$50M PROVOST’S INITIATIVE ON FOSTERING OUR DIVERSE COMMUNITY
In his November 1, 2018 memo, Provost Quick outlined important new steps in USC’s ongoing efforts to foster diversity in our academic community. The first of these new initiatives is an ambitious joint program in which the Office of the Provost, working with the schools, will allocate a total of $50 million in new funds to match funding that schools employ towards the promotion of diversity, equity, and inclusion.
- How will the $50 million incentive fund be spent?
This program aims to proactively contend with the challenges facing us at the different stages of faculty recruitment – hiring and retaining faculty, both tenure-track and RTPC, as well as supporting postdoctoral fellows, our future faculty members.
- How is the determination made for the diversity composition of faculty?
Each school may have different goals based on the respective demographic compositions of the available labor market and incumbent faculty. A general aspirational guideline for most schools would be to align their faculty demographics with their graduate student populations, with the ultimate goal of having our faculty better reflect the populations they serve in their classrooms and clinics.
- Who requests the funding from the new $50 million initiative to recruit and retain diverse tenured, tenure-track, and RTPC faculty? Can the faculty search committee make the request?
The request should come directly through a school’s Dean or Dean of Faculty to Interim Vice Provost for Faculty Affairs, John G. Matsusaka.
- What specifically should the request for hiring or retention funding include?
In each proposal, the school must describe how the individual would contribute to/promote diversity in their field. For faculty hiring and retention, the school must make the case for designating the individual as extraordinary faculty. Schools may propose to request funds towards salary and/or start-up costs. The school should lay out the duration of the requested support, which may be up to five years, but which has Provost funding decreasing over time as school funding increases. The proposal should include a memo that makes the case for Provost support under this initiative, a spreadsheet detailing the allocation of proposed funding over time, and the CV(s) of the candidate(s). Priority will be granted to those schools who have demonstrated progress in improving diversity and inclusion in the composition of their faculty.
For any questions, please contact Brigid Reagan Balcom at email@example.com.
TRAINING TO FOSTER DIVERSITY IN FACULTY HIRING
The University of Southern California has a strong history in promoting diversity among its outstanding faculty. To this end, the Provost has asked each school to appoint a faculty diversity recruitment liaison who will be included in the search committees of their respective schools and has special responsibility to ensure that qualified candidates from underrepresented groups are identified.
- “From Bias to Intentionality in Faculty Searches” (PowerPoint)
- Training to Foster Diversity in Faculty Hiring – FAQs
- Faculty of Color in Academe: What 20 Years of Literature Tells Us
- Exploring the Color of Glass: Letters of recommendation for female and Male Medical Faculty
- Expanding the Provost’s Postdoctoral Scholars Program for Faculty Diversity (December 2018)
- Implementing the Provost’s Initiative on Fostering Our Diverse Community (November 2018)
- Evidence-Based Strategies for Equitable and Inclusive Faculty Hiring (June 2016) – from UCLA’s Office of Equity, Diversity and Inclusion | BruinX
- Casting the Net Widely Memo (August 2017)
- Suggestions for Increasing Faculty Diversity(August 2017)
- Casting the Net Widely (January 2016) – presentation by Professor Camille Rich, Associate Provost for Faculty and Student Initiatives in the Social Sciences
- Diversity at USC
Last updated on April 1, 2019