We continue to make progress in our diversity initiatives. At the start of the 2014– 15 academic year, 33.9 percent of our faculty were women, compared to 28.6 percent in 2006. This represents an increase from 411 women faculty members in fall 2006 to 655 in fall 2014. The proportion of faculty who identified themselves as members of an underrepresented racial or ethnic minority group was 3.9 percent in fall 2014, compared to 2.6 percent in 2006. This represents an increase from 37 underrepresented minority faculty members in fall 2006 to 76 in fall 2014.
We also have seen progress with those in Staff Pay Grades 50 and above. Between 2006 and 2014, the percentage of underrepresented minority employees grew from 181 to 333 (5.1 to 7.0 percent).
Each school is responsible for its own admissions programs. In aggregate, underrepresented minority enrollment has grown at the University from 7.6 to 9.6 percent between fall 2006 and fall 2014, simultaneous with improvements in relevant quality metrics.
In February of this year, I was delighted that we named Anthony Kinslow, a 20-year human resources professional, as associate vice president for human resources. Throughout his two decades of human resources experience in leadership positions at the Cleveland Clinic, Vanderbilt University, C a s e Western Reserve, and others, he has had a very successful track record in enhancing diversity initiatives.
This is valuable progress, but our work is not done. I am gratified to be associated with a University where a commitment to diversity is consistently reflected in the decisions of our Board and our senior leadership.
In the University’s five-year strategic plan “Aiming Higher” we planned to fortify our position as a leading research university, to strengthen education by equipping students to work in a more diverse world, to strengthen our service to community and society, and to successfully complete the Meliora Challenge Capital Campaign. The progress made in 2014-15 toward achieving the diversity strategic objectives within this plan is the subject of this report. The Office of Faculty Development and Diversity works with leadership and faculty to bolster our position as a leading academic institution by promoting inclusive hiring practices and providing professional development support for all faculty. Our support for pipeline educational programs and the program to introduce graduate students to faculty life (Future Faculty Initiative) remain important components of a long term strategy to help equip students to work in a more diverse world. Through collaboration and partnership with several community organizations, the Office of Faculty Development and Diversity as well as the Susan B. Anthony Center have participated in a variety of community initiatives and we have embraced community involvement in events such as our annual diversity conference. Thanks to the leadership of our volunteer committee and over 1500 alumni, the Diversity Initiative of the Meliora Challenge has been hugely successful. I am proud of the progress being made toward achieving our vision of being a university that reflects and celebrates the richness of diversity and the opportunities it creates.
This report highlights some of the achievements of the Office of Faculty Development and Diversity, the Susan B. Anthony Center for Women’s Leadership, the Senior Associate Provost for Faculty Development and the faculty and leaders of the individual schools of our university. We have tried to capture a snapshot of the hard work, commitment and leadership of the greater University of Rochester community in achieving our vision. We look forward to your continued support.