BIPOC Faculty Recruitment with Jennifer Latino (EAB)

*Invited Attendees: Faculty and Academic Leaders

October 20, 2022, 2:00 p.m. -4:00 p.m.

ZOOM LINK

Faculty diversity has been slow to change despite decades of calls from student activists. Recently, the Black Lives Matter movement has called particular attention to the low numbers of BIPOC faculty. Not only do faculty demographics lag behind the diversity of our campuses and communities, but students also miss the benefits of learning from faculty with a diverse range of backgrounds.

But as more institutions set diversity goals, competition for the best faculty candidates continues to intensify. As a result, academic leaders must take immediate action to increase the diversity of their candidate pool for faculty searches with changes to job ad language, candidate-facing websites, and interviewing processes. At the same time, colleges and universities also need to think about how to make themselves attractive places to work for BIPOC faculty, including setting up candidates and new hires with mentors who can give thoughtful advice about life at the institution and in the local community. Beyond the search process itself, academic leaders also need to make bigger-picture hiring considerations for their institution, including aligning faculty line allocation strategy with DEIJ goals.

Faculty Affairs Pop-Up Policy Session

Friday, October 21, 1-1:30 p.m.

*Invited Attendees: Faculty and Academic Leaders

Virtual on MS Teams. Participants will receive access details upon registration.

Register Here

The Delphi Center is pleased to partner with the Office of Faculty Affairs to host a new series of “pop-up” policy sessions for UofL faculty. These engaging 30-minute online sessions are intended to increase participants’ awareness of how UofL governance plays into climate and collegiality, with a focus on making connections between institutional policy and faculty culture.

Data collected at UofL from the 2020 Faculty Satisfaction Survey (COACHE) revealed that departmental-level collegiality was an area that presented opportunities for improvement.

In this session, we will explore how the university’s guiding policies and practices—UofL Great Place to Work pillar, the CARDINAL Principles, and the Faculty Accountability Policy—hold us all responsible for creating a diverse and inclusive work environment that promotes a culture of mutual respect with integrity, transparency, and accountability.

Participants will have the opportunity to identify behaviors and strategies that individual faculty can exhibit in contributing to making UofL a Great Place to Work at the unit level and beyond.

After attending this session, you will be able to:

1. Identify institutional policies and practices designed to promote a culture of mutual respect and collegiality at UofL
2. Reflect upon findings from the 2020 Faculty Satisfaction Survey (COACHE) related to department-level collegiality
3. Discuss and share behaviors and strategies that individual faculty can exhibit to foster a culture of mutual respect and collegiality at the department level

Faculty Service Recognition

On April 25, 2023

The university honored 54 faculty with a total of 1,735 years of service. We gathered at the PNC Club for a night of celebrating the tremendous accomplishments of our faculty’s, hard work, dedication, talent, and passion. The president and provost honored those with full-time continuous service ranging from 25 to 60 years of service. It was truly an amazing show of commitment to our institution. Please enjoy some of the images from our evening. Photos: https://www.flickr.com/photos/uofl/albums/72177720307831047

EAB presents: BIPOC Faculty Retention, Career Advancement and Polices

May 11, 2023 in person, BAB Room 128

Underrepresented minority faculty represent only about 12% of tenure-track or tenured faculty, a number that has increased by just one percentage point in the last five years. Since faculty are overwhelmingly white, many institutions are implementing diversity recruitment strategies like inclusive job advertisements and cluster hiring.

While recruitment is challenging on its own, equally as challenging is retaining BIPOC faculty after their arrival, especially as they advance in their careers. BIPOC faculty job satisfaction can worsen due to unequal or invisible workloads or tenure denials. In response, progressive institutions are addressing this structural challenge with a structural solution: revising tenure and promotion (T&P) policy.

Our research revealed a notable shift in criteria and policy to reflect DEIJ-related contributions. After many years of not acknowledging efforts like community-based research and BIPOC student/faculty mentorship, institutions are beginning to reward these contributions, improving the tenure and promotion odds for BIPOC faculty.

In this session, we will discuss how institutions are addressing the policies that matter for BIPOC faculty retention. We’ll emphasize the importance of designing promotion, tenure and workload policies that promote equity and career advancement.

For questions and concerns, please contact:
Kimberly Goughler
Assistant to the Provost for Faculty Affairs
kimberly.goughler@louisville.edu , O: 502.852.6720, M: 502.435.7705