MINORITY RECRUITMENT AND RETENTION

The Office of the Assistant Provost for Cultural and Social Diversity also administers the Minority Recruitment and Retention Program, which is designed to assist in the recruitment and retention of minority faculty at SIUE.

Faculty Recruitment and Retention

As faculty positions become available in the College of Arts and Sciences, School of Business, School of Dental Medicine, School of Education, School of Engineering and the School of Nursing, Deans are encouraged to include minorities in their candidate pool.  Minority Faculty Recruitment and Retention funds are used as an added incentive to attract, recruit, and hire outstanding minority candidates.  In addition, minority faculty's salaries are supplemented by the fund for a three-year period with the understanding that the minority faculty's salary will be the responsibility of the hiring unit after the first year.  Another recruitment and retention incentive is to enhance the quality of life issues of minority faculty.  Empowerment is the key to faculty morale.  Some of the funds from the Minority Faculty Recruitment and Retention Fund are used to promote educational seminars covering varying issues.

Past seminars have included the following topics:

• Mentoring the African-American Faculty
• Quality of Life Issues of Foreign-born Faculty
• Student Evaluation of Foreign-born Faculty
• Women in Higher Education: Is the Playing Field Level
• Clarence Iron Mike, the Citadel, O.J. and Male-Female Relationships on Campus in the 1990's and beyond
• Exploring Homophobia in the Workplace
• Minority Students in Higher Education: Academic Excellence, Motivation, Teaching and Applying Time, Stress, and Study Management Skills, and Valuing Diversity

The Faculty Recruitment and Retention Fund is also used to cover the costs of faculty to attend conferences on diversity, assisting faculty in planning conferences at SIUE on minority issues, or assisting faculty with research grants and proposals.  The Assistant Provost for Cultural and Social Diversity has taken other important recruitment and retention initiatives:

• Described procedures for requesting support for recruitment efforts in a meeting with the Deans
• Provided incentive initiatives to attract minority faculty
• Encouraged and financially supported faculty to develop and attend conferences and workshops dealing with minority issues in higher education
• Played an integral role in interviewing prospective minority faculty finalists
• Developed seminars for faculty to discuss issues of tenure, promotion, student evaluations, chairperson and faculty intervention, and research and service responsibilities
• Mentored minority faculty and professional staff

• 11 tenure-track African-American faculty have been hired.  The total African-American faculty is now forty-five, representing 6.0% of the total faculty at SIUE
• Proposal for Mentoring Minority Faculty submitted to the U.S. Department of Education
• International Faculty invited to a luncheon/seminar to involve them in the Pathways to Harmony diversity training program initiatives
• African-American Faculty have met and developed an agenda for promotion and tenure

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