Faculty of Color in Academe: Bittersweet Success

Faculty of Color in Academe focuses on inequities based on racial and ethnic differences within the professional workplace in higher education. This book draws on a comprehensive study of African American, Asian Pacific American, American Indian, and Latino faculty in eight mid-western states. By using both narrative and statistical data, this text provides an in-depth view of the issues surrounding the successful recruitment, retention, and development of faculty of color. The authors attempt to capture and describe some of the similarities and differences experienced by faculty among each of the above mentioned racial/ethnic groups. Scholars, practitioners, and decision-makers will benefit from the information in this text, which includes a comprehensive discussion of what needs to be done in order to achieve diversity in the teaching profession.

Table of Contents:
1.Faculty of Color in Academe: On the Brink of the Twenty-First Century. Structure of the Book. Some Preliminary Matters for the Reader. 2.Snapshots from the Literature: Elements Influencing the Workplace Environment. Historical Legacy. Faculty Diversity and Affirmative Action: Continued Resistance. Some Common Themes and Recommendations. A Bird's-Eye View — Literature on Faculty of Color by Racial and Ethnic Group: Findings and Recommendations. 3.The Nature and Extent of Minority Faculty Underrepresentation. The Nature of Underrepresentation. Patterns of Underrepresentation. Explaining the Underrepresentation. 4.A Chill in the Air: In the Words of Faculty of Color. Revisiting the Literature. Description of the Study. Overview of the Responses. Chilly Climate: What Our Respondents Have to Say. Themes of Special Significance to Each of Our Groups. Manifestations of Interlocking Race and Gender Bias. A Fine Balance. Conclusion: Why We Must Listen. 5.Minority Faculty Hiring: Equality of Opportunity? Faculty Development Programs: In General and for Minorities. What Affects Minority Faculty Hiring? Hypothesized Determinants. Achieving Parity: Effects of Hiring versus Turnover. Factors Contributing to Increased Minority Faculty Hiring. Implications. 6.Why Stay? Current Rewards and Promising Efforts. Current Rewards and Satisfactions. Recommendations from the Field: Accentuating the Positive. Suggested Strategies. Exemplary Programs. Learning from Mistakes. 7.Market Forces: Ph.D. Pipelines versus Competitive Wages. Summary of Results. Details of the Analysis. Appendix: The Data. 8.Moving beyond Myths and toward Community Diversity: Conclusions and Reflections. Fresh Approaches. Minority Faculty in Higher Education: Academic Angst Compounded. Strategies for Improving the Representation and Circumstances of Faculty of Color. The Role of Affirmative Action. Organizational Change Process. Diversifying Academia: Need for “Extramural” Support. Myths as Barriers to Problem Solving. The Importance of Acknowledgment: The Privilege of Ignorance, the Ignorance of Privilege. Institutional Efforts. Business as Unusual Not Business as Usual. Bibliography. Index.

About the Author :
Caroline Sotello Viernes Turner is associate professor of education Policy and Administration at the University of Minnesota. In addition, she is research coordinator for faculty programs in the university's Office of the Associate Vice-President for Multicultural Affairs. Her research interests are in access to, and equity in, higher education, faculty development, and organizational change. She holds advanced degrees from the University of California, Davis, and Stanford University. Samuel L. Myers, Jr., is Roy Wilkins Professor of Human Relations and Social Justice and director of the Wilkins Center at the Hubert H. Humphrey Institute of Public Affairs, University of Minnesota. He has written a number of books on race, economics, and public policy. A graduate of Morgan State University, Myers received his Ph.D. in economics from the Massachusetts Institute of Technology in 1976.