Equity Action Initiative Proposal

Research shows that there was significant growth in Ph.D. production by 67% between 1975 and 2017. The growth was actually a result of increased non-whites, particularly Asians, at 26%, receiving the terminal degree. Non-whites earning PhDs are still a minority today. Research shows, and meetings with FIU Black faculty confirms, members of color face other disadvantages that their white colleagues do not experience such as larger teaching course loads and expectations for service which distract from research time.

Recently, tenure was granted to 25 outstanding, meritorious, published, accomplished, and deserving faculty at our FIU. There was no Black faculty tenured among them. This glaring omission begged the questions: where were the Black faculty who started out with these esteemed colleagues whose tenure process endured 3 – 6 years? Why were no Black faculty tapped for the tenure track given the stark shortage of Black PhDs, EdDs, JDs, and others with qualifying academic credentials? Where was the advocate/mentor who could have supported the Black faculty wanting to progress through the academy as a contributor to the life of the minds our diverse student population could glean from?

Black faculty with courses focused on issues impacting people of African descent often garner larger student enrollment, placing an additional burden of resources (in the form of access to teaching assistants) not being provided.

Sadly, Black faculty may fail to acquire the mentoring and shepherding needed to successfully navigate the tenure-earning process. They may be hired in departments where their senior faculty may not be willing to assist with publishing, offer support for their research agenda, or offer introduction/access to the environment needed to ensure that they are tenured and promoted.

Several factors impact this situation and this work has taken a deeper dive into evaluating current processes, delineating opportunities/barriers associated with what Black faculty (currently employed and those who have left FIU) have experienced, conferring with AWED and IDEA leadership to understand what has/hasn’t worked, and ultimately to present the case for redeeming the time by creating conditions for tenure process success.

The Office of AWED collaborated with the College of Arts, Science & Education to answer the question and change the narrative for the recruitment, inclusion, retention and support of Black 55