As Actions hold a mini-rally in the final weeks of the fall, Connecticut Philanthropies are…
The University announced that 62 additional faculty have been hired for the 2022-23 academic year, 30% of whom are members of historically underrepresented groups in higher education, according to a Sept. 6 report. Press release. With these new hires, the University has “just about” achieved its goal of doubling its number of professors at HUG between 2016 and 2022, Provost Richard Locke P’18 wrote in an email to the Herald.
The release attributes the high percentage of new faculty hires from historically underrepresented groups to “strategic investments” in the University’s Diversity and Inclusion Action Plan, which “help ensure that faculty represent the diverse backgrounds, perspectives and experiences essential to the advancement of knowledge, learning and discovery. »
According the University website, DIAP is a “comprehensive strategic plan to create and sustain the diverse and inclusive community necessary to advance knowledge, learning and discovery”. The DIAP was released in February 2016 and outlined a plan to double the number of faculty from historically underrepresented groups by 2022, The Herald previously reported.
Joel Revill, the faculty’s senior associate dean, wrote in an email to the Herald that the group of 62 new faculty “are made up of various ranks” and have been hired throughout the year.
Sylvia Carey-Butler, vice president for institutional equity and diversity, said the University’s progress toward this goal “is a testament not only to the commitment of the institution,” but also to the efforts of academic departments. required.
Locke explained that the University has used a variety of strategies to achieve this goal, but “in all research there has been consistent attention to diversity and inclusion.”
Search committees are trained in diversity, equity, and inclusion, and “cluster hires in the arts, sciences, social sciences, and specific areas like the Black Diaspora in English and American Studies also paid significant dividends,” he wrote. Cluster recruitment is when institutions advertise and fill multiple positions at the same time and has been used to increase faculty diversity.
Revill added that hiring clusters is helpful because “we will be able to attract top academics if they know they will have an exciting network of people to work with at Brown.”
Locke added that hiring new faculty is a year-round process. The job market typically opens in the fall and closes in May, but the process can take several years for high-level executive hires, he added.
“Brown has invested in identifying and tracking promising candidates before they hit the job market,” Locke added. “We have an Associate Provost and Associate Dean who work to identify applicants, introduce them to Brown as an exceptional place to pursue their scholarship, and generate excitement about them on campus.” For these applicants, the process can also take several years.
“There is a diversity representative who sits on every search committee,” Carey-Butler said. The Office of Institutional Equity and Diversity reviews all job postings as well as short and long faculty lists, she added, but most academic and administrative departments also have their own DIAP committees.
“We also have a Guide to diversifying teacher searchesand I can tell you it is something that is used regularly throughout the University,” she said.
Part of the guide advises university departments to work “closely with (university human resources), ensuring that we advertise in various publications and use local agencies to ensure that we recruit both nationally and locally,” said Carey Butler.
Most hiring decisions are made at the departmental level, “so we need to have broad faculty buy-in, which I think we have,” Revill wrote.
The University also lends faculty positions to departments to allow for additional hires if needed, Revill added. For example, he wrote, a search may find two qualified candidates who would increase a department’s diversity, so the University will allow the department to hire both.
Along with diversity, the University is “committed to resisting the trend toward supplemental education that is pervasive in American universities,” Locke wrote. “To maintain the excellence of our teaching, we must hire tenured and tenure-track professors to fill the gap.”
The University is also working to expand departments that have high demand for students, Revill wrote. “Last year, for example, we hired five new professors in computer science and two new lecturers in environmental studies, largely to meet the demands of the curriculum,” he added.
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Going forward, Locke wrote that the University will “continue its efforts to hire a diverse faculty.”