Diversity in the faculty

A key component to sustaining efforts is hiring a diverse workforce.  More specifically faculty.  As noted in the literature a reason for this is that faculty outlast presidents in their tenure at institutions.  Therefore it is vital for faculty that have diverse backgrounds and experiences become part of the institution in order to sustain diversity efforts.  Although. many institutions have the intentions not very many are able to successfully carry it out.  Reason for the lack of progress tend to center on myths that exist within higher education.  I am sure that many of you who have engaged in these conversation and have heard some of the following myths based on the work of William Nowlin and George Sullivan (1990):

1. Good minority faculty go to the best universities or institutions that pay more.
2. Espousing equal employment doctrine is enough.
3. Standards must be lowered.
4. Minorities will not go to predominantly White institutions.
5. Minorities prefer the private sectors.

These are myths that have permeated higher education for a long time and have at most institutions become ingrained in the minds of department chairs and academic deans.  How does one dispel these myths?  In my work I have found that what works best is the involvement of a person or people that can serve on hiring committees to engage in active dialogue with those that hold these views.  In addition providing training for department chairs and deans that addresses these myths is vital in beginning to combat the vestiges of these long held beliefs.

To conclude I believe that demonstrating how some institutions have been able to make progress and the steps they have taken.  In one of my case studies for my dissertation the institution was able to designate a person in each department that was given the responsibility of being the “minority recruitment specialist.”  These specialist were current faculty that were trained in how to identify and seek candidates out prior to positions being posted in some cases one or two years out.  The key is to remember that making substantial progress in this area will take time, but with good training and tying efforts to mission progress can be made.