RETENTIONOFUNDERREPRESENTEDFACULTY.docVIP

PAGE  PAGE 11 RECRUITMENT AND RETENTION OF UNDERREPRESENTED FACULTY AT CALIFORNIA STATE UNIVERSITY, NORTHRIDGE: 1995-2005 DRAFT REPORT A PRELIMINARY STUDY BY THE SENATE EDUCATIONAL EQUITY COMMITTEE (SEEC) Committee: Peter Nwosu, Department of Communication Studies, Committee Chair Carolyn Okazaki, Department of Counseling Services Bronte Reynolds, Department of Educational Leadership and Policy Studies Advisors to the Committee: Karen Dosanjh, Department of Business Law, and Chair, SEEC Jose Luis Vargas, Director, Educational Opportunity Program Penelope Jennings, Associate Vice President, Faculty Affairs December 2006 Introduction The recruitment and retention of underrepresented faculty has been a subject of interest and concern to many faculty and administration at the university for sometime now. The renewed interest comes about as the university continues to grow and serve an increasingly diverse student population and region. The university’s 33,000 students plus (nearly two-thirds from underrepresented groups) reflect the rich ethnic and cultural diversity of the San Fernando region. Of the more than 840 full time faculty members, about 25% are from underrepresented groups (African Americans, Asians, Hispanics, and Native Americans). Increasing the diversity of its faculty so that professors more closely reflect the student population has been a major goal of the university. University officials have long believed that a student body as inclusive as CSUN deserves faculty that reflects that diversity. Thus, attracting and retaining underrepresented faculty is seen as an important step in achieving this goal. University strives for more diverse faculty. Daily Sundial, November 22, 2005. The university is also committed to hiring faculty members with the ability to work with a diverse student population. The university is guided by the fundamental assumption that a diverse faculty provides opportunity for diverse points of view—an essential re