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ESU University-Level Diversity Assessment Page 6
New Hires Measures
FS3 - Number and Percent Under-represented Tenure-Track Faculty New Hires
FS4 - Gender Disparity for Tenure-Track Faculty New Hires
FS5 - Number and Percent Under-represented Tenure-Track Faculty New Hires by
Organizational Unit Students
FS6 – Number and Percent Under-represented Non-Faculty New Hires
FS7 – Gender Disparity for Non-Faculty New Hires
2. New Hires Focus
The next step after attracting a diverse applicant pool is to hire diverse faculty and staff for permanent positions.
Included in this focus are tenure-track faculty and non-faculty permanent staff hiring.
Faculty Staff Table 5. Tenure-Track Faculty New Hires, Academic Years 2003-04 through 2008-09.
Academic Year
White Black/African
American Hispanic Native
American Asian Total Overall Total M F M F M F M F M F M F
2003-2004 6 7 0 0 1 0 0 0 1 0 8 7 15
2004-2005 6 6 0 0 0 1 0 0 1 1 7 8 15
2005-2006 12 13 0 1 1 0 0 0 1 0 14 14 28
2006-2007 9 11 2 4 1 0 0 0 1 3 13 18 31
2007-2008 6 5 1 0 0 0 0 0 1 1 8 6 14
2008-2009 5 2 2 2 0 1 0 0 1 3 8 8 16
Tenure-track faculty positions represent hiring to fill established permanent faculty lines at the University. The
number of positions open each year represents the combination of new faculty lines and faculty separations for
reasons such as retirement and resignation. Faculty Staff Table 5 contains the racial/ethnic and gender detail for
new tenure-track faculty hires. The number of filled tenure-track positions ranged from 14 in Academic Year
2007-08 to 31 in Academic Year 2006-07.
Faculty Staff Table 6. Diversity Scorecard Measure FS3 – Number and Percent Under-represented
Tenure-Track Faculty New Hires.
Measure FS3
2003-04 2004-05 2005-06 2006-07 2007-08 2008-09 2008-09
Number 2 3 3 11 3 9
Percent of Total 13.3% 20.0% 10.7% 35.5% 21.4% 56.2%
ESU University-Level Diversity Assessment Page 7
Diversity Scorecard Measure FS3 is a combination of new tenure-track faculty hires for each academic year
with self-reported under-represented racial/ethnic designations.
The greatest number (11) of under-represented faculty was hired in academic year 2006-2007.
Under-represented faculty comprised the greatest percentage (56.2%) of new tenure-track faculty hires
for academic year 2008-09.
Faculty Staff Table 7. Diversity Scorecard Measure FS4 – Gender Disparity for Tenure-Track Faculty
New Hires.
Measure FS4 2003-04 2004-05 2005-06 2006-07 2007-08 2008-09
Male 53.3% 46.7% 50.0% 41.9% 57.1% 50.0%
Female 46.7% 53.3% 50.0% 58.1% 42.9% 50.0%
Difference (% Male Minus
% Female) 6.7% -6.7% 0.0% -16.1% 14.3% 0.0%
The difference between percent male and percent female tenure-track faculty hired for each academic year was
used as Diversity Scorecard Measure FS4. Although in given years one gender has greater representation than
another, the overall gender balance during the timeframe of interest was only very slightly more female.
There is substantial year to year variability in the gender disparity for tenure-track faculty new hires.
When information for several years of new hires is combined the trend is little or no gender disparity.
Faculty Staff Table 8. Diversity Scorecard Measure FS5 – Number and Percent Under-represented
Tenure-Track Faculty New Hires by Organizational Unit.
Measure FS5 2003-04 2004-05 2005-06 2006-07 2007-08 2008-09
Arts and Sciences
1 (14.3%)
2 (28.6%)
2 (11.1%)
5 (45.5%)
2 (22.2%)
5 (71.4%)
Business and Management
0 (0.0%)
1 (33.3%)
0 (0.0%)
1 (33.3%)
- 1
(33.3%)
Education 0
(0.0%) 0
(0.0%) 1
(33.3%) 3
(42.9%) 1
(50.0%) 2
(40.0%)
Health Sciences
0 (0.0%)
0 (0.0%)
0 (0.0%)
2 (25.0%)
0 (0.0%)
1 (100.0%)
Library 1
(100.0%) - - - - -
Student Affairs 0
(0.0%) 0
(0.0%) -
0 (0.0%)
- -
Due to the specificity of the goal contained in the ESU Diversity Strategic Plan to increase the representation of
faculty members from under-represented populations in all academic departments, the tenure-track faculty new
hire information was further analyzed by organizational unit. Faculty Staff Table 8 above contains the number
and percentage of under-represented new tenure-track faculty hires by organizational unit. No data in a given
ESU University-Level Diversity Assessment Page 8
academic year for a unit indicates there were no positions filled for that unit in that year. Organizational units
were defined based on the departmental assignments as of Fall 2008 for this information. Due to the small
numbers of hires for each organizational unit, there is great variability in percentages from year to year.
The College of Arts and Sciences and the College of Education both had consistent hiring for this
timeframe with a developing positive trend in percentage of under-represented new tenure-track faculty
hires.
The only hire in the Library for this timeframe was an under-represented faculty.
None of the Student Affairs tenure-track faculty during this timeframe were under-represented.
Faculty Staff Table 9. Non-Faculty New Hires, Calendar Years 2003 through 2008.
White Black Hispanic Native
American Asian Total Overall Total M F M F M F M F M F M F
2003 9 9 0 2 0 1 0 0 0 0 9 12 21
2004 15 12 5 5 4 2 0 0 0 0 24 19 43
2005 6 9 8 2 3 1 0 0 0 1 17 13 30
2006 12 12 5 4 2 2 0 1 1 0 20 19 39
2007 9 16 3 5 3 1 0 0 1 0 16 22 38
2008 20 29 8 5 6 7 0 0 1 1 35 42 77
Another portion of the total employee picture is comprised of non-faculty employees. Faculty Staff Table 9
contains the detailed racial/ethnic and gender information for non-faculty hires for permanent positions. The
number of open positions represents a combination of new positions and employee separations. The number of
positions filled varies greatly from year to year.
Faculty Staff Table 10. Diversity Scorecard Measure FS6 – Number and Percent Under-represented Non-
Faculty New Hires.
Measure FS6 2003 2004 2005 2006 2007 2008
Number 3 16 15 15 13 28
Percent of Total 14.3% 37.2% 50.0% 38.5% 34.2% 36.4%
Diversity Scorecard Measure FS6 is a combination of new non-faculty hires for each academic year with self-
reported under-represented racial/ethnic designations.
2003 had the lowest number and percentage of non-faculty hires self-reporting an under-represented
racial/ethnic designation.
Since 2004, the percentage of under-represented new hires has consistently been greater than one third
(33%) of the new non-faculty hires.
The greatest number (28) of under-represented non-faculty was hired in 2008.
Under-represented faculty comprised the greatest percentage (50.0%) of new non-faculty hires for 2005.
ESU University-Level Diversity Assessment Page 9
Faculty Staff Table 11. Diversity Scorecard Measure FS7 – Gender Disparity for Non-Faculty New
Hires.
Measure FS7 2003 2004 2005 2006 2007 2008
Male 42.9% 55.8% 56.7% 51.3% 42.1% 45.5%
Female 57.1% 44.2% 43.3% 48.7% 57.9% 54.5%
Difference
-14.3% 11.6% 13.3% 2.6% -15.8% -9.1% (% Male Minus % Female)
The difference between percent male and percent female non-faculty hired each year was used as Diversity
Scorecard Measure FS7. Although in given years one gender has greater representation than another, the
overall gender balance during the timeframe of interest was only very slightly more female.
There is substantial year to year variability in the gender disparity for non-faculty new hires.
When information for several years of new hires is combined the trend is little or no gender disparity.