Transcript Diversify Faculty Hiring-DEHPD Conference 1-30-16

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Diversify Faculty Hiring:
Improve Success for Students of Color
Betty Williams
Kimberly McRae
John Martinez
Vik Bahl
DEHPD Conference
Bellevue College
January 30, 2016
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Opening Activity
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
Introductions
Remember when….
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1. Historical Context
2. Cognitive Dissonance
3. 1954 Brown vs. Board of Education: The Un-intended
Consequences
Thousands of Teachers Lost Their Jobs
The De-centering of a Community
Present Day Effects
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4. Your Educational Journey
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Resources
 Annotated
Bibliography
Pie Charts of
Community
and Municipal
Demographics
Fall 2014 Data
Washington State & Seattle
2014 WA State Population
10%
4%
Asian Pacific
Islander
1%
African American
Asian Pacific
Islander
14%
Native American
12%
African American
8%
1%
3%
70%
2010 Seattle Population
Latino
Other
White
Total: 7,062,000
7%
69%
Native American
Latino
1%
Other
White
Total: 608,660
Bellevue College
Fall 2014 Bellevue CC
Students
Fall 2014 Bellevue Full Time
Faculty
Asian Pacific
Islander
14%
African American
24%
2%
3%
Native American
13%
1%
1%
Other
Native American
Other
78%
White
White
3%
Total: 10,727
African American
Latino
Latino
6%
53%
2%
Asian Pacific
Islander
Total: 185
Bellevue College
Fall 2014 Bellevue CC
Students
Fall 2014 Bellevue Part Time
Faculty
Asian Pacific
Islander
13%
African American
24%
Latino
6%
13%
1%
African American
Native American
Latino
Other
79%
White
1%
3%
0%
Native American
53%
4%
Asian Pacific
Islander
Other
White
3%
Total: 10,727
Total: 400
Highline Community College
Fall 2014 Highline Students
Fall 2014 Highline Full Time
Faculty
Asian Pacific
Islander
23%
29%
African American
Asian Pacific
Islander
16%
African American
Native American
Latino
19%
5%
0%
7%
Other
68%
22%
Native American
9%
0%
Latino
Other
White
2%
Total: 7,096
White
Total: 160
Highline Community College
Fall 2014 Highline Students
Fall 2014 Highline Part Time
Faculty
Asian Pacific
Islander
23%
29%
African American
12%
0%
5%
Native American
2%
0%
Latino
19%
5%
22%
2%
Total: 7,096
African American
Native American
Latino
Other
White
Asian Pacific
Islander
Other
81%
White
Total: 209
Everett Community College
Fall 2014 Everett Students
Fall 2014 Everett Full Time
Faculty
2%
Asian Pacific
Islander
12%
4%
3%
6%
African American
63%
Latino
Total: 6,094
White
Asian Pacific
Islander
Native American
Latino
Other
3%
0%
African American
Native American
15%
1%3%
Other
88%
White
Total: 123
Everett Community College
Fall 2014 Everett Students
Fall 2014 Everett Part Time
Faculty
Asian Pacific
Islander
12%
4%
3%
4%
African American
63%
Native American
Latino
Latino
Other
3%
Total: 6,094
White
Asian Pacific
Islander
African American
Native American
15%
2%
0%2%
0%
Other
92%
White
Total: 197
Spokane Community College
Fall 2014 Spokane Students
6%
4%
Fall 2014 Spokane Full Time
Faculty
Asian Pacific
Islander
4%
3%0%
1%2%
0%
African American
6%
3%
African American
Native American
Native American
Latino
77%
Total: 8,360
Latino
Other
White
Asian Pacific
Islander
Other
94%
Total: 224
White
Spokane Community College
Fall 2014 Spokane Students
6%
4%
Fall 2014 Spokane Part Time
Faculty
Asian Pacific
Islander
4%
1%
0%
2%0%
0%
African American
6%
3%
African American
Native American
Native American
Latino
77%
Total: 8,360
Latino
Other
White
Asian Pacific
Islander
Other
97%
Total: 290
White
Yakima Valley Community
College
F 2014 Yakima Valley
Students
F 2014 Yakima Valley FT
Faculty
2%
2%
2%
0% 2%
Asian Pacific
Islander
4%
8%
African American
39%
52%
0%
African American
Native American
Native American
Latino
Latino
Other
Other
88%
1%
Asian Pacific
Islander
White
White
Total: 4,457
Total: 124
Yakima Valley Community
College
F 2014 Yakima Valley
Students
2%
2%
Asian Pacific
Islander
4%
F 2014 Yakima Valley PT
Faculty
0% 1% 0%
11%
African American
39%
52%
1%
Total: 4,457
0%
Asian Pacific
Islander
African American
Native American
Native American
Latino
Latino
Other
Other
White
88%
Total: 170
White
Seattle District Colleges
Fall 2014 Seattle District
Students
Fall 2014 Seattle District FT
Faculty
Asian Pacific
Islander
19%
Asian Pacific
Islander
15%
African American
African American
8%
Native American
49%
16%
4%
10%
2%
Total: 15,906
Latino
8%
Latino
Other
Native American
1%
68%
0%
Other
White
White
Total: 319
Seattle District Colleges
Fall 2014 Seattle District
Students
Fall 2014 Seattle District PT
Faculty
Asian Pacific
Islander
19%
Asian Pacific
Islander
11%
African American
7%
Native American
5%
49%
16%
Latino
Other
4%
10%
2%
African American
1%
Native American
0%
Other
76%
White
Total: 15,906
Latino
White
Total: 710
WA State Supported Students
Fall 2014 WA State Students
Fall 2014 WA State FT Faculty
Asian Pacific
Islander
12%
7%
African American
8%
3%
60%
15%
3%
2%
4% 0%
Asian Pacific
Islander
African American
Native American
Native American
Latino
Latino
Other
Other
84%
2%
White
Total: 155,480
White
Total: 3,572
WA State Supported Students
Fall 2014 WA State Students
Fall 2014 WA State PT Faculty
Asian Pacific
Islander
12%
5%
3%
1%
4%
0%
Asian Pacific
Islander
African American
African American
Native American
Native American
Latino
Latino
Other
Other
8%
3%
60%
15%
2%
White
Total: 155,480
87%
Total: 5,924
White
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DEHPD – Diversity and Equity in Hiring
and Professional Development
DEHPD (Diversity & Equity in Hiring & Professional Development) is a coalition
comprised of employees from the 34 community and technical colleges (CTCs) in
Washington state, serving approximately 400,000 students annually. DEHPD
was formed in 2014 in order to respond to the low numbers of faculty,
administrators, and staff of color and other underrepresented groups throughout
the CTC system. Closing the demographic disparities between employee
diversity and our student populations (as well as communities in our service areas) is
crucial for the improved success of students of color and other under-represented
groups.
DEHPD brings together the experiences, expertise, and commitments of
stakeholders at multiple colleges in order to develop collective analysis and
proposals to address structural racism, unconscious bias, and other forms of
exclusion with regard to the hiring process and professional development
opportunities, among other aspects of institutional diversity, equity, and inclusion.
DEHPD has identified "14 Steps in the Hiring Process," including barriers and best
practices for each step. DEHPD is also collaborating to develop system-wide
programs for the recruitment and mentoring of under-represented faculty, along
with curriculum development and cultural competency training through a diversityequity-inclusion lens. Racial equity and accountability to the needs and aspirations
of the increasingly diverse communities in WA state are not possible without placing
the hiring practices of the CTCs at the center of our efforts.
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Aspects of Diversity & Equity
 Identity
(self-identification)
 Personal Experiences
 Cultural Competencies, KSAs
 Subject Matter Expertise (from academic
training and extensive experience rather
than from a few trainings and workshops)
 Represent and Be Accountable to
Communities
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Disaggregate Diversity
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Specify which communities of color based on
historic underrepresentation AND ongoing
marginalization
Intersectionality: which additional identity
categories may be most relevant ALONG with
race? (Gender, disability, sexuality, class, etc.)
Discipline-specific and department-specific
needs assessment (e.g., Sociology vs. Physics,
etc.)
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Assessment of Needs for Positions
 Essential
Job Duties
 Secondary duties (e.g., Advising)
 Assess existing cultural competencies in a
department
 Student achievement or service gaps
 D2S2: Departmental Diversity Self Study
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Interview Process
 Hiring
committee composition
 Interview questions
 Rating guide
 Teaching demonstration
 Committee culture and climate
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Appointing Authority
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Require each department seeking a new or
replacement position to do a needs assessment
based on student success data, demographics of
service area, and already-existing representation,
cultural competencies, and expertise within the
department.
Review all job announcements for diversity-equity
elements.
Require diversity in the pool at each stage:
application, interview, finalist
Be willing to cancel or re-open a search
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Adjunct Faculty Hiring:
Pipeline
 Demographics
 Priority
Hire / In-File
 Diversity & Equity in Adjunct Hiring Process
 Cultural Competencies
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Underrepresented Adjunct Faculty
 Mentoring
 Professional
Development
 Multi-college opportunities &
collaboration
 Visiting scholar positions
 Release time and reduced load
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Faculty Retention and Support
 Mentoring
 Professional
Development
 Tenure
 Campus
climate
 Community relations
Seattle Colleges and AFT Seattle MOU
Signed January 2015
We
are jointly committed to
ensure that there are no internal
barriers in our collective
bargaining agreement, hiring
practices and systems, bias or lack
of cultural sensitivity by search
committees, etc.
• Relevant provision in the
Collective Bargaining
Agreement will be updated to
include expectations that
committee members reflect the
diversity of our community
including race/ethnicity and
other protected categories;
cultural competency will also
be a factor in putting together
search committees
Additional Goals of the MOU:
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Cultural competency/systemic bias training for all
faculty on a continuing basis
Search Advocacy training for faculty wishing to
serve on committees
Outreach and recruitment strategies aimed at
increasing diverse candidate pools
Provide necessary resources to support process
changes, including stipends and other
compensation considerations
Collaboration with the respective campus
Diversity Directors in support of positive
onboarding and retention initiatives for newly
hired faculty, with a focus on faculty of color
Search Advocacy –
based on OSU Model
Creating effective search committees
 Membership of committee includes intentional diversity
of group, with expectation of race/ethnicity diversity,
cultural competency skills of members, and inclusion of
other aspects of protected classes as is possible
 Training and resources provided to the committee to
create a process of reflection regarding the impact of
unconscious bias in the hiring process
 Tools and resources to create more effective job
announcements, advertising outreach, evaluation of
candidates and the interview process
 Include a well trained Search Advocate to participate
in the committee to encourage reflection about
unconscious biases throughout the search
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Job Descriptions
Think/pair/share based on a possible position in
your department:
 What is an example of a cultural
competency, skill or expertise that would
benefit underrepresented students, but may
not appear to be perceived as essential to
teaching in your field?
 Come up with language for a minimum or
preferred qualification for that desired
cultural competency, skill or expertise.
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Thanks for coming!
 Contact
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Information:
Vik Bahl, PhD, Green River College Faculty [email protected]
John Martinez, MA, Seattle Central College
Faculty – [email protected]
Kimberly McRae, MEd, Seattle Central College
Faculty – [email protected]
Betty Williams, MSW, North Seattle College
Faculty – [email protected]