FACULTY
It is critical to analyze and focus our efforts on the movement of the faculty through tenure rather than the year-to-year changes in demographics. See Faculty Appendix C. There are three measures that should be the focus on our efforts to diversify the faculty: • Hiring: Historically at Dietrich, 88% of hiring has taken place at the assistant professor level. • Promotions: This is an important way to analyze the success of faculty within Dietrich. • Exits: Departures from Dietrich are relatively infrequent with fewer than 3% of tenure-track faculty leaving the institution each year. Though small, this metric offers an opportunity to evaluate how Dietrich can improve. The lowest panel provides statistics for assistant professors. Averaged over four years, Dietrich has 30 assistant professors, 27% of whom are female and 10% URM. During this time, 5.25 assistant professors were hired each year, 24% of whom were female and 5% were URM. This data implies that hiring at the assistant professor level decreased diversity at that level. In addition, less than one assistant professor (0.75) left their position per year, of which 67% were female and 0% URM. It is worth comparing the Dietrich tenure-track faculty demographics to those of CMU tenure track 1 over the same period. While female representation for Dietrich at full professor (33%) and tenured associate (43%) is higher than CMU (19% and 32%), the untenured rank of female representation at Dietrich is on par with CMU (0% and 27% Dietrich versus 25% and 27% CMU). For URM faculty, Dietrich has higher representation for all levels except for full professor (10%, 17%, 11%, 3%) compared to CMU (9%, 6%, 7%, 4%). This data informs our understanding of the current state of faculty at Dietrich College. It also offers opportunities to improve diversity in faculty by: • focusing on creating opportunity by assuring diversity in applicant pools for hiring at the assistant professor positions, • creating opportunity by assuring diversity in applicant pools for full professor positions, and • examining ways to retain female faculty. Using promotion and exit data in the Dietrich College for FY2014 to FY2017, it is possible to project tenure-track faculty representation for percent female (Figure 2) and percent URM (Figure 3) in 50 years.
Figure 2. Projections for female tenure-track faculty in Dietrich
1 See the Babcock/Chow report for the CMU statistics over the same time period.
DIETRICH COLLEGE DIVERSITY, EQUITY AND INCLUSION PLAN
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