Incentives to Support and Retain Faculty of Color (2011 Strategic Plan)

Faculty of color currently leave permanent-track positions at a higher rate than do other groups of faculty. In 2009, Hampshire's Affirmative Action Committee recommended to the VP/Dean of Faculty that we institute a program through which we can, within the equitable salary model, support and retain faculty of color.

Comments
Please include your thoughts on the importance of the initiative, how to frame the issue, things that may be missing, and any additional comments here (you can do so by logging into Hampedia and clicking edit):


 * None of the current proposals under "Increasing Faculty and Staff Diversity" indicate any direction for supporting staff diversity.
 * Why do they leave? This seems vitally important for figuring out what sort of program to institute. Devin Morse
 * I think more needs to be added in this area. I also think in general faculty and staff retention needs to be looked at as a whole.
 * It needs to be recognized that faculty do not remain at a university just for the salary. They stay for the community, the opportunities they have scholastically and artistically, and they stay if they are valued and respected fully.  From working with faculty of color I know that some of the challenges include trying to address race in a productive way with a predominantly white student body.  Students can play a major role in making an environment workable.  This is all to say that as students we need to see our power in campus dynamics and we must take it upon ourselves to be actively anti-racist as much as possible. A more respectful, collaborative campus combined with living wage initiatives and social justice ethics has the possibility of retaining faculty of color and supporting future academics of color.  -Jaymes Winell, student