UNH President's Commission on the Status of People of Color
Final Report for the 2000-2001 Academic Year
Submitted to President Joan R. Leitzel, August, 2001

On October 24, 2000, the Commission held a planning retreat with invited members of the Student Affairs Diversity Team. The Commission engaged in dialog with the Provost David Hiley, Bruce Mallory, and Dean of the Graduate School and Mark Rubinstein, Vice Provost for Enrollment Management. Provost Hiley reaffirmed the University’s commitment to diversity and emphasized the need to give attention to minority faculty recruitment. He informed us that he is working on a multi-pronged strategy that includes recruitment of more senior level minority faculty, a necessary condition for the attraction and retention of junior level faculty. Each Dean is being asked to examine this issue in preparation for the budget cycle during which time they will be asked to discuss recruitment strategies. Additionally, Academic Affairs is creating pipelines to historically black universities. At the recommendation of the Commission, there is currently a plan for two, 2-year teaching/research postdoctoral fellowships with Howard University and a potential relationship with Florida A & M. Provost Hiley also spoke to the importance of developing a network of individuals who are in a position to help us identify potential candidates and/or who are able to assist us in promoting UNH as a desirable career choice. He also emphasized the fact that we can no longer rely on traditional recruitment methods to attract minority candidates.

Dean Mallory informed the group that based on recent statistics and trends, there are fewer people going to graduate school therefore the competition for students has increased. UNH is now competing for graduate students the way we have always competed for faculty. One problem encountered is that UNH offers less financial aid and other benefits as part of the package. It was also noted that graduate students are not as concerned about the social experience, they are more focused on the academic program. Therefore, it is key to bring potential candidates to campus and to market our academic programs, which can be very labor intensive. Carol Tonge was the first minority recruiter for the Graduate School. Previously most of the work was done at the department level. Carol has since left the graduate school and candidates are being referred to Dean Mallory. Our retention rates for graduate students of color are better than national rates. The Graduate Student Organization (GSO) is publishing the results of a survey to all graduate students, which will be available on the WEB. It was suggested that the Commission and Diversity Team establish a focus group to determine if the survey results reflect the needs/concerns of minority students. Graduate students are also working with undergraduates of color. This is an arrangement that should continue to be encouraged. Dean Harry Richards was commended for his outreach efforts and the development of a brochure for Graduate Students of Color.

Mark Rubinstein provided the Commission with updated enrollment numbers. There were 104 students of color in the current year “first year” class. This is up from 85 in 99/00, 65 in 98/99 and 84 in 97/98. Last year there were a total of 388 students of color, this year there are 431. Of the 1999-2000 total, 91 were African American and this year there are 103. Our overall enrollment of students of color has been increasing since 1998. There were 454 students in 2000-2001 (see APPENDIX I). Mark commented that the numbers were nowhere near what was hoped for, but they are improving. In order to continue to recruit students of color aggressively, the University will need to review and improve financial aid packages. The admissions office also added a new staff position to focus on recruitment of students of color. Wilfredo Matos was hired during the spring of 2000 to fill this position. Wilfredo left the University in June of 2001.

During the retreat, the Commission also identified and discussed the need to develop infrastructure to support recruitment and retention efforts. Students tend to gravitate towards individuals rather than established offices for needed support. Although this is to be expected and individuals have been welcoming and have extended themselves to assist, the extent to which it is occurring is taxing both individual time and resources. We should not expect the goodwill of concerned individuals to carry us institutionally forever. We need to improve our support systems, staff them adequately, ensure they are welcoming and look for ways to improve awareness of available support to students.

As a result of these discussions at the retreat, the membership identified the priorities that would be the focus of their work this year.

Priorities

I. Develop creative ways of attracting more minority students, faculty and staff.

II. Make increasing racial diversity a common and high-priority goal of all members of the University community.

III. Provide greater support for students, faculty and staff of color and make this a priority of the University community.

IV. Work more closely with University organizations and offices that promote racial diversity.

Accomplishments

1. Organized a spring reception for Staff and Faculty of Color, co-
sponsored by Diversity team.

2. Met with the Chancellor regarding diversity issues on campus. As a result, the Chancellor decided to make diversity a key goal of the system office.

3. Provided constructive feedback to planning committee working on University’s Strategic Plan (See APPENDIX II). As a result of our feedback, diversity is added as a core value.

4. Monitored admissions recruitment numbers for students of color on a regular basis.

5. Met with Mark Rubinstein regarding recruitment and retention of students of color and staffing in the admissions office.

6. Met with Provost Hiley regarding recruitment of faculty of color during which the Provost mentioned he would be meeting with the Deans regarding annual and long range planning. They have been provided a document containing the question “What is the strategy for recruitment of diverse faculty and students?” to which they are expected to respond in preparation for the meeting. The Department chair meetings have been resurrected. Provost Hiley expressed a desire to partner with the commission in developing a format for a discussion around diversity issues. He also suggested that we meet with John Ernest regarding a diversity requirement in general education.

7. Drew up a set of focused questions and facilitated a discussion on recruiting faculty of color at the May deans and chairs meeting (see APPENDIX III).
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8. Created and institutionalized a speakers series that is aimed at recruiting faculty of color (see APPENDIX IV). We successfully planned the first lecture with Dr. James Horton, which included reception, dinner with the President and a standing room only lecture. The University is currently exploring the possibility of recruiting Dr. Horton as a part-time faculty member, in the immediate future.

9. Worked with the office of Student Life to finalize survey for students of color to be administered in 2001-2002 academic year (see APPENDIX V).

10. Reviewed the exit interview form, developed by the Diversity Team, designed to be administered to staff of color who leave the university.

11. Collaborated with Deans during the August 2001 “Dean’s Boot Camp” on how the Commission can work cooperatively and creatively with them to better achieve the University’s goals of hiring and retraining more faculty of color.

On-going Work

1. Continue to monitor recruitment and retention of students of color.

2. Follow up on how diversity issues are introduced during First Year
Orientation.

3. Review status and make recommendations regarding the direction of
the partnership council.

4. Support a diversity requirement as part of general education
requirement.

5. Encourage the incorporation of question regarding diversity of curriculum and classroom climate on teaching evaluations.

6. Ensure that the institution’s commitment to diversity does not stop with the administration. Look for ways to institutionalize the university’s commitment to the recruitment and retention of students, staff and faculty of color.

7. Follow up on effectiveness of Affirmative Action Liaison on faculty
searches.

8. Continue the ongoing organization and networking around speakers series.

Recommendations

Based on the Commission’s work during the 2000-2001, we would like to see the following implemented during the 2001-2002 academic year:

• Incorporate diversity courses as part of general education requirement

• Develop program to assist spouses and partners of faculty and staff of color to find employment.

• Publications such as Black Issues in Higher Education and Hispanic Outlook should be subscribed to and made available at the Dimond Library.

• Academic counselor assigned exclusively to work in conjunction with Admissions to recruit and retain students of color.

• Institutionalize the Universities commitment to support services for the recruitment and retention of students of color (see APPENDIX IV).

• Develop standardized marketing packet.

• All Search committees should appoint an Affirmative Action Liaison.

The Commission would like to acknowledge the support and commitment to the recruitment and retention of diverse faculty demonstrated by Provost Hiley in word and action. He has been willing to work closely with the Commission in developing strategies, has committed to the financial support of the speaker’s series and has viewed the Commission as a valued resource. Dr. Hiley’s leadership has resulted in the Commission being able to develop meaningful relationships with the Deans and Chairs and we are greatly encouraged by the commitment voiced by the Deans and Chairs to increasing diversity and look forward to continued work with both groups.

The Commission also wishes to acknowledge the hard work and dedication of Ms. Jane Stapleton. She has done much to further the interests of women and minorities and the diversity cause at the University resulting in a progressive turn for the better and the enrichment of everyone in the community. Her sense of duty, passion, tact, cool-headedness and commitment combined to make her an asset to the Commission as well as to the University. It has been a pleasure to work with Jane and we wish her the very best as she moves into a new phase of her career.

APPENDIX II

E-mail from Funso Afolayan to Jim Varn, re: University Strategic Plan

Dear Jim,

Greetings and thanks for agreeing to receive our suggestions on the Strategic Plan days after deadline. Exams and other curricular pressures have not enabled me to respond on time. This response is my summary of responses from three different units with which I am associated. I have used suggestions from the Office of International Students and Scholars; the President's Commission on the Status of Peoples of Color and the Diversity Committee; all three groups with which I am closely associated.

The main point of their concerns is that while diversity is mentioned here and there, it tends to get lost in the midst of other priorities. To this end it is suggested that diversity should be identified as one of the core values of the University. Grouping it with "community" weakens its importance and reduces the emphasis that the University is recently placing on diversity as well as on international education. The second major suggestion concerns the need to focus on student, staff and faculty retention strategies as we do the same for recruitment. The third is the need for the University to become more proactive in publicizing and selling itself to the outside world to attract more foreign students and other underrepresented groups.

I have put some of the suggestions together and inserted them in relevant places on the Strategic Plan document [attached as a word document]. The additions are highlighted in yellow. In some cases, I try to frame possible paragraphs that could be included. In others, I simply put the suggestions and concerns for the Committee to take whatever it finds useful. Two weeks ago in response to the Strategic Plan document, the OISS Advisory board, which I chair, carried out a survey [through email questionnaire administered by the OISS office] among all international students asking them to comment on their experience at UNH and make suggestion on improvement. The responses were enthusiastic and revealing. I have included an outline of some of their responses, which you may find useful.

Please let me know if you are able to access and open the attachment (microsoft word) and if there is any other way that we can be of help to your committee.

Regards and best wishes.

Funso Afolayan

APPENDIX III

Questions generated by the Commission for the May, 2001 Deans and Chairs meeting

• How might a more ethnically and racially diversified faculty positively improve your Department's goals?

• What have been the obstacles to the recruitment and retention of faculty of color in your Department?

• What kind of strategies should Colleges and Departments adopt to recruit and retain faculty of color?

Notes on May 2001 Deans and Chairs meeting

The chairs and deans discussed the issue of increasing racial diversity among UNH faculty in its meeting yesterday. David Hiley did a great job stressing the point that diversifying the faculty is important to UNH as an educational institution; and that it is personally important to President Leitzel and to him. He also addressed head on the issues raised by chairs.

The major issue discussed yesterday was compensation, i.e., in order to get good faculty of color we have to pay them higher salaries. A related issue is when they do come in at higher salaries, then the salary structure in a department gets out of whack; some people who've been at UNH for some time will end up earning less or just a little more than the new faculty member of color.

David Hiley said that chairs should not assume that UNH won't pay higher salaries to attract good people. He said that UNH will be competitive. David also stated that bringing in people at higher salaries will, in the long run, actually help UNH raise the pay of all its faculty. He also told the chairs and deans that it is a myth that salary alone determines a person of color's decision to come to an institution; other things matter, such as the intellectual environment, the potential to collaborate with other people, attractiveness of the area to raise a family, etc.

Someone said that one problem that departments have is that they want to show candidates that there's a community of people of color at UNH and in the surrounding area but they don't know what's "out there" or what resources are available. I said that the Commission would be happy to assist them and that we would like to be part of the interview process when they bring in candidates of color. I also said that the Commission is also working on a plan that will help UNH retain its minority faculty and we would be happy to work with the chairs in this area as well. Bruce Mallory suggested that departments could involve minority graduate students also.

APPENDIX III

David then pushed for a greater role for the Commission in faculty searches and asked the chairs if they would have members of the Commission sit on their search committees. Someone said that he would be more comfortable involving the Commission when they have narrowed the search to the top 10 candidates or so AND there are people of color in that group. David said that what he wants is for search committees to make sure that there are minorities in their top tier of candidates; this is the reason he wants Commission members on the search committee when the search begins.

David also asked the chairs to be creative in their searches, and told them that he is willing to help if they have to move quickly. For us to be successful, he said, we have to do non-traditional searches. He mentioned the cases in Anthropology and Biochemistry where non-tenure-track positions were converted to tenure-track. Departments can also do a targeted search - Philosophy tried it and did everything right and lost only because the person's current institution offered tons of money to make the candidate stay. The faculty should develop personal relationships with people of color in their field. The post-doc fellowship opportunities were also mentioned. I added that for some fields, searches should not be limited to the traditional academic circles but should include industry and government.

I talked about the speaker series as an opportunity for departments to bring in people of color and most of them, it seemed to me, were interested. I mentioned the strategy of bringing in influential people who may be difficult to attract to come to UNH but who would spread the word about UNH once they visit and know us and appreciate what we're trying to do, and of inviting people we're actually interested in hiring so that they will know more about us. After the meeting, Mara Witzling, coordinator of the Women's Studies Program, said that she would send me a proposal about inviting someone to campus. CEPS Dean Art Greenberg said that he is very serious about increasing faculty diversity and has two people in mind that he would like to invite to UNH as speakers.

Here are some suggestions for the Commission. I think we should send a letter to the chairs offering our help in faculty searches and in retaining faculty. Perhaps we can even say that we are willing to sit on search committees and leave it up to them to decide if they want to include us. We should also send them information about the speaker series. We should talk with Dean Greenberg about the speakers that he has in mind, because as Jeff suggested at the last meeting, perhaps the next speaker should come from one of the "hard" sciences, and this represents a good and easy opportunity to do just that. Also, I think it might be helpful to chairs if we give them a list of strategies they may employ to hire more faculty members of color.

Reported by, Alberto B. Manalo
Chairperson, Department of Resource Economics & Development

APPENDIX IV

Commission on the Status of People of Color
Speaker’s Series

I. Purpose. Our primary purpose is to invite speakers that the University may wish to recruit for tenure line openings, as well as individuals whom we feel can assist UNH in our commitment to diversity and diversity recruitment. Speakers will be invited as part of an established series such as the Sidore Lecture Series or as part of a departmental colloquia. The Commission views this as a five-year program. The initial goal is to sustain the series by having academic departments invested in the process of inviting speakers, and encouraging them to recruit an audience among faculty, students and administrators. This could be accomplished by promoting the series at each college's executive committee meeting, and/or meetings of Deans and Chairs. If the program is to be successful it should not be viewed simply as the "Commission's Lectures." It is our expectation that, on an annual basis, various departments and chairs will work closely with the Commission in identifying and arranging for speakers in their discipline.

II. Procedure. Invite at least two speakers each academic year. Normally one would be from a discipline in Humanities or Social Sciences, where underrepresented racial and ethnic minority scholars may be found in slightly greater numbers. One speaker would be from disciplines such as engineering or physical sciences where minority representation is especially low. The goal is to alternate academic disciplines where obtaining such scholars is more feasible with those more difficult ones, while remaining cognizant of opportunities to invite speakers in disciplines for which there are (or expected to be) tenure line openings. Speakers will present a public lecture and meet with one or more classes. (Extra time or classes would impact the honorarium amount as well as total expenses.) Given that one goal is to raise consciousness as well as educate the campus about the benefits and necessity of enhancing the diversity of the faculty, the Provost or a dean might wish to host a reception for certain speakers with invitations sent to a selected list. A more intimate dinner might follow, with faculty from closely related disciplines and other appropriate individuals.

III. Costs. Costs associated with program will include:
Suggested Honoraria
Senior Scholars - $1500
Assistant or Associate Professors - $500 - $1000
Travel
Lodging
Room and Meals
Incidentals
Reception

APPENDIX VI

Minutes of the Joint-Meeting of the CSCP’s Committees on Recruitment, and Climate, Equity and Welfare, 12-7-2000 on Strategies for Institutionalizing Support Services for Students’ Recruitment and Retention, with Emphasis on Retention

Establishing an effective mentoring program for the students. Key questions: How does the current mentoring program work? How is the program coordinated? How many students are involved? How effective has it been? How can we institutionalize the mentoring program, thus making it a part of the structure of the University?

Suggestions:
1. In addition to making use of students of color, have more white students serve as mentors to students of color
2. Have orientation classes (one or two credits) for new students of color. Invite Upper Class students. This could be organized at the level of the Colleges
3. Make the TRIO (Connect; Upper Bound and OMSA) more visible on campus
4. Increase informal contacts with students through Diversity Lunch; tea meetings; special receptions, feasts, and other get-together at different places like the library
5. The Commission should increase its contact with the Black Students, Hispanic Students and Asian Students and other related Associations; inviting them or their leaders periodically to address the Commission’s meetings.
6. Keep the OMSA office well equipped with needed resources to serve and service the interests of the students, especially since students now flock to the place more than to any of the other designated places. This could also mean stationing professional counselors and academic advisors at the OMSA office
7. Commission should invite Roger Beattie (and possibly Carol Tonge) for dialogue on how to deal with the much anticipated but little prepared for increased counseling needs of new and old students of color
8. Have faculty of color feature in the orientation program; presenting diversity issues to freshmen
9. Encourage and reward faculty for mentoring and advising services. This could be in the form of a letter of commendation from the Provost or president. It could also be in the form of an award, like the annual parade of faculty awards. A new category focused on student mentoring could be created. Students of color could be asked to indicate a faculty who has had a most profound and inspiring influence on them. UNH Alumni of color association could be requested to fund such an award or a different one if the University funds the general one.

APPENDIX VI

On Support for faculty of Color, the meeting re-emphasized the needs for: exit interviews; informal lunch or dinner to discuss their welfare; contact with new faculty as a follow-up, asking specifically, what can we or the University do to make your retention here effective and permanent? A faculty-mentoring program can also be initiated; this could be somewhat semi-formal.
The meeting also noted that the Commission should not forget to also focus on the need for the hiring and retention of staff of color, at all levels.

Attendance: Sharon Demers, Miho Bean, Alberto Manalo, Pat Gormley, and Funso Afolayan who chaired the meeting and prepared the report.

APPENDIX VII

President’s Commission on the Status of People of Color 00- 01 Membership

Chairperson:
Sharon Demers – Staff, Human Resources

Vice-Chairperson:
Funso Afolayan – Faculty, History

Faculty Representatives:
Barbara Krysiak - Education
Alberto Manalo – Resource Economics
Barbara Larson - Anthropology
Jeff Bolster - History

Staff Representatives:
Tom Indelicato - University Police
Darryl Bullock – Athletics

Undergraduate Students:
Andrew Houston
Laura Akeley
Tim Walker

Graduate Students:
Melinda Salazar – Ph.D. candidate in Natural Resources
Edith Butler – Ph.D. candidate in English

UNH-Manchester Representative:
Miho Bean – Admissions

Ex-officio Members:
Sean McGhee – Office of Multicultural Student Affairs
Pat Gormley – Affirmative Action
Barbara Sirois Doyle - Commission Office
Jane Stapleton – Commission Office
Wilfredo Matos- Admissions