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[oldadjunct]

From a purely business experience, you need to cultivate and compete for diversity not just "want" it.

If a department is underrepresented by gender or race, then outreach is called for well in advance of posting for a particular position lest you find yourself with your back against the wall.

[yumyumdonuts]

I'm curious about what that outreach might look like. I'm Asian American and often overlooked as being a minority within higher education because of our "overrepresentation." This despite not having very many faculty that look like me at my own school of roughly 250 t-t faculty. However, I come from a working class background and my parents never went beyond middle school in their own educations. I identify as being an immigrant.

I've been thinking a lot about these issues in the past week mainly because of news that my department does not support pretenure reappointment. It's the way I have interacted with students both in and out of classes at this top 30 SLAC that makes me a bad fit for this school. And it's really not that I have disrespected students or yelled at students or any number of things that professors shouldn't do, it's that I've been "unclear with expectations" or "presented slides in an unorganized fashion" which is a combination of student's perceptions of who I am as well as the objective things that I do in my classes.

[oldadjunct]

I'm curious about what that outreach might look like. I'm Asian American and often overlooked as being a minority within higher education because of our "overrepresentation." This despite not having very many faculty that look like me at my own school of roughly 250 t-t faculty. However, I come from a working class background and my parents never went beyond middle school in their own educations. I identify as being an immigrant.

I've been thinking a lot about these issues in the past week mainly because of news that my department does not support pretenure reappointment. It's the way I have interacted with students both in and out of classes at this top 30 SLAC that makes me a bad fit for this school. And it's really not that I have disrespected students or yelled at students or any number of things that professors shouldn't do, it's that I've been "unclear with expectations" or "presented slides in an unorganized fashion" which is a combination of student's perceptions of who I am as well as the objective things that I do in my classes.

I can only speak from a business model about "outreach", but it does include direct knowledge of a very large and well know retail chain.  It includes identifying goals for their workforce, taking a mid and long term view of how to achieve those goals, and identifying relationships outside the organization that, if pursued, will organically produce the desired results.  "We have traditionally been unsuccessful in attracting X?  What can we do internally, and who/what can we connect to externally to get our message out to X so that group sees us as an attractive option?"

Actually, it is much like what a typical pro-active admissions process has done for decades.

At no time does outreach presume that every/any member of the target population is acceptable simply by virtue of membership in the group.

[dale1]

Completely agree.  Though the processes for redress in this matter are imperfect, and Onion may have to leave the institution in order to be treated with the respect deserved, this is no way to defuse and rectify the situation.

I'm sorry Spork and others, but joking about it validates the behavior. It is NOT a joke. I really feel for you Onion and I feel bad and appalled that no one on this thread, beyond feeling bad for you, is outraged. Joking about this dismisses the problem and this gets to the heart of the matter of discussion on whether white faculty want diversity or whether there is an anti-white male movement; such questions and discussions serve to obscure the real problems such as those Onion is experiencing, and legitimise the discrimination she is facing. In fact what this represents is a "resistance" ideology to where diversity is rejected and evaded, misunderstood etc.
Let me get real with you Onion: you are being sexually harassed, bullied and marginalised - as a woman, as a minority and professionally. I am sorry to have to put it so bluntly but this is what is happening. You know it, otherwise you wouldn't have bought it up.
First of all, if you are not already, you need to begin keeping records, of everything - incidents, meetings, performance reviews. Document, document, document. Why? Is there a hostile working environment that is being created?  Title VII of the Civil Rights ACT covers employers and outlaws discrimination in hiring, promoting and general treatment based on race, nation of origin, color of skin, religion and gender. It sounds as if you have been discriminated against because of your gender. You will need to document the occurrences, and maybe talk to a lawyer. Secondly, if this is a case of bullying, and you can resolve this through the university procedures, then you will still need documented evidence/detail.
Do you have a mentor? Not in your department, but even in another department? You need a support network. At the moment, it sounds like you are completely isolated.
Try to speak to your Head of Dept or Dean. If this does not work, you need to go above them...But before you do, look up your University diversity policies and anti-discrimination policies. You need to understand what is acceptable behaviour according to the University's own offical policies. Then you're dept and the individuals in it need some 'education' on the policies. THis may seem intimidating to do. But you need to do it - but do it with education about the policies and your rights, and do it with a support network.
I have no doubt some of you will respond by saying 'keep your head down' etc because of tenure etc.. But then, aren't we then perpetuating the same power relations, giving silent sanction to bullying, discrimination and inequity?
Onion, this is truly outrageous and should not be tolerated. It is NOT a joke.
Good luck!
p.s I really hope I am over-reacting.

[chicago_48]

I just don't understand why some people on this forum and in real life are so hostile to the idea and reality of diversity.  I know that, in my own department, the older white men don't like me (or, perhaps, are threatened by the way the field is changing and I represent that).  They've told me to my face--but they express their hostility by making fun of the fact that I study gender, immigration, or what-have-you.   Routledge publishes worthwhile anthologies.  I have a PhD from one of the top 5 departments in my field.  And I'm treated like sh*t every single day that I go to work.  And you should see the way they treat the students who aren't little dudes interested only in military history.  It's shocking--and these students end up in my office crying.

So, seriously, what's the problem?  Can someone get real with me on this?

  The older white professors are threatened.  They don't see the world changing, much like American older whites too.  Ask an older American white how they feel about today's issues and the changing world (like gay marriage, adoption among gays, hip-hop culture) and they are clueless.  They don't like it.  Many of them are stuck in the 1950s.  The only ones who are open to change are the ones who protested during the 60s and 70s movement.
I have worked among older white professors (in their 60s and 70s) and these were the very ones that fought against integration, against black tenured professors, and they are the ones who moved wholesale out of the cities to the suburbs.

[oldfullprof]

The older white professors are threatened.  They don't see the world changing, much like American older whites too.  Ask an older American white how they feel about today's issues and the changing world (like gay marriage, adoption among gays, hip-hop culture) and they are clueless.  They don't like it.  Many of them are stuck in the 1950s.  The only ones who are open to change are the ones who protested during the 60s and 70s movement.
I have worked among older white professors (in their 60s and 70s) and these were the very ones that fought against integration, against black tenured professors, and they are the ones who moved wholesale out of the cities to the suburbs.

Well, I'm 66, and demonstrated against Vietnam (admittedly after six years of military service,) marched for NOW, worked for the UFW for six months (before Chavez went nuts,) and supported black issues on campus.  I was in SDS.  I think some of us from the 60s probably resent identity politics and PC because they represent a turning away from "class."  Postmodernism, which seems to be a common theoretical basis of identity politics, seems to be epistemologically troubled.  Not that I think it's never useful.  I have seen white males (and females) take some of the attitudes mentioned here.  But in my discipline, most people are at least liberal, and support hiring women and minorities.  I have never heard faculty criticise one another on ideological grounds.

[oldadjunct]

I just don't understand why some people on this forum and in real life are so hostile to the idea and reality of diversity.  I know that, in my own department, the older white men don't like me (or, perhaps, are threatened by the way the field is changing and I represent that).  They've told me to my face--but they express their hostility by making fun of the fact that I study gender, immigration, or what-have-you.   Routledge publishes worthwhile anthologies.  I have a PhD from one of the top 5 departments in my field.  And I'm treated like sh*t every single day that I go to work.  And you should see the way they treat the students who aren't little dudes interested only in military history.  It's shocking--and these students end up in my office crying.

So, seriously, what's the problem?  Can someone get real with me on this?

  The older white professors are threatened.  They don't see the world changing, much like American older whites too.  Ask an older American white how they feel about today's issues and the changing world (like gay marriage, adoption among gays, hip-hop culture) and they are clueless.  They don't like it.  Many of them are stuck in the 1950s.  The only ones who are open to change are the ones who protested during the 60s and 70s movement.
I have worked among older white professors (in their 60s and 70s) and these were the very ones that fought against integration, against black tenured professors, and they are the ones who moved wholesale out of the cities to the suburbs.

Onion:  I don't doubt your experience, but it does surprise me somewhat.  No doubt there are small minded people out there, like the poor "they will always be with us."  But broadly speaking diversity is a generally accepted goal.  Maybe you are in the wrong place.

Chicago:  Your time lines seem a bit muddy to me since older professors would largely have been young teens at best in the 50's, and generally would have been very aware, if not active, in the debates of the 60's-70's.  But again, exceptions abound.

[lotsoquestions]

I'm on a search committee with a bunch of old white guys.  We have some great candidates who represent a wide range of diverse groups, which would be awesome since we have a very diverse student body.  But I feel like the old codgers are more or less dismissing anyone out of hand who isn't a old white guy.  Is there any advice you can give me that might help in making a case for at least interviewing some of the more promising minority candidates?  For the record, I'm a minority, the only one in the department, and I"m afraid if I say anything, it will sound like I'm the one with the problem -- because I don't see how tremendously valuable and unique each of these old white guys is.

[zharkov]

I'm on a search committee with a bunch of old white guys.  We have some great candidates who represent a wide range of diverse groups, which would be awesome since we have a very diverse student body.  But I feel like the old codgers are more or less dismissing anyone out of hand who isn't a old white guy.  Is there any advice you can give me that might help in making a case for at least interviewing some of the more promising minority candidates?  For the record, I'm a minority, the only one in the department, and I"m afraid if I say anything, it will sound like I'm the one with the problem -- because I don't see how tremendously valuable and unique each of these old white guys is.

How do you tell who's an old white guy -- and who isn't -- from reading CVs and cover letters? 

[oldfullprof]

I'm on a search committee with a bunch of old white guys.  We have some great candidates who represent a wide range of diverse groups, which would be awesome since we have a very diverse student body.  But I feel like the old codgers are more or less dismissing anyone out of hand who isn't a old white guy.  Is there any advice you can give me that might help in making a case for at least interviewing some of the more promising minority candidates?  For the record, I'm a minority, the only one in the department, and I"m afraid if I say anything, it will sound like I'm the one with the problem -- because I don't see how tremendously valuable and unique each of these old white guys is.

I'd see if there's a way to backchannel this to higher, or the AA coordinator, if you have one.  If you're untenured, be very careful.  What's your field, if you don't mind?

[larryc]

Questions, is there one old white guy in your department who you trust and can talk this over with? The back channel is also a possibility, though a dangerous one if you are untenured.

[oldfullprof]

Yes.  Actually, if you tell, they're going to know who did it.  You may need them to retire.

[polly_mer]

Questions, is there one old white guy in your department who you trust and can talk this over with? The back channel is also a possibility, though a dangerous one if you are untenured.

I agree with LarryC.  The oldest whitest guys in my department are the first to say, "Let's see if we can get some people who will do X, Y, and Z for our students who are struggling in an unfamiliar environment".

Don't write off someone just because they belong to the "wrong" social group.

[penultimate24]

Most U's are still "old boys clubs" with regard to gender and race, but I think people are welcoming to and interested in diversity. I teach diverse texts in my classes and I am careful to not "white wash" any lit class I teach. In terms of hires and support...well...there are always problems.

To say that all whites fear diversity is hogwash. To say that folks in power do may be more on the money. This is true of many power structures and "isms" though!

[tuxedo_cat]

You could try humor:  "Well, as much as I cherish my position as the token brown person in this department. . . "

Ok, no, I'm obviously kidding.

I agree with the previous posters that if you are untenured, these are risky waters to step into.  There are couple non-direct ways of approaching the issue that *might* work, depending on the politics of the dept.

(1) tenured ally: as larry suggests above -- probably the safest approach

(2) curricular needs:  are your courses always packed every semester? has the dept. had discussions about wanting to diversify the curriculum, which would put greater emphasis on the need to bring in another underrepresented faculty member (remembering, of course, that there is not a one-to-one overlap with identity and area of specialty).  In my lit department, e.g., I could say, "You know, students are terrifically interested in Native American culture and history when we briefly cover those issues in my survey class.  I think there would be strong enrollment response to course offerings specifically on that topic."

(3) student involvement in hiring process:  you have a big advantage over most of the other schools where I've taught in that at least you have some critical mass among your students.  And students can be very vocal and effective!  Simply inviting them to attend the job talks will likely get their attention -- and you don't need to say one thing.  It may be too late at that point to have any impact on the current line, but it will put the issue on the table for future hires.

I would absolutely not go outside the dept. on this matter to raise the issue with administration or anybody in HR or student services.  If this already matters to administration, they will get involved on their own.  If it doesn't, you will only risk raising the significant discontent of people who will be voting on your tenure file.

My experience with this issue on several campuses is that if the diversity of the faculty is not already an important priority for at least one powerful academic administrator, not much is likely to change.  And an untenured person is a very vulnerable person to raise the issue.  I know, it's kind of lousy that you will have to wait until you have tenure to be more vocal about this.   But for now, focus on building a strong tenure file and keep your ears open for other faculty and administrators who will be your allies when you're in a better position to do something.

And who knows?  Maybe one of those candidates who doesn't "look like" a minority candidate on paper will surprise you.