The Importance of Diversity in Human Species

A species in which everyone was General Patton would not succeed, any more than would a race in which everyone was Vincent van Gogh. I prefer to think that the planet needs athletes, philosophers, sex symbols, painters, scientists; it needs the warmhearted, the hardhearted, the coldhearted, and the weakhearted. It needs those who can devote their lives to studying how many droplets of water are secreted by the salivary glands of dogs under which circumstances, and it needs those who can capture the passing impression of cherry blossoms in a fourteen- syllable poem or devote twenty-five pages to the dissection of a small boy s feelings as he lies in bed in the dark waiting for his mother to kiss him good night. It needs people who can design air conditioners, and it needs people who can inspire joy . (Shawn, 2008).

Faculty Diversity Qualitative Study Fostering Ally Development and Alliances Annette N. Hamel June 14, 2017

The background We all arrived here by different roads Some of us are late bloomers Students only? Words matter what s the concept?

My preliminary studies OU students OU and its peer institutions What does inclusion accomplish?

The dissertation How does OU administration frame faculty diversity? How do faculty members understand it? What are the similarities and differences between these? What can be done to establish a positive culture of faculty diversity?

The resources Public statements Institutional Equity, Diversity, HR, President s office 25 faculty interviews 3 administrator interviews

Faculty said ... I am concerned that most people don t think of disability as an important element of diversity. The emphasis on women could put men at a disadvantage. In a narrow subfield you re not going to get a wide range of diversity. As a minority, I must represent and be a positive point of reference for others. I must do things or they won t get done. Faculty actively exclude people who are not like themselves. As a White male, my contribution to diversity comes from other factors than my race and gender. We don t get diverse applicants, so it s out of our hands. I don t trust OU administration or their motives. Age diversity doesn t get enough respect or attention. Older White females are not respected at OU. Gender diversity won t happen on its own in a field that s dominated by males. Formal policies imply that OU cares about diversity, but in practice, it s mostly a box-ticking thing. On the surface most OU faculty look to be White, middle-aged, and able- bodied. Women do most of the institutional maintenance and service, and often get stalled at the role of associate professor. We need to remember that hiring the disabled adds diversity. Even though I m a member of the majority (White), I am still uncomfortable with the lack of diversity I see around me. Unqualified people are sometimes hired due to diversity initiatives. Diversity is a slow and gentle process. As a White male, I don t have a voice inclusion does not include me. I was a diversity hire and I know it. You can t judge the diversity of a job applicant from their application materials or EEO forms. OU has a bias against people from the local area. It would be nice if hiring could be a truly blind review process. OU has a focus on diversity, but is not very successful in recruiting a diverse faculty.

General findings There is a disconnect between how administrators at OU frame faculty diversity and the way that faculty experience it Some faculty do not feel that their input is welcomed Some White faculty feel they do not / should not / cannot have a voice in matters of diversity Some minority faculty feel stigmatized by being diversity hires Outcomes are not being adequately tracked

What can be done? Create formal feedback loop between faculty and administrators Rethink the concept of inclusion Foster open channels of communication between HR and search committees Heads of academic departments should welcome frank discussion of diversity matters Establish more mentoring programs / circles

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