Working Groups Reports: Faculty Recruitment and Retention

Please Note: These reports were produced by working group teams participating in the MizzouDiversity Summit. There may be errors in some of the data provided and the viewpoints presented reflect the beliefs and opinions of the working group teams but do not necessarily represent the official positions of the Chancellor's Diversity Initiative or the University of Missouri.

John David
Jeni Hart
Glen Heggie
Ellis Ingram
Jean Ispa
Kay Libbus
Michael Misfeldt
Juanita Simmons

Recommendations

Connect recommendations with student recruitment and retention
Infuse and institutionalize multiculturalism in the curriculum intentionally
Engage students throughout the pathway (as early as K-8) to consider the professoriate and include opportunities for domestic minorities to be socialized (e.g., RA and TA positions, research activities, conference attending)—grow our own from PK-20
Departments need to clarify need what they mean by “diversity” and underrepresented groups (URG)—cannot define it in such a way that exclude domestic minorities and report out statistics in a consistent disaggregated
Create and foster organizations and networks on campus that support URG faculty
Provide URG faculty opportunities to advance their work, rather than create opportunities that can lead to cultural taxation
Accountability and rewards (e.g., withhold resources or provide new ones) for recruitment and retention for faculty and departments, including structured diversity plans
Commitment to work family issues: e.g., family-friendly policies, affordable 24 hour child and elder care, sick child care, transparency of such policies, partner accommodations; point person to provide advice for work family balance
Administration and faculty must follow through with actionable items stated as diversity goals
Establish mentoring (peer, multiple mentors, etc.) that is rewarded, recognized and encouraged
Someone must be accountable for the work we have done during the Diversity Summit