A faculty development survey of 486 colleges and universities in the Midwest
found that high minority faculty development budgets and increased funding for
minority recruitment have a direct correlation to positive effects on minority
hiring rates (Turner, 2002).
Many institutions cover professional travel expenses, provide funds for moving,
or help in securing spousal employment (Turner, 2002).
Departments can also subsidize and/or support professional development and
research activities as incentives in the recruiting process (Turner, 2002).
Rather than wait for a vacancy to occur, some institutions create funding pools
from which departments can draw to hire qualified minority scholars when an
opportunity presents itself. These funding pools, often called Target of
Opportunity Appointments, are leveraged against future vacancies, new positions,
or are provided as additional faculty lines. (Turner, 2002).
Many institutions are now creating faculty fellows programs to hire post-docs or
ABD ("all but the dissertation") graduate students as faculty (Turner, 2002).
Create an institution-wide funding pool to cover departmental expenses for costs
associated with the on-campus interview of potential candidates, the cost of
advertisements in minority publications, and travel costs for off-campus
recruiting efforts (Turner, 2002).
Cover departmental expenses for the costs associated with off-site visitation
recruitment efforts ("Best Practices," 1998).
Provide departments who were successful in their outreach efforts with
additional dollars to support their operating budget as deemed necessary or an
additional tenure track line ("Best Practices," 1998).
Several liberal arts colleges, especially those with limited fiscal resources,
have developed an inter-institutional consortia to effectively pool resources on
potential candidates. For example, Swarthmore College, Bryn Mawr College, and
Haverford College have hired a single person with joint appointments at all
three institutions (Turner, 2002).
Colleges and universities must commit funding for faculty development and
remediation in multiracial, multiethnic, and multicultural content areas
(Butler, 1991).
Maintain a pool of funds to supplement offers to women and minority faculty in
order to be more effective (Phillips, 2002).
