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2. New Hires Focus New Hires Measures · New Hires Measures ... Non-Faculty New Hires 2. New Hires Focus ... Assessment Page 7 Diversity Scorecard Measure FS3 is a combination of

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Page 1: 2. New Hires Focus New Hires Measures · New Hires Measures ... Non-Faculty New Hires 2. New Hires Focus ... Assessment Page 7 Diversity Scorecard Measure FS3 is a combination of

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%

Page 2: 2. New Hires Focus New Hires Measures · New Hires Measures ... Non-Faculty New Hires 2. New Hires Focus ... Assessment Page 7 Diversity Scorecard Measure FS3 is a combination of

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

Page 3: 2. New Hires Focus New Hires Measures · New Hires Measures ... Non-Faculty New Hires 2. New Hires Focus ... Assessment Page 7 Diversity Scorecard Measure FS3 is a combination of

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.

Page 4: 2. New Hires Focus New Hires Measures · New Hires Measures ... Non-Faculty New Hires 2. New Hires Focus ... Assessment Page 7 Diversity Scorecard Measure FS3 is a combination of

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.