Message From The President - Baruch College

January 30, 2018

Baruch's Commitment to Diversity, Inclusion, and Cultural Competence

To Students, Faculty, and Staff:

Baruch College is committed to strengthening a culture of diversity and inclusion for our students, faculty, and staff. Diversity includes race, national origin, ethnicity, gender, and sexual orientation, as well as military veterans, Italian-Americans, and persons with disabilities. It also includes cultural and intellectual diversity. A vibrant and pluralistic community is fundamental to the exchange of ideas and production of knowledge. Ensuring such plurality and diversity in the faculty, staff, and student body requires active efforts in recruitment and retention and in sustaining a climate of openness and participation throughout the life of the College.

We would like to take the opportunity to highlight some of the initiatives Baruch College has undertaken in recent years to improve the culture of diversity and inclusion on campus:

Improving Recruitment Practices

The College is actively working to recruit and retain a professoriate that reflects our student population and the wider communities that we serve, as we are all, collectively and individually, a vital part of this city's legendary diversity. To meet our objectives around diversity and inclusion, the Baruch College administration has strengthened the role of the Chief Diversity Officer and increased staff and resources to implement a plan that ensures diversity among faculty and staff candidate pools. The Office of Diversity, Compliance, and Equity Initiatives enforces and ensures equitable search processes that yield those diverse pools of candidates. As such, the deans and department chairs at all three schools are now actively involved in the search process and require diverse candidate pools for every faculty search. Securing diversity in search pools is a necessary precursor to hiring more diverse faculty and staff.

Faculty Diversity Strategic Plans
The Faculty Diversity Strategic Plan for 2013-18 was created in order to identify initiatives that acknowledge faculty diversity and develop recruitment and retention strategies accordingly. The current faculty diversity strategic plan is near its end; new thinking about future diversity hiring at the College will be incorporated in the Baruch College Strategic Plan for 2018-23. Both the Weissman School of Arts and Sciences and the Marxe School of Public and International Affairs have developed diversity plans, and the Zicklin School of Business has a plan under development. Every department at Baruch College that has open faculty positions has developed an Affirmative Action Hiring Plan, as directed by CUNY.

The Academic Affairs Diversity Advisory Board

In May 2017, the provost established the Academic Affairs Diversity Advisory Board, consisting of the Chief Diversity Officer and faculty members. The purpose of this body is to enhance discussions and support diversity among the faculty and to further the role of diversity in learning objectives. The Advisory Board is also a forum to seek faculty input on new diversity-related proposals and on best practices from other universities that may assist us in improving the culture of our academic departments. Additionally, the Weissman School of Arts and Sciences and the Marxe School of Public and International Affairs both have faculty diversity councils.

Faculty Opportunity Fund
Recently, CUNY has created a special Chancellor's Diversity Faculty Opportunity Fund, which will help the University enhance the diversity of its faculty. The fund establishes resources to help facilitate new hires, spousal and partner hires, and retention offers for outstanding educators and scholars from underrepresented backgrounds. As publicly funded institutions, Baruch and our sister CUNY colleges face intense competition from wealthier private institutions that are capable of making more attractive offers to top faculty candidates.

Significant Programming

  • In May 2016, Baruch hosted a workshop titled "Minimizing Unconscious Bias," which was delivered by Robbin Chapman, PhD, associate provost and academic director of diversity and inclusion, and lecturer in the Education Department at Wellesley College. Dr. Chapman emphasized: (i) gaining an understanding of unconscious bias, (ii) triggers for bias filtering, and (iii) monitoring and planning for actions to minimize the negative impact of bias errors.
  • In February 2017, the provost convened a discussion with academic department chairs titled "The Department Chair as Transformative Diversity Leader."
  • In April 2017, Aldemaro Romero Jr., PhD, dean of the Weissman School of Arts and Sciences, delivered a college-wide presentation entitled "Diversity as a Toolbox for Success: The Evidence." The event was attended by more than 100 faculty, staff, and students. It dealt with the "growing scientific evidence in the last few years that conclusively supports the contention that diversity, in a broad sense, provides a strategic advantage to human organizations by making them more productive and innovative."
  • The Zicklin School is working closely with the PhD Project, which seeks to identify minority doctoral students in business who are nearing the end of their academic training. Zicklin will be co-hosting a research symposium Spring 2018, the purpose of which is to complement the PhD Project's efforts to enhance diversity and inclusion in business education by striving to reduce the significant underrepresentation of African Americans, Hispanic Americans, and Native Americans on the faculties of business schools in the U.S. and around the world. CUNY maintains a system-wide membership in the PhD Project, which is hosted by the KPMG Foundation.
  • The Marxe School of Public and International Affairs has joined Public Policy and International Affairs (PPIA), the premier organization promoting diversity among students seeking policy-oriented degrees. Institutions must be invited to join PPIA, so this is both an opportunity to serve and recognition of our excellence

Faculty Hiring Trends
The charts below provides a snapshot of faculty hiring trends from 2010 through 2018, based on our own Affirmative Action Plan (AAP) data. These data provide a breakdown by selected categories and show some positive trends in faculty hiring.

AAP Hiring 2010-18

Plan Year

Period covered

2010-11

(7/1/09-6/30/10)

2011-12

(7/1/10-6/30/11)

2012-13

(7/1/11- 6/30/12)

2013-14

(7/1/12-6/30/13)

2014-15

(7/1/13-6/30/14)

2015-16

(7/1/14- 6/30/15)

2016-17

(7/1/15-6/30/16)

2017-18

(7/1/16-6/30/17)

Fall 2017 Hires

(To be reported in
17-18 AAP)

# of Faculty Hired

9

25

7

48

66

10

36

32

41

Black

1

1

0

4

2

0

1

4

5

Hispanic

0

2

2

2

3

0

5

3

4

Asian

0

7

3

7

14

3

14

7

7

Total Minority

1

10

5

13

19

3

20

14

16

 

Fall 2017 Faculty Hiring by School

Total

Black

Hispanic

Asian

Zicklin

12

0

0

4

Weissman

22

4

3

2

Marxe

7

1

1

1

 

* Data provided by the Office of Diversity, Compliance, and Equity Initiatives

For additional information, the 2017-18 Affirmative Action Plan is available on online for review of a broader perspective across the various faculty and staff positions on campus.

Sincerely,
Mitchel B. Wallerstein
President, Baruch College

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