Institutional, state, and federal actions to increase faculty diversity¶

Strategy · All strategies
Evidence · no claims cited

Description¶

The report recommends a multi-level action set: institutions should develop specific targets for increasing Black and Latino faculty, increase recruitment and retention funds, create opportunities for students to connect with faculty with shared identity, align policies with diversity goals, and improve campus racial climates. States should include faculty diversity in strategic planning, rescind affirmative action bans, and prioritize funding for minority-serving institutions. Federal actors should increase funding for research pipeline programs such as TRIO, Upward Bound/McNair Scholars, and Title III-B grants.

Design Implications¶

Context¶

Requirements¶

• Alignment of institutional mission, goals, and policy implementation with faculty diversity initiatives; funding for recruitment, retention, and campus climate work

Constraints¶

• The federal government "has no formal role in promoting faculty diversity in higher education", so federal leverage comes through executive orders and funding; affirmative action in admissions is banned in nine states

Target Learners¶

• Black and Latino undergraduate and graduate students
• aspiring faculty of color
• current faculty of color

Target Learning Goals¶

• increasing faculty diversity
• improving persistence and completion for students of color
• building inclusive campus climates

Related Strategies¶

• Four actions for campus leaders and policymakers to increase Black student access at selective private institutions: develop recruitment strategies, assess and improve campus racial climates, leverage federal accountability, and increase accreditor accountability.
• Ten strategies for advancing race-conscious higher education policies
• Six state-level strategies for increasing the racial diversity of the educator workforce
• Invest in retention efforts for teachers of color that improve working conditions and provide personal and professional growth opportunities
• Underwrite comprehensive preparation, improve teaching conditions, raise compensation, and expand induction to retain teachers of color
• Invest in recruiting and retaining a diverse, EL-qualified educator workforce through bilingual teaching pathways
• State and federal policy recommendations: recruit and prepare more candidates, retain new teachers through early-career mentoring, and improve working conditions

Examples¶

• Faculty diversity pipeline programs (State Doctoral Scholars Program, STRIDE, California Pre-Doctoral Program): named pipeline programmes (SREB State Doctoral Scholars, FIU STRIDE, UC Pre-Doctoral) the report cites

Key Sources¶

• Jinann Bitar, Gabriel Montague, Lauren Ilano. (2022). Faculty Diversity and Student Success Go Hand in Hand, So Why Are University Faculties So White? The Education Trust. https://eric.ed.gov/?id=ED626440