Research has shown that increasing diversity in organizations and the workplace is not only a matter of social justice. It suggests that including diverse voices and experiences makes groups more knowledgeable, sensitive, efficient, creative, and successful. Examples cited claim that increased diversity (in its broadest sense, i.e., gender, ethnicity, national origin, age, sexual orientation, disability, religious and socioeconomic background) affords groups rich opportunities to respond more effectively to the challenges of society that require multiple perspectives and broad approaches to complex problem-solving. Unfortunately, among the faculty represented in higher education, diversity remains an issue. And, the proportion of diverse individuals in positions of leadership in academia has been decreasing, even among minority-serving institutions. Also, women suffer widespread discrimination in many forms.
What follows is a list of suggestions for improving both recruitment and retention of diverse faculty in institutions of higher education. Given the tremendous diversity of institutions of higher education in this country, some may work better than others for your institution. Another key factor is the majority of recommendations herein require financial resources which demands commitment from the top authorities of the institution, from the board of trustees to the deans’ level.