University Daily Kansan, May 1, 1985
Page 5-B
Minorities continued from p. 1-b
And both women and men are socialized into thinking that men do certain things — most things — better than woman."
To compensate for some of these disadvantages and discrimination, affirmative action establishes annual and long-term goals for departments and schools to hire more women and minorities.
Affirmative action bases its goals for departments or schools on a formula that compares the percentage of minorities and women already enrolled in the percentage of qualified minors and women available nationally.
If the study shows that KU's faculty doesn't reflect the availability nationwide, affirmative action concludes that the department or school has underutilized women or minorities.
Affirmative action then sets goals for the department or school, based on the number of job openings expected in the school or department.
Hiring of women by the School of Business now is far below the goals set by affirmative action.
John Tollefson, dean of business,
says that the school has worked to
recruit and hire women. But results
from the survey did not surface for
another 15 to 20 years.
"Our faculty has been put together over the last 20 to 25 years." Toullef says. "It's only been in the last 10 to 15 years that women and minorities have become more available.
"If we replaced the entire faculty at once, we would now have a different composition with more women and minorities. But we have to wait until people retire or the
budget allows us to hire another person."
All of KU's schools underutilize women or minorities, or both, to some degree. In the College of Liberal Arts and Sciences, 23 departments underutilize.
New positions established
Dearne Tacha, vice chancellor for academic affairs, says the University promotes programs such as Direct Hire Process to encourage students and schools to find minority candidates to fill faculty positions.
For the 1983-84 and 1984-85 years, the office of academic affairs provided the money to create two faculty positions each year. To apply for the money, departments or school that they had found a highly qualified minority candidate to fill a position within that department or school.
Jacob Gordon, associate professor of African studies and a member of the Black Faculty and Staff Council, says he worked on a committee that organized a program to encourage minority recruitment and hiring.
"Chancellor Budig has recently pushed this," Gordon says. "Last year, for instance, I worked on a committee to develop a program to educate the minority students spend time in school and sort of checking the University out. Then we try to get them to stay and possibly get on tenure-track."
But Vernell Spearman, director of minority affairs, says that although the administration promoted programs for minority faculty hiring, she is not satisfied with the number of minority faculty.
"There has certainly been support for more minority hiring from the chancellor and vice chancellors," Spearman says.
"But we need to be more aggressive and put together a more attractive package for minority faculty — more research opportunities, assistants and things other than money. We do it for non-minority faculty now, and we should do it more for minority faculty."
However, Barbara Ballard, president of the Black Faculty and Staff Council, says a strong relationship between minorities and the chancellor's council to help in recruitment and recommendations for minority faculty.
"We work closely with the chancellor, the vice chancellors and the directors of the programs." Ballard says. "We see the progress that we've made. That doesn't mean that there is no inequality or discrimination. But we've come a long way from where we were 25 years ago.
"And I think the University of Kansas compares with any other large, predominantly white school. A small minority faculty and staff is not unique."
Hobart Jackson, associate professor of architecture and urban design and former president of the Black Faculty and Staff Council, says progress in minority faculty hiring has not always been smooth.
Lack of continuity
"It seemed more like a new star, with each new administration rather than a continuing program," he says. "But one of the most significant changes came under Robbi Ferron. They were able to establish goals and
Jackson says that despite a decline in national support for affirmative action, state legislation and University policies have not relaxed.
"The notion of affirmative action has become somewhat unpopular." Jackson says. "There is not a lot of cooperation from the current executive branch of the government. But Koch and his rights legislation and KU have shown a strong interest in continuing despite the national decline."
Despite these efforts, however, the attempt to hire more minority and women faculty may be slowed by the unavoidable.
Tolleison says Lawrence's small size affected KU's ability to attract and hire more minority faculty.
timetables and target those departments that underutilize minorities and women."
"Because the University is in a smaller community outside of urban areas, we are inherently disadvantaged in attracting underutilized classes," he says. "The smaller university does not be able to support a dual-career household, and we lack a well-developed system of minority groups."
Jackson also says Kansas might not be able to attract as many minorities because of the rustic image it has among people on the east and west coasts and in urban areas.
professionals from urban areas because of its image as being in the middle of nowhere," he says. "And without a strong black community here, it becomes difficult to attract blacks."
"Kansas may not appeal to some
Beatrice Wright, professor of psychology, says Lawrence's smaller economy also might influence a woman's decision to teach at KU.
Local economy a factor
"Because Lawrence is smaller, there are fewer job opportunities for a woman's spouse." Wright says. "A woman might feel she could accept the job only if the man could find a suitable position."
Del Brinkman, dean of journalism, recalls a similar situation in the William Allen White School of Journalism and Mass Communications. In that case, the school chose a woman as its top choice for an advertising position, but she turned the offer down because her husband couldn't find a teaching position on KU's law school faculty.
"The woman had been offered positions at 37 schools," he says. "She narrowed it down to two schools, but chose the other. She said her main reason was because of her husband."
But Gordon disagrees that Lawrence's size has had much effect on faculty choices.
"There are a lot more middle-class
suburban dwellers from muni-
groups here now." Gordon says,
"And Lawrence offers great dif-
ferent as well as proximity to dian-
areas.
Wright, who has served on various search committees in her department, says that although progress has been made in hiring and increasing the number of qualified women for faculty positions, certain fields still are defined as men's or women's.
"Counselors at high schools and junior high shuns girls into certain types of fields," she says. "And counselors at universities are especially in terms of advertising."
Dorothy Bowles, associate professor of journalism and a member of the affirmative action board, says diversity will attract more students, as well as more minority faculty. But more important than the number of minority faculty on campus, Bowles says, is the need for role models for women and minorities.
Spearman says the number of minority faculty probably doesn't affect a student's choice to attend but it affects them after they enroll.
"I don't think the average student thinks about that," she says. "But it makes an impact on them when they get here because they never see them. They realize the minority faculty is very small."
Official says groups have diverse needs
By SHARON ROSSE Staff Reporter
The percentage of minority faculty on campus is low, but some minority groups are better represented than others.
Of the four groups defined as minorities by affirmative action, American Indians make up the smallest percentage of faculty, and Asians and South Pacific islanders make up the largest percentage.
The lack of minority programs dealing specifically with the needs of Indians and Hispanics might account in part for the lower number of faculty from those groups, says Greg Daigneault, associate professor of chemistry and the only full-time Indian faculty member.
In 1984, two Indians, 10 Hispanics,
20 blacks and 42 Asians or South
Pacific islanders were on the faculty
"The programs for minorities are geared primarily to treat the problems of urban blacks," Daigneault says.
"THESE PROGRAMS are not going to address the concerns of native Americans from a reservation or from a Bureau of Indian Affairs boar school. That is not to say that the program has been so said that their scopes are to narrow."
ONE REASON FOR the difference between the number of faculty from each group may be the number of employed applicants from each group.
"There is a much smaller pool of qualified Hispanics and native Americans," Daigneault says. "There is a lack of educational opportunities that begins essentially at the age of college. There is institutional racism that hinders Americans and Hispanics not to raise their expectations or goals."
"We have actively interacted with Haskell Indian Junior College in attempting to identify scholars," she says. "This year we've done a lot with them because of their centennial. But it is certainly true we don't have a large representation of native Americans."
JACOB GORDON, associate professor of African studies and a member of the Black Faculty and Staff Council, says he is disappointed with the University's progress in hiring Indians and Hispanics.
Deanell Tacha, vice chancellor for academic affairs, says the University tries to include all minorities in its hiring efforts.
"We have not been able to develop a strong relationship with Haskell Indian Junior College," he says.
Robbi Ferron, director of the office of affirmative action, says some think the Asian and South Pacific islander faculty at universities is growing at a healthy rate because the group is the only one of the four not at the lowest level of education, economy and health.
Chae Jim Lee, associate dean of the College of Liberal Arts and Science and professor of political science and East Asian studies, says many Asians place a strong emphasis on education for its intrinsic value and for its value as a means of social mobility.
Education also may account for the larger number of Asians and South Pacific islanders on the faculty.
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CONCERNED CHIROPRACTORS SAID TO BE CONVERGING UPON LAWRENCE
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The concerned chiropractors flocking to Lawrence realize that pronouncements like those of Mayor Amyx, Commissioner Hill, and City Manager Watson are frequently accompanied by prolonged hand-wringing which only they (chiropractors) can rectify. Because Black's Law Dictionary defines a disturbance of the peace as an "interruption of the peace, quiet, and good order of a neighborhood or community, particularly by unnecessary and distracting noises", these concerned chiropractors forsee public responses to other fraternal outbursts which will inspire a great deal more governmental hand-wringing.
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