Faculty Diversity:
U.Va.’s generational opportunity
The Opportunity
Unit
Current TTT Population
Projected Retirements
Total
68+
By June 2018
By June 2019
N
n
%
n
%
n
total %
Arch
36
4
11.0%
5
13.8%
1
16.6%
A&S
550
68
12.4%
114
20.6%
18
23.8%
Batten
14
0
0.0%
1
7.1%
0
7.1%
McIntire
55
2
3.6%
3
5.5%
3
10.9%
Darden
62
7
11.3%
11
17.7%
3
22.6%
Curry
73
4
5.5%
13
17.9%
3
22.0%
SEAS
140
17
12.1%
25
18.0%
3
20.2%
Law
72
12
16.6%
17
22.8%
2
25.6%
SOM
518
25
4.8%
66
12.8%
10
14.7%
Nursing
26
2
7.7%
5
19.2%
1
23.1%
All
1547
141
9.1%
260
16.8%
43
19.6%
Data courtesy of Maggie Harden, Provost’s Office
The Opportunity Cont.
• The pipeline is also very different than 30-40 years ago
Department
PhD Pipeline (Women)
Postdoc Pipeline (Women)
Economics
31%
30%
Politics
41%
42%
Astronomy
22%
30%
PhD Pipeline (Women)
Postdoc Pipeline (Women)
Civil/Environmental Engineering
26%
26%
Electrical/Computer Engineering
17%
16%
Computer Science
14%
20%
Department
Why a Diverse Faculty is Important
Research and scholarly productivity and impact will be improved
Existing biases towards certain scholarly areas and ways of thinking are
reduced
 The range of research questions pursued is increased
Recruiting and educating the best students is enhanced
All students benefit from a diverse faculty due to the role that multicultural
interactions can play in their experience on Grounds
The ability to solve problems in diverse settings is a skill that is highly valued
by employers
Data courtesy of Maggie Harden, Provost’s Office
The Historical Record
Women
100%
African American
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
1987
1990
1993
1996
1999
2002
2005
2008
2011
2014
Women and African American Tenured and Tenure-Track (TTT) Faculty Members as a Percentage of All TTT Faculty, Fall 1987 through Fall 2014
Data courtesy of Maggie Harden, Provost’s Office
The Historical Record Cont.
5%
4%
3%
2%
1%
0%
1987
1990
1993
1996
1999
2002
2005
2008
2011
2014
Tenured & Tenure Track African America Faculty as a Percentage of All Tenured & Tenure Track Faculty, by Year, 1987-2014 (Fall Census)
Data courtesy of Maggie Harden, Provost’s Office
Where we stand compared to AAU Peers
1
Women
11
Minority
21
31
41
47
48
51
53
61
57
2003
52
53
54
56
56
57
56
2005
2007
2009
2011
58
2013
How do we capitalize on this opportunity
Institutional commitment to systemic change
New programs focused on diversity at the institutional and school
level
Focus on Inclusion and Climate
Institutional Commitment
Articulating its importance will be critical and set the stage for our
efforts
Transparency, Unit-Level Ownership, and Accountability will also be
important
• Reporting on and the use of Diversity Data Dashboards
(http://www.virginia.edu/DiversityData/)
• Creating short-term and long term benchmarks and measurable goals
• Unit-level diversity plans and committees for recruiting (not just hiring) and inclusion
(not just retention)
• Need to have structures in place for accountability
Why are new programs/approaches needed
 The trend line in faculty hiring and retention needs to be changed
Between 2003-2013, 222 T-TT faculty retired
We have made some progress in the # and % of women on the faculty
• 321 (22%)  438 (28%)
But we have made little progress in African-American faculty
• 48 (3.3%)  68 (4.4%)  55 (3.6 %)
Data courtesy of Maggie Harden, Provost’s Office
Tenured & Tenure Track Faculty Hiring Yield Rates* By Race/Ethnicity &
Gender, 2006-2013
72.4%
65.2%
N/A
74.5%
75.0%
White
Hispanic/Latin
American
72.2%
72.2%
72.2%
Women
Men
All
66.3%
Asian American or Black or African
Pacific Islander
American
*Yield Rate = The number of individuals accepting an offer of employment as a tenured or tenure track faculty member divided by the number of total offers
What is already in place
This year’s seminar will be sponsored by UVa CHARGE, the College of Arts
and Science, the School of Engineering and Applied Science, the Provost’s
Office, and the Executive Search Group
Topics
Creating job descriptions that will lead to a more diverse applicant pool
 Implicit bias training
 Creating effective candidate evaluation processes and tools
Structuring effective campus visits
Ideas for Additional Programs/Approaches
 Active on-going recruitment
 Rising Star Symposium
Institution-wide post-doctoral programs
Cluster Hiring where diversity is a key factor
Target of Opportunity Hiring, especially at senior levels
More support for dual career couples
Inclusion and Climate
We know from COACHE survey, that women and URM faculty face
multiple climate challenges.
Service expectations fall especially hard on URM faculty, but also on women.
Mentoring. Few formal programs currently exist.
Appreciation and Recognition. Including programs that recognize faculty for
their contributions to diversity
Equity across multiple dimensions: hiring letters, start-up packages, office and
lab assignments, committee assignments, teaching and advising expectations