Indicator 59Faculty Race/Ethnicity Pipeline, 2004-05 to 2008-09
This graph depicts the percentage of underrepresented junior faculty (assistant professors) hired at UC compared to national availability pools. It shows that UC does fairly well in terms of hiring underrepresented minorities compared to national availability pools, but this varies by discipline. UC does better in this regard in the humanities and social sciences and less well in other fields.
Because faculty careers span 30 years or more, changes in faculty diversity happen slowly over time. Change may occur as faculty are recruited from more diverse candidate pools in order to replace existing faculty who retire or leave the University; change also happens when new faculty positions are created, for example, in response to growth in student numbers or the creation of new academic programs.
Campuses are unlikely to make substantial progress in increasing diversity among ladder rank faculty in the near term since recruitment of new faculty has been significantly slowed due to the budget situation. Additional information will be available in the January 2011 Accountability Sub-Report on Faculty Competitiveness.
Source: UCOP Academic Personnel.
National availability was estimated based on the proportion of Ph.D.s awarded from 2003 to 2007.