Last year, we set a goal to increase underrepresented minority (URM) faculty by 5% over the next five years. When we set this goal, we knew it would be a high bar to reach—and that it will likely take the whole five years to get there. While the numbers have fluctuated in a number of identity categories, it is worth noting the increase of 6 FTE Black/African American faculty members as a significant step forward in diversifying the College’s faculty. While our faculty diversity is still far from where we would like it to be, the College’s work with Path to Distinction and intentional use of exit interviews are steps in the right direction to increase our diversity over time.
The CLAS DEI Committee will continue to engage in conversations regarding how to increase faculty diversity and seek creative solutions to become more diverse, equitable, and inclusive. We encourage departments to do the same when they reflect on hiring and retention practices, as all members of the college must engage in this work for us to see real change at the college level.
URM* Faculty Total** *American Indian/Alaska Native, Black/African American, Hispanic/Latinx **Total includes all represented groups
CLAS Faculty by Reported URM Status, 2020 and 2021
Tenure, Clinical, and Instructional Track
0
100
200
300
400
500
600
700
800
900
1000
792 Total
2021
74 9.3%
779 Total
72 9.2%
2020
13
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