Minority Equity Websites

 

 

Equity and Diversity

  1. University of Iowa (PDF) (gender equity report- workplace culture)

    This report analyzes the reasons for fewer women to reach full professorship and includes several recommendations to remedy this deficiency. Salary concerns and other equity issues are also addressed, as are recommendations for solutions. This report, while heavy on statistics, provides good information for other universities to increase their representation of women in the workplace.

  2. American Council on Education (access and equity for women and minorities)

    This site provides links to articles and studies regarding equality in the workplace.  Also included are awards that are minority specific.  This seems to be a good resource for keeping up with current trends and statistical findings that relate to minorities in education.

  3. Association of Colleges and Universities-Diversity Web (diversifying the faculty-examples on how to do it and why it is so important- women and minorities)

    This article introduces some ideas about why diversity is so important in the education field and provides supporting statistical evidence as to how desperate the situation is.  However, the article does not go as far as to discuss specific ways in which to increase the number of women and minorities in the workplace other than to say that aggressive recruitment strategies are needed.

  4. University of Utah (PDF) (report on diversity -with recommendations on improving diversity- including section from the history dept experiences) 

    This report analyzes the state of U of U departments and is very school specific.  However, the last third of the report compares U of U to other schools and introduces various initiatives for increasing minority faculty.  Questions that the study used are included at the end of the report.  This could be useful for other institutions to look at their own departments, conduct similar studies, and come up with action items to address diversity.

  5. College Board (PDF) (Resource for Increasing Latino Participation in Higher Education)

    This is an incredibly comprehensive and useful report regarding engaging Latino students in schools and increasing their success.  It does not specifically address recruitment and retention of Latino faculty members, however one could argue that the increased success of Latino students would create a larger pool of qualified Latino faculty down the road.  This is an interesting report with a lot of good information.

  6. The Institute on Teaching and Mentoring

    Links to The Compact for Faculty Diversity, which is a partnership of regional, federal and foundation programs that focus on minority graduate education and faculty diversity.  The Compact has a simple goal: to increase the number of minority students who earn doctoral degrees and become college and university faculty and diversify the pool of qualified faculty candidates.  Site has links to their partnerships and their affiliates.

 

Recruiting and Hiring

  1. Berkeley (staff equity services-affirmative action, Equal Employment Opportunity and Diversity)

    This site has information for both staff and managers regarding equity in the workplace.  Plans for affirmative action, statistics and all statements regarding equity are included on this site.  The ease of use and compilation of all of these documents on one site increase the transparency of Berkeley’s programs.  They should also be helpful for other departments or institutions in creating an EOE environment.

  2. University of Maryland (Old report but may be useful)

    This report is from 1989 and, while hopefully the statistics presented are a bit better, the overall message is the same: minority faculty members often have different experiences in the workplace than do their white colleagues.  This report addresses these differences and suggests ways in which a department or institution might alleviate these differences and move more towards equality in the workplace.

  3. Northwestern (PDF) (retention/recruitment)

    This site provides a list of tangible action items to help to recruit and retain minority and female faculty.  There are some good ideas and, although some are Northwestern specific, many can be put into practice at other institutions.

  4. University of California, Riverside (PDF) (recruitment toolkit)

    This site links to a recruitment toolkit for deans of educational departments, with particular focus on diversity and EOE.  Good suggestions for best practices and appropriate steps throughout the hiring process.

  5. University of Dayton (PDF) (recruitment resources for diversity)

    This site has an extensive list of links of resources for minority recruitment.  Great way to make sure that job announcements are available to professional minority groups.

  6. Organization of American Historians (minority recruitment report)

    This report provides a lot of data (albeit from a decade ago) regarding minorities in the workplace.  It is history department specific, and compares history departments to other academic departments.  Also provides many suggestions for increasing minority representation within the historical field specifically.

  7. Florida International University (PDF) (Tips for recruiting minority and women faculty)

    A good checklist for how to approach recruitment and hiring of women and minority faculty.  Addresses some good advice regarding “trailing spouses” and opportunities beyond salary.

  8. Virginia Commonwealth University (PDF) (strategies for successfully recruiting a diverse faculty)

    This report includes a lot of good information regarding step-by-step instructions for recruiting and retaining minority employees.  Also provides a great process for screening candidates.  Should be a useful tool for those working to increase diversity in their own department.

  9. Iowa State University (PDF) (taskforce report on the retention and recruitment of women and minority faculty)

    This report has good, specific suggestions for increasing minority representation on the faculty including a focus on education for department heads on the importance of diversity.  A bit school specific, but the recommendations could be amended to benefit any institution.

  10. Texas Tech University ( history specific)

    This links to the strategic plan of Texas Tech University and their number one goal is to increase minority representation both in faculty and in the student population.  There are clear action items laid out in order to achieve this goal and may be useful to others looking to the same goal.

  11. Office of Equal Opportunity Programs (Can also be found as a power point presentation and geared towards search committees)

    This page has good ideas about appropriate outreach sources for job announcements in minority communities.  Also has advice about transparency in the job hiring process and recommends keeping documentation of all good faith procedures.  Only a very brief section on retention.

  12. American Psychological Association ( Advice for candidates on the negotiation process)

    This site, while not minority specific, explains very well the kinds of negotiation factors that a new hire should keep in mind and address if needed.  Knowledge of these issues upfront helps candidates judge the feasibility of the job offered to them and may help decrease the number of resignations for preventable reasons down the road.

  13. Brooklyn College (PDF)

    Brooklyn College’s Diversity and Inclusion Plan for hiring faculty.

 

Teaching Duties

  1. American Council on Education (access and equity for women and minorities)

    This site provides links to articles and studies regarding equality in the workplace.  Also included are awards that are minority specific.  This seems to be a good resource for keeping up with current trends and statistical findings that relate to minorities in education.

 

Mentoring

  1. University of Maryland (mentoring- not female/minority specific)

    This report has a lot of information about the mentoring program at UMD.  Very little is said about women or minority groups, other than it is especially important for them to have mentors, as their workload is often heavier because students from the same underrepresented group often seek their guidance.  This is a thorough and useful report with clear policies regarding mentorship.

  2. Penn State (PDF) (best and worst practices mentoring minorities)

    This is a presentation-style site regarding appropriate responses to challenges that minority faculty face in the workplace.  It provides some examples of these challenges and is a bit kitschy, but may be useful for someone looking to increase awareness of diversity issues.

  3. National Education Association (minority mentoring)

    This article discusses mentoring for minority students and faculty.  It is brief and a bit too general, but is a good starting point for those interested in getting ideas for a mentorship program.

  4. Organization of American Historians ( report on minorities within the history field- suggestions on how to improve)

    This series of articles includes information about minority historians from various perspectives, including those of department heads and minority faculty themselves.  The findings bring to light many concerns that both parties have about the situation and suggestions on various ways to alleviate them.  Very informative and useful.

  5. University of Indiana - Bloomington (PDF) (report on minority faculty- solutions to improve including—strategic hiring, mentoring, salary, etc)

    This is a comprehensive report on how the University of Indiana – Bloomington has approached the issue of minority faculty representation and it makes recommendations for other institutions as well.  It seems to be a good tool when planning a proactive stance to hiring and retention of minority faculty.

  6. University of Michigan- Rackham Grad School (PDF) (A guide for mentoring- for grad students)

    This is a guide to a mentoring program for graduate students.  It includes not only ethnic and gender diversity but also religious, sexual orientation and social differences.  Although it is primarily for students, insights into issues that may affect professionals can also be gleaned from this report.

  7. Duke University (best practices for mentoring with specific responsibilities for various levels of faculty)

    This report has specific responsibilities for each member of a departmental team regarding faculty mentoring.  The mentorship program described is not exclusively for any one group or exclusively for minorities, but is designed to be effective for all junior faculty.  The most useful part of the report seems to be the checklist of responsibilities towards the end.

  8. University of Rhode Island (DOC)

    This is a good guide for establishing a mentorship programs and it recognizes the importance of such a program for junior faculty members.  It includes information for both mentors and mentees, which helps make the program’s goals more clear.  Good, clear, comprehensive guide to a mentorship program.

  9. University of California, San Francisco

    This report is very school specific, naming certain people as resources for the program, but it also includes a lot of good information regarding the program, its goals, and suggestions for activities and plans for mentorship meetings.  A lot of practical, applicable advice on how to make the most of a mentoring experience.

 

Community Service

  1. University of Massachusetts (site may be useful in giving examples of ways to create events that enhance a more diverse campus community)

    Geared towards students, this site provides a list of resources for getting involved in minority groups and communities.  I’m not sure how useful it would be, since it is school specific, but many schools have similar organizations that someone could get ideas for from this list.

 

Professional Development

  1. National Education Association (professional development program for minorities)

    This article discusses mentoring for minority students and faculty.  It is brief and a bit too general, but is a good starting point for those interested in getting ideas for a mentorship program.

  2. University of Michigan (Alliances for Graduate Education and the Professoriate – promotes professional development for minorities—intended for science but could be useful example for any field)

    This site describes an alliance of students from four institutions to provide support and encouragement for minority students.  The most useful part of the site is a very extensive list of graduate internships for minority students.  The site is student-specific, but has some good information.

  3. Indiana University

    This article describes a program at Indiana University that hosted and recruited minority faculty and saw real results.  The importance of support from the institution is clear here, as this program dissolved after institutional support declined.  The article is an interesting read and is an example of the results that can be produced when real effort is made into recruiting minority faculty.

  4. University of Washington (PDF)(Might be too school specific)

    This site just lists the different departments of U of W and the requirements of TAs.  I don’t think it is very useful for anyone outside of that school.

  5. University of Wisconsin-Madison

    This site details a faculty development plan and lists various opportunities for faculty to expand beyond their normal range of responsibilities.  Something like this would be very useful for other institutions to make clear what options faculty have to get more involved in the campus community and professional development.

  6. CAL State (PDF) (Focus on minority and faculty service)

    This report is about tenure track information and, specifically, experiences of women and minorities.  It is an interesting report that seems to have been required by the California government in order to audit, in a way, the policies and procedures of California universities.  However, the fact that this report was required by the government, coupled with the almost defensive language therein, leads the reader to consider any biases in the data and/or compilation of this information.

  7. Campus Compact (Site recognizing best practices and model programs –for incentive purposes perhaps)

    This site lists several schools that serve large numbers of minority students and describe how they encourage success in education for those students.  There are many great ideas in the descriptions that can be instituted at other schools with the same goals.

  8. University of Wisconsin (Minority issues bibliography)

    This site is a bibliographic list of resources pertaining to minority issues and campus climate.  Not specifically relating to minority issues, but still a good resource for further reading.  The list includes web sources, books, articles and reports.

  9. Texas Collaborative for Teaching Excellence (Teaching strategies and ‘active learning’/ might link up with CGS as part of professional development module)

    This site addresses active learning as a tool for increasing the effectiveness of education experiences for students.  Few references to minority students and how effective this method of learning is for them, but an interesting approach to teaching, nonetheless.

  10. American Psychological Association (Geared towards minority students in psych, but very good career management advice in ANY field. Also contains discussion of psychological factors influencing progress)

    This is a great guide for minority students preparing to go to graduate school.  It is geared towards psychology majors, but provides a lot of really great advice for students in other fields.  It also provides information for minority teachers and advice to other faculty regarding planning and informational resources.  Overall, a great guide for new graduate students, and it may even be helpful to give insight to non-minority students about what their peers are experiencing.

  11. University of East Anglia (DOC) (For British schools, but have interesting ideas)

    This is a survey report about a professional development workshop for education professionals and their response to it.  It identifies the positive and negative factors of the workshop and gives good insight into what factors created an effective experience.  Would be good for someone looking to plan a similar kind of event for education professionals.

  12. Excelencia In Education

    This web site Identifies, analyzes, and disseminates information on effective higher education practices for Latinos, assesses the impact of federal, state, and institutional policies on Latino achievement in higher education, and Develops, documents, and evaluates demonstration projects and other programs to support the application of effective practices in public policy and in education institutions.

    The Action Network portion will provide leaders nationwide a forum to communicate and collaborate online, and to work together to grow promising strategies and a common agenda for the field. Participants will share ideas about education principles and practices and the scholarship of teaching. The Action Network will identify not just what institutions are doing, but what is truly working.

 

Last Updated: November 17, 2009 11:23 AM