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Color Blocks–HorizontalColored RectanglesWhat types of initiatives will the University continue to support and put in place in orderdiversify the faculty further? Will there be an assessment and reporting to the Universitycommunity on the climate of the University based on the perspectives of diverse staff?Hiring Practices and Promotion Opportunities to Advance DiversityDiversity is in the beholder's eyes! What is it being done to hire and promote diverse groupof employees and administrators at management level? Look around at all schools from topto senior management…same, same issue.CEHD met with Civil Service Barg Unit and it was expressed that not enough diversepotential employees are making it through the screening process at HR level. The codelanguage is too savvy for people to get through.In looking at the HR part of the screening and people trying to come through the system,there’s a big gate-keeping section that’s not held consistently. I’m not sure they understandthe importance of how to get through the gate to be reviewed.Although my unit has been through training on diversity, most employees still lookbefuddled. They still didn’t get that they need to learn how to communicate with others aswell. Although I love my job I feels that the UMN is still a very oppressive place. I feel thatsupervisors are in cahoots with HR people. The system used is one that sends you from HRto EOAA and so on. In the end nothing has changed except that now all of these peoplemad at you because you’ve said something about their behavior. Nothing ever getsresolved.I am a new faculty who has a "hidden" disability and ethnicity/nationality that sometimesgives me an interesting point of view in that people speak in front of me freely. A majorcultural difference from when I was at Michigan. The difference is that I hear people saythings about candidates regarding whether they would "fit in" with us, understand the"Minnesota cultural" and even that people need a passport to come to Minnesota. Changeneeds to come from grass roots level and be part of the value system.I have a question/comment about search committees and diversity and hiring of diversecandidates. It’s my understanding that there are no hiring goals for people with disabilitiesas there are for other groups; women and people of color. I recognize GLBT is anothergroup that there wouldn’t be hiring goals and I understand some of the issues aroundidentification and people self-identifying and not identifying especially when they have nonapparentdisabilities, but we do get asked when you apply for a job, whether you are amember of these certain groups. But it doesn’t seem like there really is an advantage fordepartments in getting credit if they do hire someone with a disability, since there are nogoals established. Is this a conversation even on people’s radar screens or why is it that wehaven’t looked at hiring goals for people with disabilities?The other challenge is that in departments new hires often are the result of simply changingthe position of a current employee or hiring someone already known and here, and notalways with a search at all. This might be fine for some places but it fails to create diversityin those places where there is none in the first place. It doesn’t work in departments wherethere’s not diversity to begin with. UMN must make sure that its hiring practices do notoperate in ways that actually work against its diversity goals.What will keep staff/faculty here at UMN?What conversations are being had with Deans in colleges around hiring? Hiring committeesare not even diverse.I come from a college/dept that is not particularly diverse and those that are come in at"entry level". How do we create opportunities for entry-level staff to train, advance and moveup at the U so that they are not always stuck in these positions?Does the president have a career development program for diverse staff?COLOR BLOCKSIrregular shapes in multiplpalette add movement an6
I have attended many meetings in recent years and I feel the overall goal given importance isthe four-year graduation rate, not diversity. I understand the external measures that UMN isforced meet. I wonder, in this situation, if there isn’t a way to do something similar to whatKaler has done around diversifying search committees, such as being up front and statingthings such as "the list is a little too short and we need to look at this in a different way."The four-year graduation rate issue is forcing people to adhere something they do not value,whereas diversity in the search process has many more benefits.Has the university ever considered the benefits of a reduced term, mandatory retirementprogram? This could promote positive turnover, the promotion of developing talent, andcreate opportunities for a more diverse campus with a steady influx of new ideas.Having a diverse work force is one way to promote diversity at the University. How does theUniversity know that they are adhering to hiring practices that ensure Equal Opportunity? Itis my perception that many positions (especially P & A positions) seem to be targeted forsomeone (e.g., the job is scheduled to “close” soon after it has been posted, overly specificjob descriptions). Would such targeting – if it exists – violate the spirit of Equal Opportunityhiring policies at the University (even if the hiring department could demonstrate that itconducted the search in a technically correct manner)? The first step in fixing a problem isknowing whether the problem exists. I wonder if an audit of searches/hires made in the lastfew years might be used to get a handle on whether regular violations of Equal Opportunityhiring policies – or even of the spirit of those policies – occur. Not sure what the measuresmight be in such an audit, but the focus should be on whether the University has done all itcan in the case of each hire to assure that hiring is fair and promotes diversity. [I have hadthe experience (a couple of times) of applying for a P & A position right after it was posted,then calling the departmental contact a week after applying to learn that the position was“filled.” Filling a position a week (or even two weeks) after it opens seems too soon tobelieve that a serious effort had been made to have an equal opportunity search (whichrequires reviewing applications, organizing a search committee, scheduling and conductinginterviews, deciding on a candidate, making an offer, negotiating salaries and start dates).In the spirit of full disclosure, I have also been someone who was “targeted” for a position.]How can we increase the representation of diverse staff in an environment where the culturesupports promoting staff from within and filling vacant positions with current staff isencouraged, but the existing staff lacks sufficient diversity?By "diverse" I assume you also mean making sure that women are given consideration in thevery male-dominated department of Athletics. The so-called "Management Team" in theAthletics Department does not come close to showing diversity in gender or race. Do youhave plans to address this? Sexism is alive and well at the U, particularly in Athletics.How will the University proceed to ensure that there is appropriate inclusion and equity inthe areas of salaries, promotion, and hiring of minorities?I have had an opportunity to interview for a number of positions at the U, and the one thingthat was consistent was that there was no diversity in the hiring committees, so how doesthe new leadership plan to address this when many of the colleges and departments alreadylack diversity, and it does not seem to be a pressing issue to have a more diverseleadership?I worked in an office where an African American woman staff member was paid less perhour than the incoming first year Graduate student instructors. She had been employed inher position for over 10 years. I find this questionable, to say the least. Any comments?It is understandable that we would want the best-qualified person for the OED VP position.However, how do we encourage departments to hire qualified faculty of color when we can'teven fill a position that would typically attract candidates of color? Departments can alsosay they didn't have anyone qualified in the pool and point to the OED VP search as anexample.Job descriptions are written in such a manner that we limit the pool of candidates who mightotherwise apply for a position. Job descriptions need to be written clearly and concisely to7
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