|Submission Date||Feb. 11, 2016|
Michigan State University
PA-7: Support for Future Faculty Diversity
Former Executive Assistant - Retired
OFC for Inclusion Intercult Initiatives
Does the institution administer and/or participate in a program or programs to help build a diverse faculty that meet the criteria for this credit?:
A brief description of the institution’s programs that help increase the diversity of higher education faculty:
MSU has numerous programs that assist undergraduate and graduate students from underrepresented groups. A few examples are shown below. Also, as a member of the Big Ten’s Committee on Institutional Cooperation, in 2015 Michigan State University received a share of an $8.1 million grant from the Andrew W. Mellon Foundation to prepare underrepresented students for graduate school and academic careers in the humanities and social sciences.
College of Engineering: Women in Engineering Program encourages women of all backgrounds to pursue careers in Engineering. We strive to collaborate with others in the College and the University to provide an environment that is conducive to all students’ success, providing opportunities for academic, personal and professional growth, and to serve the needs of all our constituents. http://www.egr.msu.edu/wie/about
The Alliances for Graduate Education and the Professoriate (AGEP) at Michigan State University (MSU) is a National Science Foundation program that supports recruitment, retention, and graduation of U. S. students in doctoral programs of the natural and social sciences, mathematics, and engineering. The focus of AGEP places special emphasis on a fully inclusive recruitment and development of students from U. S. population groups historically underrepresented in fields of the sciences, technology, engineering and mathematics (STEM); and the social, behavioral, and economic (SBE) sciences. http://grad.msu.edu/agep/
The role of Drew Scholars is to provide academic assistance and support for high achieving undergraduate students pursuing degrees in the College of Natural Science (CNS) at Michigan State University. These degrees include the biological sciences, physical sciences, and mathematics. Drew Scholars also supports students on the pre-professional (pre-dentistry, pre-medical, and pre-veterinary) curricula. Program emphasis has been on those who are historically underrepresented in science and mathematics fields. However, Drew Scholars is an inclusive multicultural and multi-racial community of science students that continues to pursue the goal of "Transforming the Face of Science" to address the nation's challenging of increasing the STEM talent pool and workforce. https://drewscholars.natsci.msu.edu/about-us/
The Research Education Program to Increase Diversity in Health Researchers (REPID) Program through support from the National Institutes of Health- National Heart, Lung and Blood Institute (NIH-NHLBI), provides a short term research training and enrichment experience for Michigan State University undergraduate/graduate/medical health professional students from under-represented, minority, and disadvantaged (URMD) groups. The goal is to inspire these students to pursue research careers in health-related areas of Cardiovascular, Pulmonary and Hematologic disciplines. http://repid.msu.edu/
The Graduate School offers graduate programs called Academic Achievement Graduate Assistantships (AAGA) to help provide financial support for students who have been accepted into a master’s or a doctoral degree program and whose enrollment will enhance the educational diversity of the student body of the program into which they are admitted. http://grad.msu.edu/aaga/
Michigan State University requested that AASHE Staff correct a mistake in this reporting field for the reason specified below.Previous Value: MSU offers a variety of programs and avenues that help increase the diversity of higher education faculty. Among them are: • The Office for Inclusion and Intercultural Initiatives, the ADAPP-ADVANCE (National Science Foundation grant number 0811205) program, and the Office of the Vice President of Academic Human Resources (AHR) have developed and implemented the “Advancing Faculty Success” toolkits, designed to advance MSU’s values of quality and inclusiveness in faculty hiring, promotion and retention. Guidance provided in the toolkits supplements, but does not replace, MSU policies and procedures for faculty and staff, including the MSU Academic Hiring Manual, Faculty Handbook, and Support Staff Employee Handbook. The Office for Inclusion and Intercultural Initiatives and AHR have disseminated “Advancing Faculty Success” toolkits university-wide since 2012 in a series of best practices booklets which are available on MSU’s ADAPP-ADVANCE website: http://www.adapp-advance.msu.edu/about. • The Office for Inclusion and Intercultural Initiatives provides regular training for faculty members to implement the ADAPP initiative by applying guiding principles to faculty search procedures. The ADAPP “Faculty Search Toolkit,” used in the Office for Inclusion and Intercultural Initiatives faculty training sessions, delineates strategies for a successful faculty search at each stage of the faculty hiring process. It integrates required search procedures provided in the Academic Hiring Manual with recommended best practices for diversity and institutional equity. • The “Faculty Search Toolkit” advises departments to establish a diverse search committee and ensure that search committee members understand the purpose of the search, the general search process, and their respective roles. Academic Hiring Procedures require the Chairperson to conduct an affirmative action session with the search committee. The session focuses on the university’s commitment to affirmative action and equal opportunity, and to a fair, legal, and effective recruitment process which advances diversity and excellence in the academic workforce. • Academic Hiring Procedures require that an Affirmative Action Advocate be appointed to serve on each search committee. This member evaluates the search on an ongoing basis in terms of the goals and principles of affirmative action, equal opportunity, nondiscrimination and diversity and brings deficiencies to the attention of the search committee (or as necessary to the attention of the Chairperson or the Director of the Office for Inclusion and Intercultural Initiatives) for corrective action. • Search committee guidance provides for the development of a thoughtful recruiting plan that proactively seeks to promote a diverse applicant pool. Search committees must complete the Academic Hiring Availability Data & Recruitment Activities Form and the Academic Position Request, which must be approved before recruiting begins, the Office for Inclusion and Intercultural Initiatives may require additional efforts to promote a diverse applicant pool. • Academic Hiring Procedures require that search committees advertise positions and conduct other recruitment activities specified on the Academic Hiring Availability Data & Recruitment Activities Form. All academic vacancies must be posted locally. Tenure system and other continuing appointment system positions must be advertised nationally. • Academic Hiring Procedures require that the application deadline date for all postings be at least two weeks after the posting date, but preferably longer. • The Office for Inclusion and Intercultural Initiatives reviews recruitment plans for all academic searches as required in the Academic Hiring Procedures. Each search plan is reviewed to see that it includes mechanisms likely to reach protected class members. If efforts appear inadequate, the Office recommends additional or alternative strategies. • All academic vacancies must be posted locally. Tenure system and other continuing appointment system positions must be advertised nationally or within the geographical area customary for the appointment. • Search committees are instructed to seek out qualified minority and women applicants through professional organizations and personal contacts. • Academic job announcements are routinely sent to colleges and universities with predominantly minority and women populations.
Explanation: Content previously submitted did not meet the criteria.
The website URL where more information about the faculty diversity program(s) is available :
The information presented here is self-reported. While AASHE
staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution and complete the Data Inquiry Form.
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution and complete the Data Inquiry Form.