On November 1, 2016, Vice-President Deepa Kumar sent this message to tenure-track faculty:
Many departments are conducting searches this fall to hire new tenure-track faculty to Rutgers. I write to inform you of some important resources regarding diversity hiring. Recently, President Barchi emailed faculty with the Task Force on Humanities report. In his email, he noted that in addition to the $21.7 million for a program of diverse faculty hiring, he has added an additional $10 million for the Humanities. In all, there is now almost $32 million dollars to improve faculty diversity at Rutgers. This is much needed, because, as the task force report notes, “the percentage of faculty of color at Rutgers-New Brunswick places us eighth in terms of diversity among our CIC peers.”
We do not, however, see a mechanism by which these funds will be disbursed in order to achieve the goals laid out in the task force report. We urge the administration to provide us with a clear and transparent statement on how these funds can be accessed by departments.
Additionally, the AAUP-AFT’s Committee on Gender and Race Equity, which consists of faculty both from the Humanities and the Sciences, is offering the following resources to aid in the recruitment and retention of tenure-track faculty of color. Please note that these resources apply even to gender diversity, and below you will see a link to salary data that will be useful for potential hires:
First, faculty job descriptions and the search process need to be informed by an awareness of how to attract and recruit the best faculty of color. We have access to training programs developed by other universities on how search committees can maximize diversity recruitment. Please contact us by replying to our main union email address (email@example.com), if you would like to help set up such a training process.
Second, Prof. Cynthia Daniels, who will be overseeing the coordination of such training, has written an article outlining her experience as the chair of the Political Science department at Rutgers-New Brunswick offering a template for how a department might transform itself. Please find the article here.
The important point is that it is not enough simply to hire a diverse faculty, we need to also transform the culture within our departments and schools. We need to build an “environment where equity along lines of gender, race, and ethnicity can be fostered and maintained.” This is the only way in which we are going to retain a diverse faculty. The committee is currently developing a survey to assess the current environment and I will be sending that out in the coming months.
Third, we have analyzed salary data for male and female faculty and find that on all three campuses there is a gender gap. Often, this starts at the point of hiring and FCP ("merit") raises aren’t sufficient to undo this discrepancy which can amount to tens of thousands of dollars over the years. This gap is lower than at other universities due to the Union's active efforts to fight gender discrimination.
We have developed the following infographic table which lists the salaries of tenure-track assistant professors by area (with a breakdown by gender, and with a range of minimums and maximums). We urge department chairs to call attention to this data to potential hires, especially female faculty and faculty of color, who have historically been offered less and recommend that they visit the union’s website and educate themselves on what the appropriate starting salary is in their field so that they may be better informed in their negotiations.
Please don’t hesitate to write to me with your thoughts, questions and suggestions.
Vice-President, Rutgers AAUP-AFT
Associate Professor, Journalism & Media Studies (SC&I-New Brunswick)
11 Stone Street
New Brunswick, NJ 08901
Office phone: (732) 964-1000
Fax: (732) 964-1032