LEVERAGING INDEPENDENT DIVERSITY PROGRAMSINTO A SYNERGISTIC ACTION INITATIVE (STEM)

An “R1” Perspective

Mark Hernandez and Barbara Kraus et al.

University of Colorado at BoulderUniversity of Colorado at BoulderOffice of the Colorado Diversity InitiativeOffice of the Colorado Diversity Initiative

“Our” Mission: Help STEM Departments Broaden Participation in

Graduate School Professoriate

We are a well funded

faculty driven cooperative

providing mentoring and $

support for STEM students

in a growing multi cultural scientific community….

STEM Summer Internship Class 2005

What CU Campus Diversity Efforts Were: Circa 1999, the “well intended alphabet soup”

NSFREU(19)

DODtraining

NSFIGERT (3)

REGENTHALL

McNairD Ed

NSFAGEP

SMART

NSFERC

NIHTraining (3)

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Prog (2)

“Clusters of MentoringSuccesses”

What are Campus Diversity Efforts Were:“Random Cross-Talk Parity”

NSFREU(19)

DODtraining

NSFIGERT (3)

REGENTHALL

McNairD Ed

NSFAGEP

SMART

NSFERC

NIHTraining (3)

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Prog (2)

What are Campus Diversity Efforts Were: Random Cross-Talk

NSFREU(19)

DODtraining

NSFIGERT (3)

REGENTHALL

McNairD Ed

NSFAGEP

SMART

NSFERC

NIHTraining (3)

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Prog (2)

What are Campus Diversity Efforts Were:Random Cross-Talk

NSFREU(19)

DODtraining

NSFIGERT (3)

REGENTHALL

McNairD Ed

NSFAGEP

SMART

NSFERC

NIHTraining (3)

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Prog (2)

What are Campus Diversity Efforts Were:Random Cross-Talk

NSFREU(19)

DODtraining

NSFIGERT (3)

REGENTHALL

McNairD Ed

NSFAGEP

SMART

NSFERC

NIHTraining (3)

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Prog (2)

Campus Diversity Efforts Were Not Synchronized:victims of capricious communications and isolation

NSFREU(19)

DODtraining

NSFIGERT (3)

REGENTHALL

McNairD Ed

NSFAGEP

SMART

NSFERC

NIHTraining (3)

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Prog (2)

Proposed Consolidation and ReorganizationColorado Diversity Initiatives

Q. Why “Consolidate” Operations? A. Leverage !

Proposed Consolidation and ReorganizationColorado Diversity Initiatives

Q. Why Consolidate Operations? A. Leverage !

All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:

Proposed Consolidation and ReorganizationColorado Diversity Initiative

Q. Why Consolidate Operations? A. Leverage !

All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:

• Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)

Proposed Consolidation and ReorganizationColorado Diversity Initiative

Q. Why Consolidate Operations? A. Leverage !

All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:

• Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)

• Streamline and Formally Coordinate Communications / Operations

Proposed Consolidation and ReorganizationColorado Diversity Initiative

Q. Why Consolidate Operations? A. Leverage !

All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:

• Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)

• Streamline and Formally Coordinate Communications / Operations

• Consolidate and “Decompress” Recruiting Efforts

Proposed Consolidation and ReorganizationColorado Diversity Initiative

Q. Why Consolidate Operations? A. Leverage !

All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:

• Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)

• Streamline and Formally Coordinate Communications / Operations

• Consolidate and “Decompress” Recruiting Efforts

• Centralize Diversity Statistics for Reporting and Planning

Proposed Consolidation and ReorganizationColorado Diversity Initiative

Q. Why Consolidate Operations? A. Leverage !

All programs are diversity driven; all have similar educational missions, and many have nearly the same reporting requirements:

• Identify Skilled Labor for Campus-wide Oversight (e.g. MBA)

• Streamline and Formally Coordinate Communications / Operations

• Consolidate and “Decompress” Recruiting Efforts

• Centralize Diversity Statistics for Reporting and Planning

• Save Operations Costs (Regent Hall loved this idea)

What We Did (1999): Pursue Large Agency Grants - the vision-

to Organize, Synchronize, Communicate, and Leverage

NSFREU(19)

DODtraining

NSFIGERT (3)

REGENTHALL

McNairD Ed

NSFAGEP

SMART

NSFERC

NIHTraining (3)

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Prog (2)

NIHIMSD F 2

f

f

f

How Did We Stage to Achieve “the vision”?

Self-Selecting Faculty + Willing Deanery (interim) $taff + $eed

NSFREU(19)

DODtraining

NSFIGERT (3)

REGENTHALL

McNairD Ed

NSFAGEP

SMART

NSFERC

NIHTraining (3)

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Prog (2)

NIHIMSD F 2

f

f

f

How Did We Get Funding for Sustaining this organization?“Everyone has some “skin” in the game……(a soft tax)”

NSFREU(19)

DODtraining

NSFIGERT (3)

REGENTHALL

McNairD Ed

NSFAGEP

SMART

NSFERC

NIHTraining (3)

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Prog (2)

NIHIMSD F 2

f

f

f

$$$

$$

$

$$

$ $

How Did We Get Cooperation for Sustaining this Organization?Assured All Contributing Parties Faculty Run ! ( no Regents, Deans, VIPs)

NSFREU(19)

DODtraining

NSFIGERT (3)

McNairD Ed

NSFAGEP

NSFERC

NIHTraining (3)

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Prog (2)

NIHIMSD F 2

f

f

f

REGENTHALL

Office of the Colorado

Diversity Initiative

How Do We Govern and Establish our Mission of Parity?

NSFREU(19)

DODtraining

NSFIGERT (3)

McNairD Ed

NSFAGEP

NSFERC

NIHTraining (3)

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Prog (2)

NIHIMSD F 2

f

f

f

REGENTHALL

Office of the Colorado

Diversity Initiative

How Do We Govern and Establish our Mission of Parity?Faculty Steering Committee

NSFREU(19)

DODtraining

NSFIGERT (3)

McNairD Ed

NSFAGEP

NSFERC

NIHTraining (3)

f

f

NSFIU/CRC

CollegeMinority Prog (2)

NIHIMSD

ff

REGENTHALL

Office of the Colorado

Diversity Initiative

+

f ff

f f f

f

COLORADO DIVERSITY INITIATIVE

NSFREU(19)

DODtraining

NSFIGERT (3)

McNairD Ed

NSFERC

NIHTraining (3)

NSFIU/CRC

CollegeMinority Prog (2)

Let’s take a closer look…..

The Well Intended Alphabet Soupof Campus Diversity Programs: circa 1990’s

NSFREU

NSFIGERT

CentralADMIN

McNairD Ed

NSFERCNIH

Training

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Progs

Colorado Diversity Initiative Manifests as a “Hub and Spoke” System: $, , ,

NSFREU

NSFIGERT

CentralADMIN

McNair

NSFERCNIH

Training

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority Prog.CO Diversity

Initiative

AGEP

Since 2000 Successful Operation of CDI Has Leveraged Credibility and Talent to Secure:

NSFREU

NSFIGERT

CentralADMIN

McNair

NSFERC

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority ProgsCO Diversity

Initiative

AGEP

University of Colorado at Boulder: Has Leveraged CDI to Secure

NSFREU

DOEtraining

NSFIGERT

CentralADMIN

McNair

NSFERC

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority ProgsCO Diversity

Initiative

AGEP

University of Colorado at Boulder: Has Leveraged CDI to Secure

NSFREU

DOEtraining

NSFIGERT

CentralADMIN

McNair

NSFERC

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority ProgsCO Diversity

Initiative

AGEP

NIHTraining

NSFREU

DOEtraining

NSFIGERT

CentralADMIN

McNair

SLOAN

NSFERCNIH

Training

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority ProgsCO Diversity

Initiative

$

University of Colorado at Boulder: Has Leveraged CDI to Secure

AGEP

NSFREU

DOEtraining

NSFIGERT

CentralADMIN

McNair

SLOAN

NSFERCNIH

Training

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority ProgsCO Diversity

Initiative

$

LeadershipAlliance

University of Colorado at Boulder: Has Leveraged CDI to Secure

AGEP

NSFREU

DOEtraining

NSFIGERT

CentralADMIN

McNair

SLOAN

NSFERCNIH

Training

f

f

f

f

f

NSFIU/CRC

F 4

F 3

CollegeMinority ProgsCO Diversity

Initiative

LeadershipAlliance

$

University of Colorado at Boulder: Has Leveraged CDI to Secure

AGEP

SO: Why Should Rank & File Faculty Care about Diversity and the CDI ?

Excerpts from the “road show”

We know its all about faculty buy in and mentoring efforts…..

Educate faculty (and administrators) regarding contemporary diversity issues, and promote grass-roots involvement

Science, Math & Engineering PhDs Awarded Nationally

0

5,000

10,000

15,000

20,000

1985 1990 1995 2000

Total Total US US White US URM

Science, Math & Engineering PhDs Awarded Nationally

0

5,000

10,000

15,000

20,000

1985 1990 1995 2000

Total Total US US White US URM

c.a.700 +

If this does not appall and motivate you for parity…..try this

Meeting the Ever Changing Grant Writing Challenges: R1s

FACTS:

Population Funding $ Politics ?↔?

Large Agencies and Foundations are Increasing theirStringency with Respect to University Awards:

Meeting the Ever Changing Grant Writing Challenges: R1s

FACTS:

Population Funding $ Politics ?↔?

Large Agencies and Foundations are Increasing theirStringency with Respect to University Awards:

Awards Competition

Meeting the Ever Changing Grant Writing Challenges: R1s

FACTS:

Population Funding $ Politics ? Change

Large Agencies and Foundations are Increasing theirStringency with Respect to University Awards:

Diversity is presented as a Mandate! NSF, EPA, NIH etc.

no progress toward parity = no centers, no grants …………….………………………………….…(and no dice)

Why Should Rank & File Faculty Care ?

If you agree to “take care” = competent mentor

• Provide RA support for underrepresented PhD candidates – includes conference travel / relocation

• Provide summer support for underep undergraduates interested in graduate school: SMART + REU (AY)

• Provide grant writing support for large agency proposals (i.e. underrep. enrollments statistics modules and text)

Department Campaigning Experience:Getting the Attention of the Faculty at Large

three pool theory

Actively Oppose

Diversity/ParityActively Promote

Too Busy / Don’t Know“Depends Who is Watching”

“Swing Voters”

Department Campaigning Experience:Getting the Attention of the Faculty at Large

three pool theory

Actively Oppose

Diversity/ParityActively Promote

Too Busy / Don’t Know“Depends Who is Watching”

With CDI internal marketing and a little help from $$$

“Swing Voters”

Department Campaigning Experience:Getting the Attention of the Faculty at Large

three pool theory

Actively Oppose

Diversity/ParityActively Promote

Too Busy / Don’t Know“Swing Voters”

“Depends Who is Watching”

With CDI internal marketing and a little help from $$$

Colorado Diversity Initiative is now a big ticket hard line item

Governed: 10 member STEM Faculty Steering Committee( ~ $ 1.5 M / yr )

FACULTY SERVICE STUDENT SERVICE

- “Hand Pick” Mentors

- Host Community

- Professional Development & Building Career Networks + conference travel + technical workshops + professional institutes

- Find Pools of Qualified Underrepresented Students

- Provide Institutional Data & Grant Writing Support

- Ethnographic Assessment of progress toward parity

Colorado Diversity Initiative Action……. We help faculty: recruit, develop, track and place

Recruit

CUSTEM

CDICommunications HUBOperations Database

$eedAlign Track

Place

NationalNetwork NSF NGOs MSI

Post-Doc Faculty

Colorado Diversity InitiativeCurrent Trajectory STEM Graduate Schools

PhD Retention rate is the same as majority counter parts: c.a. ~ 2/3

3.7 %

6.0 %

0

20

40

60

80

100

120

140

160

180

200

99 00 01 02 03 04 05 06 07 08 09 10 11

UR

M S

TE

M P

hD C

andi

date

s

0

20

40

60

80

100

120

140

160

180

200

99 00 01 02 03 04 05 06 07 08 09 10 11

UR

M S

TE

M P

hD C

andi

date

s

CU minority PhD enrollments: where do they go?Sciences, Math, Engineering and Technology

3

3.5

4

4.5

5

5.5

6

7971

61

464541

383833272418Min

ori

ty P

hD

Ca

nd

ida

tes

%

Base

00 01 02 03 04

U Colorado

Colorado St.

3

3.5

4

4.5

5

5.5

6

7971

61

464541

383833272418Min

ori

ty P

hD

Ca

nd

ida

tes

%

Base

00 01 02 03 04

U Colorado

Colorado St. Steady State Annual Average:

6-7 PhDs graduate from groupstraditionally underrepresented

in Sciences, Technology,Math and Engineering

16 tenure trackfaculty

Real Institutionalization = ? faculty incentives and resources

• By virture of our #’s we have new found Political Leverage! Diversity is the “best news in town”

• Formal Integration of diversity mentoring credit into P & T (Thank you Vandy and UMass)

• Cabinet level Vice Chancellor position LEADING diversity (former faculty focusing on faculty + students)

ProvostChancellor

Graduate DeanNSF Steering Committee NIH Steering Committee

COMMUNITY! Is the most important retention factor: Min = Maj

The Synergy has been Tremendous……

NSFREU(19)

DODtraining

NSFIGERT (3)

McNairD Ed

NSFAGEP

NSFERC

NIHTraining (3)

f f

NSFIU/CRC

CollegeMinority Prog (2)

NIHIMSD

ff

REGENTHALL

Office of the Colorado

Diversity Initiative

+

f ff

f f f

SLOAN FOUNDATION

SOUTHERNREGIONAL

EDUCATION BOARD

LEADERSHIPALLIANCE

CARNEGIEFOUNDATION

Please stop ?

….and while the climate for diversity is not ideal….

……in Colorado, the ice is starting to melt

?

ASSESSMENTS and RECENT CHALLENGES