As it exists, the numbers of minority faculty remain low, so those who are hired remain isolated and are often viewed as the “other.” Isolation turns into powerlessness over one’s choices. As Mato Nunpa (2003) points out it can be the perfect recipe for “hostility and racism” and the blaring message that “you are not welcome here.” These sentiments have been echoed by other researchers (Antonio, 2003 & Bonner, 2004). “There are no qualified African Americans in the Ph.D. pipeline” is a statement that has lost it validity since the increasing numbers have disproven it (Knowles & Harleston, 1997). Although many institutions have incorporated diversity plans into their overall mission, these goals are little realized, and are too often, mere proclamations. The purpose of the paper will be to encourage, support, and provide direction to faculty of color and others who wish to broaden this discussion and pinpoint areas for significant change. The research will look at hiring and recruitment practices, institutional leadership efforts, and negative perceptions and expectations of minority faculty.
|Keywords:||Campus Climates, Campus Leadership, College Faculty, Diversity, Equal Opportunities, Higher Education, Minorities, Multiculturalism, Race Relations, Racial Differences|
Professor of English, Department of English, Reading and Communication, Onondaga Community College, Syracuse, New York, USA
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