President’s Council on Inclusion and Excellence (PCIE)

• Appointed by President Coico in May 2011

• Charged with developing a plan to:

– Enhance faculty diversity

– Create an academic environment of inclusion

• Parallels CUNY initiative to promote faculty diversity

PCIE Accomplishments (2011-12)

• Conducted study of CCNY climate for faculty diversity and inclusion covering:

– Faculty and academic administration demographic composition

– Faculty recruitment practices and policies

– Faculty retention issues

– Promotion and tenure issues

– Psychological and behavioral issues

– Organizational leadership for inclusion climate change

• Documented 34 major findings

• Issued September 2012 report with recommendations (available on CCNY web site)

PCIE Study Data Collection

• Collected faculty and administration compositional demographic data

• Interviewed key faculty and administrators

• Conducted faculty focus groups

• Conducted on-line survey (N=186)

• Used outside consultant to protect faculty anonymity in interviews, focus groups, and survey

Highlights of Findings (Non Contract-Related)

• Persistent deficit in representation of minorities and women on the CCNY faculty

• Deficit in Black and Asian academic administrators in Executive Compensation plan positions

• Perceptions, particularly among minorities and women, that deficits are due to inattention and bias.

Highlights of Findings (Contract-Related)

• Many minority and women faculty have feelings of unwelcomeness, exclusion, and discrimination.

• Deficiencies in the promotions and tenure process disproportionately affect minorities and women.

– workload inequities due to higher service loads

– lack of mentoring

– subjective and inequitable application of promotion and tenure criteria

• Contract and HR policies do not sufficiently address work/life balance issues

I do not have a sense of community outside of the department. Outside of my department people do not know my name. I am one of two black males. People are constantly confusing our names, mistaking us for each other. They call us “the boys”. (African American).

After many years of full time service to the college community and after having received my doctorate, I find myself unappreciated by colleagues and administration. I feel as if I need to make myself overly visible to merit recognition and acceptance….Throughout my undergraduate and graduate experiences I demonstrated excellence and had a sense of self-worth; however, within the CCNY environment, I did not reach such heights. (Hispanic Faculty)

Disregard, disrespect, and exclusion of women is so deeply ingrained in the college's DNA… the vast majority (of men) participate daily in many subtle forms of discrimination like unconsciously calling on their male colleagues and giving greater value to their input when women with greater knowledge/expertise are present. (White Female Faculty)

Survey Respondents Citing Discrimination

Ethnicity/Gender Discrimination Reason GivenRace Ethnicity National

OriginGender

Asian 23.1% 15.4% 15.4% 0Black 76.7% 26.7% 6.7% 26.7%Hispanic 27.8% 33.3% 38.8% 33.3%Italian American 0 0 0 44.4%Whites 7.4% 4.2% 3.2% 23.1%Men 20.0% 15.8% 9.5% 5.3%Women 27.7% 11.1% 6.7% 40.0%

Respondents giving other reasons: age (14%), sexual orientation (6%),religion (4%), disabilities (2%)

CCNY Inclusive Excellence Goals

•Goal 1: Improve the psychological and behavioral climate for inclusion at CCNY.•Goal 2: Reduce inequities and improve fairness in faculty personnel actions.•Goal 3: Improve the compositional diversity of the faculty.•Goal 4: Increase faculty retention.•Goal 5: Increase the compositional diversity of the Executive Compensation Plan-level academic administration.•Goal 6: Increase the compositional diversity of the departmental administrations.•Goal 7: Institutionalize a culture of inclusion.•Goal 8: Create an organizational structure across all levels of the organization to support and sustain the other goals.

Strategies to Achieve Goals

• PCIE Report recommends strategies to achieve each goal.

• Some strategies overlap strategies mandated by CUNY for campus faculty diversity plans.

• CCNY strategies more comprehensive than CUNY requirements.

• Next task is implementation by administration and faculty according to a defined schedule.

• Effort will be overseen and coordinated by a new CCNY Council to replace PCIE.

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CCNY Council for Inclusive Excellence• Council Chair (appointed by President)

• Provost

• Vice President for Student Affairs

• Director, Office of Diversity and Compliance/Chief Diversity Officer

• One Dean (appointed by President)

• Assistant Vice President/Director of Human Resources

• Representative appointed by Faculty Senate

• Representative from Faculty Committee on Personnel Matters

• Chair from each Divisional/School/Major Unit Inclusive Excellence Council - (Divisional/School Inclusive Excellence Councils, to be appointed jointly by Deans and Faculty Councils or other representative faculty group, should be predominately faculty but could include HEOs or ECP titles.)–Humanities and Arts–Social Science–Architecture–Science–Engineering–Education–CWE–Sophie Davis–Library–SEEK–Macaulay