By Anthony LaMesa Cavalier Daily Associate Editor
Though the University continues to grapple with limited funds for faculty salaries, faculty and administrators say the recruitment and retention of minority faculty will remain a priority when active hiring begins again.
The percentage of full-time black faculty members at the University has dropped from 3 percent in 1998 to 2 percent in 2002, according to statistics from the University's Office of Institutional Assessment and Studies.
In 2001 the University had the 11th highest percentage of black faculty out of a field of 25 peer institutions, ranking above the University of Pennsylvania and the University of California-Berkeley.
"In terms of statistical analysis, we're actually pretty good, but we're not where we want to be," said Karen Ryan, associate dean for arts, humanities and social sciences. "In terms of the Federal and equality opportunity [standards], we're not all that bad."
Following recent racially-charged incidents on Grounds, the University's recruitment and retentionof minority faculty has arisen as an issue of concern for many.
The University's 2001-2002 Equal Opportunity Plan noted that, based on the number of qualified persons within the University's recruiting area, blacks are underutilized as faculty members in the schools of Medicine, Commerce and Education.
At the April 7 faculty senate meeting, Karen Holt, director of the office of equal opportunity programs, offered advice on making the University appealing to prospective minority job candidates.
Holt said affirmative action could mean simply creating an environment where minorities are more inclined to accept a job offer.
English Department Chair Michael Levenson said his department attempts to interview a broad number of applicants to ensure a diverse faculty.
"We follow the principles that guide affirmative action," he said. "That means to extend the net widely."
Dean of African-American Affairs M. Rick Turner, however, said at the faculty senate meeting that the University is not always a pleasant environment for minorities.
"It doesn't make a lot of sense to recruit African-American faculty if we can't retain them," he said. "I've had too many conversations with young black faculty members who feel alienated."
More efforts should be made to create a consistently inviting atmosphere for minority faculty, Faculty Senate Chair Michael J. Smith said.
"It's not just a matter of a mentoring lunch, but helping them find a community they feel welcome and comfortable in while they're here, and helping to create that community," Smith said.
Ryan said there are a variety of ways to appeal to potential minority candidates, beginning as early as when a position is advertised.
"We encourage departments to advertise in places that will encourage women and minorities to apply," she said. "We try to have women and minority representation on search committees."
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