In January of 2000, Cornell reaffirmed its commitment to diversity and inclusion through the development and endorsement of the "Open Doors, Open Hearts, and Open Minds" Statement on Diversity and Inclusiveness. Since then, even in the face of constrained financial resources, the university has remained constant in this renewed commitment. Many of the university's colleges and administrative units have been working diligently to enhance the diversity of their faculty, staff and student populations, as well as a welcoming climate for all. This new column will serve to outline initiatives that are instrumental in improving the university's climate.
During the 2001 fiscal year, the nation and the world were changed by the events of Sept. 11, and Cornell was not left unaffected. In addition to dealing with the immediate tragedy, the university was faced with the financial impacts of that crisis as well as the overall downturn in the economy that preceded it. Like many other organizations in New York state, Cornell sought to become more streamlined in its business practices in an effort to cut costs and become more efficient. In November 2001, President Rawlings announced a hiring freeze and formed the Workforce Planning Team. Its task: lead the effort of clearly defining roles, responsibilities, standards of performance and accountabilities within each major administrative area and function throughout the university, in an effort to realize substantial and ongoing financial savings as well as increased efficiency in support services across campus and to improve the competitive market-pay position for staff.
During that same time, Provost Biddy Martin developed the University Diversity Council, composed of students and administrators with responsibility for diversity. The provost set forth the mission for the council to help build a Cornell community where the attitudes and actions of all people promote mutual respect and civility, so that all can fully participate in the education, employment and social opportunities of the university. In that mission, Provost Martin outlined seven specific goals for the council. Three of the major goals include: identifying barriers to achieving greater diversity and inclusiveness at Cornell; identifying and supporting programs that can have the greatest impact on campus diversity and recommending how resources can be utilized and coordinated to achieve campus diversity goals; and coordinating diversity programming efforts with constituents to avoid overlap and to maximize utilization of financial resources.
With the hiring freeze in effect, faculty and staff recruitment efforts were stymied, but the university administration began to mobilize efforts to create a more streamlined and active approach to recruitment, in particular the recruitment efforts involving historically underrepresented populations, with the goal of having this implemented once the hiring freeze was lifted in June 2002. Two programs were fortified to enhance the diversity recruitment efforts of the university.
The Office of Human Resources created the Recruitment and Employment Center to: provide information and assistance to individuals seeking regular and temporary employment; assist colleges and units with job postings, recruitment and hiring; and use a more specialized approach to diversity recruitment. The Recruitment and Employment Center, led by its director, Allan Bishop, will be available to assist in developing strategies to diversify applicant pools in an effort to attract and retain a highly qualified and diverse workforce, as well as assist with marketing the Ithaca area to potential applicants. The Recruitment and Employment Center also offers assistance through the Dual Career Program to provide job search assistance, information and support to partners of recruited faculty and staff members who have lived in the Ithaca area for two years or less. For more information about the Recruitment and Employment Center, visit www.ohr.cornell.edu/departments/rec/rec11_progareas.html or call 254-8370.
The Office of the Vice Provost for Diversity and Faculty Development can provide assistance to faculty search committees and department chairs for recruitment efforts. Faculty recruitment, especially for faculty of color, should be a continuous rather than an episodic process. Successful searches begin long before a search committee is formed, a position description is developed, the position is advertised and applications are received. Successful searches involve proactive scouting and networking to establish contacts with promising scholars of color, with institutions that are known to produce underrepresented minority doctoral recipients in certain fields, and with knowledgeable colleagues. For more information or for assistance in faculty recruitment, contact the Office of the Vice Provost for Diversity and Faculty Development, 255-5358.
While the university's financial health remains strong, Cornell faces significant financial constraints during the next several years. Endowment payouts are likely to remain flat, resources from the state of New York have decreased, tuition increases need to remain modest and giving levels are uncertain due to the current state of the economy. In spite of these many challenges, the university remains committed to diversity and inclusion as a top priority.
Provost Martin has named diversity and inclusion among the top academic priorities for the university. Martin states: "Our commitment does not derive from legislative mandates and compliance measures, but from our resolve to 'engage men and women from every segment of society' and to foster greater appreciation of difference."
The Presidential Search Committee also has placed diversity and inclusion as among the top priorities for the next president, further reiterating the university's commitment to the continuation of diversity efforts. Additionally, the Student Assembly has indicated bias prevention and diversity as among its top priorities and has implemented a task force to address these issues from a student perspective.
This column was written by Robert L. Harris Jr., vice provost for diversity and faculty development; Allan Bishop, director, Recruitment and Employment Services; and Sonja Baylor, program specialist, Office of Workforce Diversity and Life Quality. The Diversity Digest is one of the services provided by the University's Diversity Council. For information about the Diversity Council, this column, the University Diversity Council Newsletter or about diversity initiatives at Cornell, contact co-chairs Harris at 255-5358 or rlh10@cornell.edu, or Lynette Chappell-Williams, director of the Office of Workforce Diversity, Equity and Life Quality, at 255-3976 or lc75@cornell.edu.
| Cornell Chronicle Front Page | | Table of Contents | | Cornell News Service Home Page |