 years. His or her scholarly research and writing will influence the reputation of the department over a period of many years, attracting or repelling other young scholars wishing to enter the same academic field.
Full Story: http://www.boston.com/bostonglobe/editorial_opinion/oped/articles/2010/02/28/tenure_decisions_cant_remedy_racial_imbalance/
Tuesday, February 16, 2010
Colleges lagging on faculty diversity
The Boston Globe
Numbers trail makeup of Hub’s student bodies
By Tracy Jan
Globe Staff / February 16, 2010
The lack of black and Hispanic professors, highlighted in two recent reports critical of the faculty makeup at MIT and Emerson College, is a problem shared by the most prominent universities in the Boston area, a Globe survey reveals.
Among those struggling the most is the city’s largest school, Boston University, where blacks and Hispanics make up 3.4 percent of tenured and tenure-track faculty, a figure that has barely budged over the past decade. At BU, like the other schools, the percentage of minority faculty lags far behind the demographics of its student body.
Other local institutions don’t fare much better. At Brandeis University, 3 percent of so-called tenure-line professors are black or Hispanic, and at Harvard, they make up 5.8 percent.
Full Story: http://www.boston.com/news/education/higher/articles/2010/02/16/boston_area_short_on_black_hispanic_professors/
Numbers trail makeup of Hub’s student bodies
By Tracy Jan
Globe Staff / February 16, 2010
The lack of black and Hispanic professors, highlighted in two recent reports critical of the faculty makeup at MIT and Emerson College, is a problem shared by the most prominent universities in the Boston area, a Globe survey reveals.
Among those struggling the most is the city’s largest school, Boston University, where blacks and Hispanics make up 3.4 percent of tenured and tenure-track faculty, a figure that has barely budged over the past decade. At BU, like the other schools, the percentage of minority faculty lags far behind the demographics of its student body.
Other local institutions don’t fare much better. At Brandeis University, 3 percent of so-called tenure-line professors are black or Hispanic, and at Harvard, they make up 5.8 percent.
Full Story: http://www.boston.com/news/education/higher/articles/2010/02/16/boston_area_short_on_black_hispanic_professors/
Friday, October 24, 2008
Minority Report
Chronicle of Higher Education
From the issue dated October 24, 2008
By GLORIA Y. GADSDEN
I am an African-American woman who has been in academe for approximately 15 years. I have been affiliated with seven predominantly white institutions (two universities in the Ivy League, another private university, a state university, and three junior colleges) in three Northeastern states. The majority of those institutions offered various employment incentives to African-Americans and faculty members from other underrepresented groups in an attempt to diversify their campuses. However, even colleges and universities that take such steps to eliminate racist hiring practices often fail — or refuse — to understand the complexity of retaining faculty members from underrepresented groups. Missing from the institutions' attempts to diversify the campus population is consideration of the lives of those faculty members beyond the classroom and the office.
My own experience is an example. At one point, I was teaching part time at one university while commuting two hours, each way, to a tenured, full-time job at another university. When a position became available at the institution that was closer to home, even though I would have had to apply for tenure again, I was interested in the job because I was eager to end my years of commuting. I met with the department chair over lunch, and she highlighted two incentives for me: a higher salary than I was earning at my current full-time position, and a "promise" that I would get the job because I am black. Although I never like having my race, rather than my Ivy League credentials or my respectable publishing record, considered to be my strongest selling point, I applied for the position and was hired.
And then the institution pretty much washed its hands of me. Other than inviting me to sit on a number of committees that dealt with diversity, the university took a huge step back and allowed me to "settle in" on my own.
I already lived in the area, so unlike many African-American professors who change jobs, I did not face resistance from neighbors when moving into a predominantly white neighborhood, nor was I steered away from those neighborhoods by real-estate agents. But I know that few institutional mechanisms exist to help faculty members like me find housing that is affordable, appropriate, and safe.
I have experienced another common problem: antagonism from white students who feel threatened by professors from minority groups. Some students — both in groups and individually — have confronted me in class, typically with a great deal of hostility and a complete lack of respect. [To read the entire story, go to: http://chronicle.com/weekly/v55/i09/09b02401.htm?utm_source=at&utm_medium=en ]
From the issue dated October 24, 2008
By GLORIA Y. GADSDEN
I am an African-American woman who has been in academe for approximately 15 years. I have been affiliated with seven predominantly white institutions (two universities in the Ivy League, another private university, a state university, and three junior colleges) in three Northeastern states. The majority of those institutions offered various employment incentives to African-Americans and faculty members from other underrepresented groups in an attempt to diversify their campuses. However, even colleges and universities that take such steps to eliminate racist hiring practices often fail — or refuse — to understand the complexity of retaining faculty members from underrepresented groups. Missing from the institutions' attempts to diversify the campus population is consideration of the lives of those faculty members beyond the classroom and the office.
My own experience is an example. At one point, I was teaching part time at one university while commuting two hours, each way, to a tenured, full-time job at another university. When a position became available at the institution that was closer to home, even though I would have had to apply for tenure again, I was interested in the job because I was eager to end my years of commuting. I met with the department chair over lunch, and she highlighted two incentives for me: a higher salary than I was earning at my current full-time position, and a "promise" that I would get the job because I am black. Although I never like having my race, rather than my Ivy League credentials or my respectable publishing record, considered to be my strongest selling point, I applied for the position and was hired.
And then the institution pretty much washed its hands of me. Other than inviting me to sit on a number of committees that dealt with diversity, the university took a huge step back and allowed me to "settle in" on my own.
I already lived in the area, so unlike many African-American professors who change jobs, I did not face resistance from neighbors when moving into a predominantly white neighborhood, nor was I steered away from those neighborhoods by real-estate agents. But I know that few institutional mechanisms exist to help faculty members like me find housing that is affordable, appropriate, and safe.
I have experienced another common problem: antagonism from white students who feel threatened by professors from minority groups. Some students — both in groups and individually — have confronted me in class, typically with a great deal of hostility and a complete lack of respect. [To read the entire story, go to: http://chronicle.com/weekly/v55/i09/09b02401.htm?utm_source=at&utm_medium=en ]
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