Faculty Diversity Benchmarking Analysis- Southern Illinois University Brianna Addis Brian Skaggs

Faculty Diversity Benchmarking Analysis- Southern Illinois

University

• Brianna Addis• Brian Skaggs

• Rachel Scheuneman• Shanique Brown

Best practices literatureUniversity best practicesSIUE’s diversity initiativeRecommendationsWebsiteConclusion and Questions

Overview

Importance of Diversity

“diversity efforts in the workplace facilitate the exchange of new perspectives, improve problem solving by inviting different ideas, and create a respectful, accepting work environment, all of which make good business sense” – IPMA/NASPE Benchmarking Committee

Mind set of the organization

Climate of the organization

The different perspectives people bring to an organization due to race, workplace styles, disabilities and other differences

United Nations Expert Group Meeting on Managing Diversity in the Civil Service

Focus of Diversity Management

Diversity Best Practices

Formal process contained in laws, rules or procedures

Efforts are primarily decentralized with a central governing body

Diversity training to workforce

Utilize workforce data to compare statistics reported within the civilian labor force

United Nations Expert Group Meeting on Managing Diversity in the Civil Service

Diversity Best Practices

Use of affirmative action efforts through law, executive order or other mandates

Establishment of review committee for developing policies

Link recruitment, development and retention strategies to organizational performance

Incorporation of diversity competencies into management systems for accountability of results

United Nations Expert Group Meeting on Managing Diversity in the Civil Service

Diversity Best Practices

Strong support from top management

Diversity link to strategic planning process

Diversity identified as core value

Diverse representation in top management

Diversity orientation for new employeesASAE’s Diversity Committee

Diversity Best Practices

Diverse speakers at group meetings

Mentoring, scholarship or other programs to support the participation of under-represented groups

Remove offensive images from publications

Include culturally diverse pictures in publications

Provide list of resources for exploring diversityASAE’s Diversity Committee

U.S. GAO’s Best Practices for Organizational Diversity

1. Top Leadership Commitment 2. Diversity as Part of an Organization’s Strategic Plan3. Diversity Linked to Performance 4. Measurement 5. Accountability 6. Succession Planning 7. Recruitment 8. Employee Involvement9. Diversity Training

Recruitment and Hiring

Promotion and Career Advancement

Alternative Dispute Resolution

Management Accountability

Human Factors

Incorporating Diversity into an Organization

Organizational Frames

Diversity Audit

Benefits of AuditPerspective base of Quantitative and

Qualitative DataEnables Systematic Analysis of Root CausesStaff Setting the Stage for Needed Change

Diversity Best Practices

Tenured Faculty Diversity InitiativeTDFI committeeApplicants

Previously worked with minority students and faculty

Commitment to promoting diversityAssessmentIncreased funding

Proposals for groups of candidates Accepted every year

Criteria established for proposals

In addition to an ongoing diversity initiativeOffice of Institutional

Diversity and Equity

President’s Faculty Diversity Cluster Hiring Initiative

Developed after previous failed and successful programs

Recruitment and retention

Focus on professional schools

Faculty Survey

Research women faculty issues

10-Point Plan

Faculty Diversity Task Force

Hofstra University Distinguished Speaker Series

Faculty Exchange agreement

Diversity Training

Funding opportunities for research and scholarship promoting diversity

College Task Force on Faculty Diversity

College Diversity Fellowships

Develop a College Faculty View book for use in recruitment.

Ensuring all colleges within UNCG follow the diversity initiative.

Preparing for an increase in diversity focus.

The faculty diversity at SIUE is smaller than the general population.

The initiative to increase faculty diversity was put into place.

The initiative to hire more diverse faculty is qualitative, not quantitative.

Initiative started by the Office of the ProvostCreated the Office of Institutional Diversity and

InclusionAims to improve Diversity at SIUE.

University Diversity Council formed.

Problems

Trying to change the culture that has been created.The overall SIUE hiring procedures have little

concern with diversity. Has been this way for a long time.Since they are changing that, it is difficult for

some people to change their thinking of the hiring format.

Trying to coordinate the different efforts.-These include efforts from the Education department, the Office, the Council, and a combination of all three.

Trying to distinguish between talking about good ideas and trying to implement themThey have good ideas and recommendations,

they just haven’t all been carried out yet.

A minor problem is funding.Only becomes a problem when it deals with

salaries or the current state of SIUE’s finances.Funding is set aside by the Provost for

university initiatives.

The initiative has started to change the way people think and act about diversity at SIUE.

The Education Department has the ‘Faculty in Residence’ program.

The Diversity Education Project The student group, ALSO.

Successes

RecommendationsRecruitment

Establish ties with HBCUs

Conferences at SIUE

SelectionCluster hiringSpecific funding

available for new departmental hires

RetentionOrganizational framing

Diversity auditDiversity training

Mentoring program

Recommendations

Consensus of Different Diversity GroupsLines of Communication Coordination of ActivitiesCreation of Panel

Conducting a Diversity Audit Uncovering the University’s Organizational

Framework Steps SIUE should take

Recommendations

Goal-settingS.M.A.R.T. goalsQuantitative goalsDeadlines

Recommendations

Needs assessment for cultural competence Design and administer training

IO Psychology consultantAccountability of resultIO student project

Recommendations

Sub- committees to bridge the gap between desired and achieved goalsHR and other departments

Recommendations

Summary

Questions?

Website

Conclusion