The Board of Visitors Special Committee on Diversity discussed concerns that minority administrators continue to be underrepresented on Grounds at last week's meeting.
According to Marcus Martin, assistant vice president for diversity and equity, there are currently eight senior administrative searches underway, and the University must take advantage of this opportunity to hire qualified minority candidates. Martin also noted the current lack of diversity in the University's managerial faculty.
"The number of administrative executives in managerial faculty positions for U.Va. in the fall of 2006 totaled 437, and of that number 6.4 percent were African-American, 2.3 percent were Asian-American, 0.7 percent were Hispanic and 90.4 percent were white," Martin said.
Diversity is also a serious problem under the umbrella of specific schools, Martin said. He noted that there are no minorities listed in key leadership positions in the College, the School of Continuing and Professional studies and the Commerce School. The Darden School and the Law School have minority administrators, he said, though they number few.
"Under the Darden School there is one position held by an African-American -- who is the associate dean for diversity," he said. "And under the School of Law there are two minorities holding administrative positions. One's African-American ... and the other is Hispanic."
According to Martin, the Medical School currently leads the University in terms of actively hiring minority administrators.
William H. Harvey, vice president and chief officer for diversity and equity, noted at Friday's Board meeting that there are four black administrators working for the Medical School.
Martin said the Medical School's success largely results from the efforts of Arthur Garson, former Medical School dean and current vice president and provost of the University.
"He really worked hard to place minorities in key positions," Martin said, adding that there are also three minorities holding top Medical School department chair positions.
Board Rector Heywood Fralin acknowledged that there is room for growth, but also emphasized that the University is actively working to increase diversity.
"As a leading university in this country, we want to set the standard in all areas, and that includes increased diversity among the ranks of our top administration," Fralin said.
Martin suggested the best way to recruit qualified minority administrative candidates is to use the "great leaders" we already have.
"I think as you recruit minorities into leadership positions within the schools, they in turn assist in recruitment efforts of other minorities," Martin said. "I always feel that good leaders don't only attract talent from the minority pool but they look far and wide and attract talent from all identity groups."
According to Martin, Garson has emphasized that the University has several qualified minority candidates scheduled to come to Grounds in the upcoming weeks for the final round of top-level administrative interviews.
This is a serious priority for the University, Fralin noted.
"We will not rest until we have achieved a greater balance University-wide," he said. "I feel confident that under the University's current leadership -- and Bill Harvey's guidance -- we will see measurable progress."
The Board's Diversity Committee is scheduled to meet again later this spring.
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