Faculty Diversity Plan

Presented by Provost Peter Lange in January 2005

 

1. The Provost, with the approval of the Executive Committee of the Academic Council, will form and charge a standing committee composed of faculty and administrators to advise the Provost on issues of faculty diversity, and to review unit efforts to recruit and retain women and minorities.  This committee of 8 - 10 members will meet at least twice a year, and a subgroup of the committee will meet more frequently with administrators (Provost, Vice Provost for Academic and Administrative Services, selected Deans).  In the first year, this committee will evaluate every unit by using pool data that have already been collected, as well as collecting any additional needed data (e.g., by interviews with department chairs).

 

2. The Office of Institutional Research will repeat the data collection process outlined in the Women's Faculty Development Task Force Report every other year and combine with data traditionally presented in the yearly Black Faculty Strategic Initiative Report.  A report will be issued in alternate years with the salary equity study.

 

3. Deans of the schools, or their academic dean designees, will conduct exit interviews on all departing faculty (tenure track and POPs), with the exception of retirees.  The interview protocol from Johns Hopkins will be used for this purpose.  Results will be submitted to the Office of the Provost by June 30^th.

 

4. The Provost's Office and the Standing Committee will review the annual documentation provided by the Deans on the number of women and minorities in the applicant and finalist pools of faculty searches.

 

5. Each Dean will established a well thought out and clearly articulated mentoring process for faculty and for graduate, professional, and postdoctoral students with interests in entering the professoriate.

 

6. The Deans will develop mechanisms to improve recognition of faculty women and minorities as distinguished chairs, and as recipients of awards and honors from professional societies.

 

7. Through group meetings and one-on-one sessions, the Provost will provide ongoing leadership and encouragement to Deans and Department Chairs regarding diversity goals.

 

8. The Provost's office and the Standing Committee will collect and publicize examples of successful Duke programs for building pipelines for minorities.

 

9. Through the provision of funds to support grassroots networking activity of women faculty, the Provost's Office will facilitate the development of their personal and professional connections that cross-departmental boundaries.

 

10. The Provost's Office will provide central financial support for the new faculty diversity initiative, with up to $1 Million of funds per year to enhance the strategic hiring of women and minority faculty.