Higher Education Administration and Faculty Diversity Reading Room

The Higher Education Administration and Faculty Diversity Reading Room is designed to address the needs of education professionals working with diversity and diversity recruiting issues. It features articles, studies and other resources on the subject of faculty and administration diversity in higher education.

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Spotlighted Articles

  • List of effective ways to communicte your diversity inititative that facilitate

    The Diversity Recruitment Advertising Toolkit Directory, 2nd Edition is a 288-page directory that contains over 650 career-focused, national newsletters, magazines, journals, web sites, job banks and job boards targeting college-educated African American, Arab American, Asian American, Hispanic and Native American professionals. This informative resource also contains 40 pages of strategies and over 1,000 additional diversity recruitment advertising resources including listings of associations, recruitment marketing companies, and government agencies.

    Click to find out more about this essential tool for employers seeking a diverse workforce.

    smooth campus adoption of these programs. Focuses on pratical advice on how to maximize the effectiveness and to achieve the widest visibility for your your diversity inititative. Includes advice on how to keep an diversity inititative working providing several tips on maintaining a program.

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  • Good intentions must be matched with careful planning and deliberate follow-through. You hear from colleagues that your dean is assembling yet another diversity committee. For years, you have strongly advocated addressing diversity issues at the faculty, staff, and student levels, yet you’re dreading that call from the dean. In the past, you have dutifully agreed to serve on diversity committees only to see the resulting recommendations end up on a shelf somewhere, never to be examined, discussed, or implemented.

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Research Desk

  • This position paper summarizes the history, research, strategies, and best practices surrounding issues of recruitment, advancement, and retention of faculty of color. It has evolved out of the research, publications, and experiences of participants in the 1998 and 2002 Keeping Our Faculties symposia. These meetings brought together scholars and policymakers for scholarly discussion, reflection, and the generation of useful strategies for increasing faculty racial and ethnic diversity.

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  • The first national and most comprehensive analysis to date of tenured and tenure track faculty in the “top 50” departments of science and engineering disciplines shows that females and minorities are significantly underrepresented. Disparities in hiring and retention between male and female science and engineering faculty place women at a distinct disadvantage at all levels, from undergraduate to full professor. Women faculty are poorly represented in science and engineering departments of research universities. This has grave repercussions for undergraduate and graduate students who are bereft of female role models and mentors and contributes to the attrition rate of women studying science and engineering.

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