4/27/10 The Stanford Daily: "Report on faculty sheds light on demographics,"
by Elizabeth Titus
    Of the University’s 1,908 faculty members, 290 are Asian as of September 2009, an increase since 1999 and 2004.      according to this year’s Report on the Faculty, an annual study by the provost’s office about hiring, loss and demographics.  At Stanford, about one in four faculty is female and about one in five is a person of color.
    “The faculty as whole grows slowly,” Patricia Jones, the vice provost for faculty development said. During last year’s study period, the faculty grew 1.9 percent to 1,908 members, an average rate in “recent years.” That net growth came from 100 hires and 65 departures.
    The report also examined tenure rates by gender and ethnicity. Among faculty up for tenure between 1995 and 2002, 85.5 percent of women and 79.3 percent of men received tenure. 82.4 percent of Asian faculty, 74.3 percent of under-represented minorities and 83.3 percent of non-minority faculty who were up for tenure between 1989 and 2002 received it.
    For non-tenure line faculty up for tenure between 1995 and 2002, women’s and men’s rates were nearly level, at 53.5 percent and 53.7 percent respectively. Between 1989 and 2002, 52.5 percent of Asian faculty, 39.4 percent of under-represented minorities and 53.5 percent of non-minorities got tenure. The data are from an internal database of the Faculty Affairs division of the provost’s office, Jones said.


4/12/10 Boston Globe: "Harvard Corporation elects leading lawyer: Commitment to innovation is Lee’s priority,"
By James F. Smith
    Harvard University announced yesterday that William F. Lee, a nationally known Boston lawyer with deep roots in the university, has been elected to the Harvard Corporation, the institution’s principal governing body.
    Lee, who is co-managing partner of the Wilmer Cutler Pickering Hale and Dorr law firm that employs 1,000 lawyers, will join the seven-member Harvard Corporation July 1, when James R. Houghton, 73, its longest-serving member, steps down after 15 years of service.
    Lee, twice named one of the 100 most influential lawyers in America by the National Law Journal, graduated from Harvard in 1972 and taught courses at Harvard Law School for about five years. He served for six years on the Harvard Board of Overseers, the 30-member consultative body elected by university alumni.
    In a phone interview yesterday, Lee noted that as a Board of Overseers member he served on two joint committees with the corporation — the audit committee and the presidential search committee that chose Drew Gilpin Faust to succeed Lawrence Summers in 2007 — so he has worked with the seven current members of the corporation, which is led by Faust and picks new members when vacancies occur.
Lee said his overriding priority will be to keep all the institutions that make up Harvard innovative.
    “Harvard is the most unique and extraordinary institution in the world,’’ he said, “but . . . there’s also a lot of inertia that comes from age and traditions.’’
    Lee said his years of focus on intellectual property legal issues have made clear to him “there is nothing more important than the area of science and technology,’’ and he would work to make sure that Harvard is at the forefront of both those fields.
    The corporation oversees Harvard’s finances, and has come under fire for failing to anticipate and deal with the plunge in Harvard’s endowment during the recession.
    Two Harvard professors, Fred Abernathy and Harry Lewis, wrote in a Globe column in December that the Harvard Corporation “is a dangerous anachronism. It failed its most basic fiduciary and moral responsibilities. Some of its members should resign.’’
    They said the corporation is “too small, too closed, and too secretive to be intensely self-critical, as any responsible board must be.’’
    Lee, a Philadelphia-born son of Chinese immigrants who came to the United States in 1948, was named one of the 50 most influential minority lawyers in the United States in 2008 by the National Law Journal.
    “I grew up at a time when being Chinese was a little bit harder than it is today,’’ he said. “My parents came to the US when Chinese could not become naturalized citizens.’’
    He said he recalled sitting with his parents when they bought their first house and waiting anxiously to learn whether they would be accepted by the neighborhood association.
    “My father once told me to be proud that you are Chinese and don’t forget it, because nobody else ever will,’’ he said.
    Lee, an avid runner who just turned 60 and lives in Wellesley, has sent two of his children to Harvard and his two brothers teach at Harvard Medical School.
    He said he fully supports the steps over the past decade to make Harvard a more global organization, “and more importantly to make the student body more global.’’
    From 1987-89, Lee served as associate counsel to Independent Counsel Lawrence E. Walsh in the Iran-Contra investigation, which led to several convictions of Reagan Administration officials.
    Lee co-leads one of the country’s leading law firms, a nearly $1 billion enterprise. He was managing partner of Hale and Dorr from 2000 to 2004, when it merged with Wilmer, Cutler and Pickering. He also is on the new board of the Broad Institute, the cutting-edge genomic medicine institute in Cambridge.



3/31/10 New York Times: “Sports of The Times: For Butler’s President, Excellence Is Expected,”
by William C. Rhoden
    As the first American-born child of Chinese immigrants, Bobby Fong, the Butler University 
president, learned math by computing baseball statistics. He learned about the United States 
by studying the game of baseball. 
     “Baseball was my introduction to American life,” Fong said Tuesday in a telephone 
interview. “I’m an immigrant’s son; I didn’t speak English much until I began kindergarten.” 
    He grew up in Oakland, Calif., and when the Dodgers and the Giants relocated to Los Angeles
and San Francisco in 1958, Fong could not understand what all the fuss was about. 
    “Everybody was raving about Duke Snider and Willie Mays,” Fong said. “I raised my hand 
one day in class and asked, ‘What’s baseball?’ ” 
    The teacher explained to Fong that if he wanted to understand American life, he needed to 
learn about baseball. “I did and I’ve been overcompensating ever since,” he said. 
    Today, Fong has a new passion: college basketball. Fong has discovered how a winning 
basketball team can move a university into a national spotlight — for all of the right reasons. 
    Butler has become the inspirational face of March Madness. The team’s success has had 
instant impact. “In the last few days we’ve had trouble keeping the admission Web site up,” 
he said. “It crashed at least once.”     
    What makes the N.C.A.A. tournament fascinating are the contrasts. Saturday’s national 
semifinal game between Butler and Michigan State offers a stark contrast. 
    Butler has an undergraduate enrollment of 3,900, Michigan State about 35,000. Butler 
Coach Brad Stevens, 33, who quit his job at Eli Lilly, a pharmaceuticals manufacturer, to 
become a volunteer assistant at Butler, is making his first Final Four appearance. Tom Izzo, 55,
has taken Michigan State to six Final Fours in the last 12 seasons, winning a national 
championship in 2000. 
    Stevens earns a reported $750,000; Izzo’s salary is estimated at $2.8 million a year. 
    The decision facing Fong, probably sooner than later, is whether to break the bank to keep
Stevens when larger programs come calling. 
    Both of Fong’s parents died before he entered college, giving him a different perspective
about money versus happiness and security. 
    “I always needed to worry about where the next dollar was going to come from,” he said.
“I don’t think there’s anything wrong with worrying about how to be secure economically. 
It may be a necessary thing, but it’s not the sufficient thing. There are things that ultimately will
make for satisfaction in life that go far beyond that.” 
    Fong, the Butler president since 2001, said Stevens had created a legacy there that could
be as good as gold. 
    “However long he stays, he doesn’t have to leave simply for the cash,” Fong said. “All of us
want to leave a legacy, and the nature of that legacy may be more important than simply being
comfortable beyond a certain level. Once you hit a million, the difference between one million 
and four is numbers. What Tom Izzo has at Michigan State is a legacy. That’s really by far the 
more valuable thing.” 
    We shall see. 
    The difference between the Michigan States and the Butlers of the world is the ability to 
consistently be among the last teams standing in late March. 
    Sometimes a university is so smitten by the sweet taste of success that it cuts corners and
makes concessions and exceptions to its core values. Sometimes the concession is whom 
you hire as coach. Sometimes it is whom you accept as student-athletes. 
    “We work from the presumption that there should be not a gap between academic 
excellence and athletic excellence,” Fong said. “Our promise to our students is that if we 
admit you, we believe that you are capable of getting a degree from Butler University. It’s not
that we’re trying to keep people out. We expect students to hit the ground running. We don’t 
have any developmental or remedial courses. The expectation is that you are here to be a 
student first.” 
    Fong received an undergraduate degree in English from Harvard and his doctorate in 
English literature from U.C.L.A. It was at U.C.L.A. that he began a continuing passion for the
work of Oscar Wilde. 
    He continues to be a passionate baseball card collector, and his soul is found in the 
classroom. “My real job is being a professor of literature,” Fong said. 
    Butler has become a compelling narrative, a midmajor university that, from all appearances
has successfully married academic and athletic aspirations. 
    “My students will never forget being part of this experience at Butler University,” Fong said.
“It’s going to be tied into the stories they tell of their own lives going forward. Those memories
are going to warm them in hard times.” 
    Even then this moment will be difficult to comprehend: the Butler Bulldogs in the Final Four.

11/17/09 Harvard Crimson: "Faculty Diversity Report Released: Percentage of female and minority faculty up this year,"
by Xi Yu
    The number of female faculty members has increased by 16 percent since 2003 and the number of minorities has increased by 23 percent over the same time, according to the 2009 Faculty Development and Diversity Annual Report.
    The report—which was released last week—showed that women now hold 26 percent of the 2009-2010 ladder faculty positions at the University, which include professor, associate professor, and assistant professor.
    But while the percentage of women in senior faculty positions (professor) has remained a constant 21 percent from the 2008 report to 2009, the percentage of women who are junior faculty (assistant professor, associate professor) has actually decreased from 37 percent to 36 percent.
    Judith D. Singer, Senior Vice Provost for Faculty     Development and Diversity, who oversaw the report, said that the pipeline issues for women tend to be less problematic than the pipeline issues for minorities.
    “I think there’s an increased consciousness that there are many excellent women on our junior faculty and elsewhere that we’d want to have as colleagues,” Singer said. “Increasing attention to issues for women and women faculty, this is a good news part of the story.”
    The report suggests that minorities currently represent 17 percent of the faculty—a small increase from last year’s 16 percent.
    “We’re trying to get more minority faculty into every level of the University in all fields,” Singer said. “The numbers of minority Ph.Ds who want to go into academia are simply too low, especially when it comes to blacks, Latinos, and Native American faculty. We’re making a conscious effort like our peers to increase the pipeline, even at the undergraduate level.”
    In terms of Asian/Pacific Islanders, the report shows a 23 percent increase over the past six years.
    The combined percentage of African Americans, Latinos, and Native Americans has remained at approximately five percent over the same period.
    According to the report, the total number of senior faculty members has risen by twelve percent during the past six years, but the percentage of junior faculty members has decreased by two percent.
    Singer said that the University has placed emphasis on nurturing the junior faculty, hiring people who are initially qualified, and supporting them when they are here.
“We are hiring, we are continuing to recruit,” Singer said. “We will work very hard to aggressively retain our faculty.”

11/10/09 Harvard Magazine: "Faculty Diversity Developments,"
    Women now hold 26 percent of the ladder-faculty positions (professor, associate professor, assistant professor) at the University—395 positions out of 1,507—and minorities 17 percent—258 positions—according to the 2009 annual report of the Office of Faculty Development and Diversity (FD&D), published today. The report and accompanying exhibits are posted at the FD&D website.
    According to the report, the number of ladder faculty members rose by 96 (7 percent) during the past six years; senior appointments rose from 888 to 997, and the junior-faculty census declined from 523 to 510. Two-thirds of Harvard’s ladder faculty members are full professors, and just one-third are in the junior ranks (assistant and associate professors), where women and minorities are much more heavily represented.
    The data, published under the auspices of FD&D’s director, senior vice provost Judith D. Singer, show that within the Faculty of Arts and Sciences (FAS), women hold 22 percent of the senior professorships, but 37 percent of the junior appointments. By division, women hold 23 percent of the full professorships in the social sciences, 32 percent in the humanities, 12 percent in the natural sciences, and 9 percent in engineering. The representation of women in the junior-faculty ranks is a different story entirely: 46 percent of junior-faculty members in social sciences are women, 40 percent in humanities, 28 percent in natural sciences, and 22 percent in engineering.
    In the professional schools, the proportion of women in the full-professor ranks ranges from a low of 14 percent in the dental school, 16 percent in the medical school Quad (excluding the faculty in the affiliated hospitals), and 17 percent at the law school, to highs of 22 percent in public health, 36 percent in divinity, and 37 percent in education (where Singer herself is Conant professor of education).
    The population of minority faculty members remains small, with Asian/Pacific Islanders accounting for 168 ladder positions (and accounting for two-thirds of the growth in the past six years), and black, Latino, and Native American professors as a whole holding just 90 positions—representing, respectively, 3 percent, 3 percent, and 0.2 percent of the University faculty overall.
    The report notes that in the University’s faculty ranks, the number of women has risen by 55 (or 16 percent) during the past six years.  The number of black faculty members has risen by just five since 2003-2004, and is in fact down by two compared to last year. From 2003-2004 to the current year, the share of junior-faculty appointments held by women has risen from 34 percent to 36 percent, while the proportion of senior-faculty appointments has risen by 3 points, to 21 percent.
   In the current economic circumstances—with new hiring slowed significantly in FAS, the largest faculty (about 47 percent of the University total), and retirement incentives looming for senior professors—the most significant changes in the future composition of the faculty may, ironically, come from shrinkage, rather than continued growth. Given the proportionally higher representation of women among the junior professors, retirements among a faculty skewed toward the senior ranks would tend to make the professoriate more diverse, all other factors held equal. Given the very limited number of black and Native American junior professors, the effect of retirements on further diversifying the faculty among these underrepresented groups would be negligible.


11/10/09 Daily Princetonian: “Few minorities among University's senior ranks: Only African-American senior administrator set to retire in June,”
By Henry Rome
    When Vice President for Campus Life Janet Dickerson retires in June, the University will lose a devoted and caring administrator, President Tilghman and students told The Daily Princetonian last month. But the University will also lose the only African-American member among its senior administrators.
    The University began a concerted effort to increase faculty and staff diversity five years ago. Still, the senior administration — the 25 highest-ranking officials in charge of University governance — has far less minority representation than the student body, and less than the senior administrations at several peer institutions, including Harvard, Dartmouth and Cornell.
    Minorities make up 8 percent of the members of Princeton’s senior administration, which includes officials from Tilghman and the senior deans to the vice presidents and the University librarian, according to the University Governance website. For the student body, that number is 32 percent.
    “It doesn’t make sense that the student body looks one way but the administration looks a different way,” said Charles Wright ’11, president of both the Black Student Union and the Black Men’s Awareness Group. “I just wonder what the problem is.”
    In 2004, the University set out to examine this question, establishing the Diversity Working Group to look at diversity issues among employees, including senior administrators. At the time, Dickerson was the only minority who was a senior administrator.
    Now there are two: Nilufer Shroff, who is of Indian descent, was named the University’s first chief audit and compliance officer in 2007. The rest of the senior administrators are white.
    Diversity in that group is a “priority” for the University and a topic that has been discussed by senior administrators, said Terri Harris Reed, the vice provost for institutional equity and diversity.
    But Dickerson’s planned retirement has raised new questions about why the University’s senior administration — in many ways, the public face of the University — is not more diverse.
    “Prospective students or people looking at Princeton and trying to see Princeton ... will look at [the senior] administration,” Julia Xu ’11, the co-president of the Chinese Students Association, said. “Having that administration not reflect diversity in the student body will give a distorted view.”
    But this is not just an issue at Princeton, said sociology professor Patricia Fernandez-Kelly, who is an expert in diversity and immigration.
    “This is not a problem that Princeton University can solve alone,” she explained. “There are more people of minority backgrounds in this University than there used to be, perhaps not enough, but … it’s a problem that transcends much of what the University can do.”
    The need for a ‘multi-faceted effort’
    Five years ago, at Tilghman’s request, the Diversity Working Group was formed  to examine diversity and recruitment among all employees at the University. Tilghman declined to comment for this article.
    The group, co-chaired by Dickerson and Executive Vice President Mark Burstein, was specifically charged with studying ethnic and racial diversity, Dickerson told the ‘Prince’ in February 2005.
    The working group was created at a time when significant controversy surrounded issues of diversity, especially following the departure of at least 10 minority staff members in fall 2004. “I think there is a problem,” Reed told the ‘Prince’ in September of that year.
    “If people aren’t feeling validated or respected in their work, then they’ll look for places [where] they are,” one of the University Health Services staffers who departed said in a September 2004 interview.
    The working group issued a report in October 2005 that called for better communication among those working in different diversity initiatives and an emphasis on “affinity groups,” where employees of the same race, gender, ethnicity or sexual orientation can meet.
    “It is clear to the working group that changing the culture of an institution only happens through sustained multi-faceted effort,” the report said. The working group called on the University to work with hiring managers to further educate them on diversity issues and to increase the diversity of applicant pools.
    In the four years since the report’s release, there has been turnover in six senior administrative positions. Five of those positions were filled by women, including Shroff, who is the sole member of an ethnic minority hired since the report’s release.
    Among peers, U. lags behind
    Princeton lags behind many of its peer and neighboring institutions when it comes to diversity among senior administrative officials, according to data obtained by the ‘Prince’ from Harvard, Yale, Dartmouth, Cornell, Duke and The College of New Jersey.
    Princeton trails behind all of those schools except Yale, which has no minority members among its senior administration of eight university officers and 14 deans, Yale President Richard Levin said in an e-mail to the ‘Prince.’
    “There are, regrettably, no officers or deans of color, but we have considered candidates of color for most positions,” Levin said. “We make a special effort to ensure that in all searches for senior positions we identify candidates who are women or members of minority groups.”
    The gap between Princeton and most of the other schools is modest: Princeton’s 8 percent compares with Cornell’s and Duke’s 11 percent and Dartmouth’s 12 percent. But 15 percent of Harvard’s officers, deans and vice presidents are minorities, and the diversity among the senior administration at The College of New Jersey is 18 percent.
    Dickerson noted, however, that universities define “senior administration” in different ways. She instead emphasized the “steady progress” the University has made in diversifying the roughly 250 members who make up a broader swath of administrators, called the “executive, administrative and managerial” positions.
    In 2004, 8.3 percent of people in those positions were ethnic minorities, while the median among the University’s “peer institutions” was 11.4 percent, according to statistics provided by the University. In 2008, that number at Princeton grew to 13 percent, closing in on a median among peer institutions that rose to 14 percent that year.
    University spokeswoman Cass Cliatt ’96 defined these “peer institutions” as “other highly selective institutions, including those on the upper East Coast, on the West Coast and in the Midwest,” she said in an e-mail.
    The University’s progress in closing the gap between its minority representation and its peers’ was a step in the right direction, Dickerson said.
    “That’s not necessarily a number to say we’re showing leadership in this area — we’re not necessarily really thrilled about it,” she said. “But I believe that the efforts that the University has been making over the past several years have been very intentional and very focused.”
    ‘A whole spectrum’ not represented
    Some students, however, said they do not think these efforts have yielded adequate progress.
    “There’s a whole spectrum of people of different colors who aren’t represented,” Wright said. “They would be able to offer something different.”
    Leslie-Bernard Joseph ’06, a former president of both the Black Student Union and the USG who was a vocal critic of the senior administration’s diversity at the time the working group was established, also said that ethnic and racial diversity would bring in a variety of backgrounds and therefore allow the University to govern better.
    “In order for the University to just serve all of its students well, the people that make decisions need to have some sort of perspective on how the different communities at Princeton feel,” he explained. “While that doesn’t mean exclusively that people who are making decisions need to be [the] same race of the person who they are thinking about, I think it’s extremely helpful that ... people [in] the administration have a greater understanding of that perspective.”
    University officials said Princeton strives to bring people with a variety of perspectives to the senior administration.
    “There are research studies that have been done to show that in a work setting [and] in a learning setting ... the outcomes you get are different [if] you have a group of people from different backgrounds,” Reed said. “You have a different perspective, set of experiences, background to bring to issues [and] how you solve problems.”
    And diversity should not be defined solely by ethnic minority representation, Dickerson said.
    “It’s easier probably to see color than some other dimensions of diversity. I want to emphasize that we are making every effort to make sure that our pools do include candidates of color in them,” she explained. “So while some elements of diversity are less visible than others, I think it’s notable that we do have LGBT people on the University’s cabinet, that we have people from different ages and generations, that we have people who have had immigrant backgrounds, and others.”
    Obstacles to increasing diversity
    The university’s efforts to increase diversity in the senior administration face serious challenges from the stereotypes Princeton has often been tagged with, as well as the negative treatment of minority groups in the United States over generations, students and faculty said.
    Pressures to incorporate minorities into administrative positions at colleges and universities increased at several other institutions in the 1980’s, when minorities “were incorporated precisely as a result of the pressure on the part of students and other groups,” Fernandez-Kelly said.
    But some of the new staffers, she added, were ill-prepared for the jobs they took.
    “They became terrible embarrassments,” she said. “I realize students are impatient the same way that many of us are impatient with change that is positive, but I think that sometimes students don’t realize how difficult it is to both reach out and try to incorporate members of minority groups who are qualified.”
    Some students attribute the particular challenge that Princeton faces in trying to diversify its senior administration to its reputation as an institution where, historically, diversity was not always emphasized.
    “I think for a long time, a diverse range of candidates would not have applied to a place like Princeton just because of, you know, the negative perception that people had of the place because of whatever historical stereotypes that the University has,” Joseph explained.
    “I think that as the school begins to change for the better [and], in many ways, becomes a more progressive place, you begin to have a broader pool of applicants from which to choose,” he added.
    Fernandez-Kelly, however, said the problem is long-term.
    “The problem with African-Americans is the level of hostility [in the United States] they have experienced for many generations cannot be wiped out in a single generation,” she said, adding that there is “still a lot of disadvantage being faced by working-class and unemployed African-Americans.”
    “And so suddenly to want to have a large pool of qualified candidates for administrative positions is not terribly realistic,” she noted.
    Making progress
    To further incorporate the University into the community and emphasize its commitment to diversity, the University has actively reached out to local minority communities, said Robert Martinez, the University’s first manager of diversity and inclusion.
    Martinez, who was hired in 2007 based on the working group’s recommendations, said the University has held “town and gown meetings” with local minority professionals.
    He described the University as a “cradle to grave” employer like many universities, so diversity among employees will lag behind current trends.
    “Our employee base [is] what this area of New Jersey looked like 25 years ago,” Martinez explained.
    He also noted that there are about half a dozen “employee resource groups” — including the Princetonians of Color Network and groups for the Chinese community, South Asian administrators, Latino administrators, international community and LGBT community — that allow minority employees to collaborate and connect with one another.
    A search party, with a ‘diverse slate’
    The search for Dickerson’s replacement will be aided by the Boston search firm Isaacson, Miller. It will assist the University in obtaining a “diverse slate” of applicants, Martinez said.
    “We want all kinds of diversity, not necessarily racial [or] ethnic diversity [but] regional diversity, age, sexual orientation,” he added.
    The firm is also helping the University in its search for a director of Public Safety, according to the firm’s website.
    Overall, Dickerson — who has been at the University for nine years — said diversity has increased greatly during her tenure.
    “Princeton feels quite different than it did, from my point of view, four, and eight, and 10 years ago ... But we could do more. We should not be satisfied with the gains that we have made,” Dickerson said. “Sometimes it takes … questions from students or observations made by those on the outside looking in to remind us that we do have a way to go.”

7/25/02 Associated Press: "UNM Names New Dean for Fine Arts College
    Albuquerque -- James Moy has been named dean of the College of 
Fine Arts at the University of New Mexico.
    UNM officials said Moy will take on his new duties beginning Jan. 2.
Moy has served as chairman of the department of theater and drama 
at the University of Wisconsin in Madison since 1998. He has been a 
member of the faculty there since 1981.
    He also has taught at the University of Texas at Austin, Northwestern 
University and the University of Oregon in Eugene.
    Moy's recent work focuses on representations of race in America, 
according to a UNM news release. His book credits include ``Marginal 
Sights: Staging the Chinese in America'' and ``Reviewing Asian America: 
Locating Diversity."

5/1/02 The Amherst Student: "Chemistry hires new professor with tenure,"
    The chemistry department recently hired Helen Leung to fill the position 
vacated by Assistant Professor of Chemistry David Padowitz when he left 
Amherst last year after being passed over for tenure. Upon being hired, 
Leung was immediately granted a tenured position as a full professor.
    Leung is currently an associate professor at Mount Holyoke College. The 
last professor to be hired by the College as a fully tenured professor was 
Professor of Political Science Uday Mehta, who was hired in 2000.
    An acclaimed researcher in the field of physical chemistry, Leungs 
expertise is in small molecule gas spectroscopy. She is the author of many 
journal articles, some of which she co-authored with her undergraduate 
students.
    "Professor Leung is a physical chemist whose work has won her national 
recognition, whose creative and innovative teaching has earned her 
accolades from faculty and students, and who is just a tremendously 
wonderful human being," said Professor of Chemistry Patricia OHara, the 
chair of the department. "We count ourselves incredibly lucky to have her join 
our department."
    In most cases, newly hired members of the faculty are given the position 
of assistant professor, a tenure-track position. After three years, they are 
considered for renewal and are considered for tenure three years after that. 
Once the chemistry department decided to offer Leung the position, an ad 
hoc committee was formed to determine the title Leung would be offered. 
The committee recommended to Dean of the Faculty Lisa Raskin and the 
Committee of Six that Leung be granted a full professorship.
    "We wouldnt get someone like Helen without [a tenure offer]," said Gerety. 
"You bring leadership into a department. You bring in somebody whose 
success you can know. [Offering tenure to a new hire] is the exception, not 
the rule," he said. "On a more personal note, I have been at Amherst for 
almost 20 years and this will be the first time that I will have a senior woman 
colleague in chemistry," said OHara. "Im more than thrilled."
    Currently, Leungs research work is being funded both by the National 
Science Foundation and the Dreyfus Foundation, both highly reputed 
organizations. Members of the Colleges student advisory group, headed by 
Philip Chau 02, interviewed Leung and recommended her as the top 
candidate in the applicant pool.
    Born in Hong Kong, Leung received her undergraduate degree from 
California State University (CSU) at Northridge in 1983, where she majored 
in biology and chemistry. She received her Ph.D. in physical chemistry from 
Harvard University, where she studied under renowned chemist William 
Klemperer. She completed a year of postdoctoral work at the Harvard 
Smithsonian Center for Astrophysics, before gaining professorship at 
Williams College, and then ultimately moving on to Mount Holyoke in recent 
years. She is the wife of Professor of Chemistry Mark Marshall.

4/22/02 Associated Press: "U. of Nevada Hires Broadcaster Joann Lee as 
New Journalism School Dean,"
    Reno, Nev. - Joann Lee, an experienced broadcast journalist directing the 
journalism program at a college in New York City, was hired Thursday as new 
dean of the University of Nevada's journalism school.
    Lee, currently at Queens College City University, was the first Asian 
American hired for on-air television news in Sacramento, at KXTV. She also 
has worked at stations in Chicago and Philadelphia as well as CNN's New 
York bureau.
    She will succeed William Slater as the new dean of the Reynolds School 
of Journalism at the University of Nevada, Reno. Slater left the university 
earlier this month to become dean of the College of Communications at 
Texas Christian University.
    Born in Hong Kong, Lee grew up in New York City on Manhattan's Lower 
East Side. She attended Columbia University and the City College of New 
York. She is the author of ``Asian Americans,'' ``Asian American Actors,'' 
and a novel, ``Virtual Escape.''

4/15/02 Associated Press: "Princeton Adds Author Chang-Rae Lee to 
Its Faculty,"
    Princeton University added award-winning Korean-American author 
Chang-rae Lee to its faculty Saturday. The board of trustees appointed Lee 
to Princeton's Humanities Council and creative writing program. The 
appointment takes effect July 1.
    Lee, 36, joins acclaimed authors including Toni Morrison and Joyce Carol 
Oates at Princeton.
    ``It's not about prestige,'' Lee said in a phone interview Saturday. ``It really is 
about artistic possibility and inspiration for me. I almost feel as though I'm in a 
situation that's close to what a Princeton student might feel, who wants to work 
with these writers.''
    Lee first caught the publishing world's attention in 1995 with his debut novel 
``Native Speaker,'' which won the Ernest Hemingway Foundation/PEN Award 
and the American Book Award.
    The book is narrated by a young New Yorker who works for a private 
intelligence agency and has been assigned to spy on a Korean-American 
councilman.
    Lee followed with another novel, ``A Gesture Life,'' the story of an elderly 
medic who remembers treating Korean ``comfort women'' during World War II. 
That book won awards including the Anisfeld-Wolf Prize in Fiction and the 
Asian-American Literary Award.
    Professor Paul Muldoon, director of the creative writing program, described 
Lee as ``a great writer, a great teacher and, as luck would have it, a great 
person.''
    ``The program has been arguably the best in the country,'' Muldoon said in a 
prepared statement. ``With the arrival of Chang-rae Lee, it is unarguably the 
best in the country.''
    Lee's writings explore themes of identity, belonging and assimilation. His 
family moved to the United States from Korea when he was 3, settling in 
Westchester, New York.
    He is finishing his third novel, which could be out early next year.
    Before becoming a writer, Lee worked as an equities analyst on Wall Street. 
He received a master of fine arts degree in creative writing from the University 
of Oregon in 1993, and stayed on as a faculty member.
    In 1998, he became the director of MFA Program in Creative Writing at 
Hunter College of the City University of New York. He was an Old Dominion 
Fellow of the Humanities Council at Princeton last fall.
    ``I'm not a teacher who also writes books. I'm a writer who talks about his 
work, his craft and his ideas about language,'' Lee said. ``That's the only way 
you can learn from someone who's a practicing artist.''

4/17/02 Daily California (Berkeley): "Number of Minority Hires Remains Low
At UC Berkeley: Proposition 209 May Be Partly Responsible,"
    The number of minority faculty hired by UC Berkeley continues to remain low,
a lingering effect of Proposition 209's passage in 1996, according to some 
professors. Currently, minority ladder-rank faculty, who are either already 
tenured or on the tenure track, make up 16% of the university's overall faculty. 
Out of the 64 faculty hires in the 2001-02 academic year, 11 were Asian 
American and one was Latino. Percentages of underrepresented minorities - 
blacks, Latinos, and Native Americans - show a steep drop in faculty hires.
    In the five years before Prop. 209, underrepresented minorities constituted 
11% of faculty hires. Five years later, the figure decreased by 7%, according 
to a 2000 report of the chancellor's advisory committee on diversity.
    Vice Provost for Academic Affairs Jan de Vries pointed to the low numbers 
as merely a continuation of the lack of minority faculty hires even before the 
passage of Prop. 209. "It never was good, and it isn't good now," he said.
    Statistics show UC Berkeley has hired an average of five underrepresented 
minority faculty members in ladder-rank positions per year in the past 10 years.
    The Faculty Equity Assistance Office, in the Chancellor's office, reviews 
faculty outreach and recruitment and recommends new programs to diversify 
faculty. Its July 2000 report recommended departments be held principally 
accountable. "No amount of energy at the campus level will be effective to 
promote diversity if changes are not felt directly at the 'local' level where key 
personnel decisions are made," according to the report. Departments initiate 
the hiring process by requesting faculty positions from the division dean, and 
the request eventually makes its way to the academic senate.
    "The decentralized nature of hiring in Berkeley through departments makes 
it difficult to do things from the chancellor's office," said Charles Henry, former 
vice associate provost for faculty equity and chair of the African American 
studies department. "You really need advocates in each department that are 
going to monitor the search process and advocate for diversity."
    De Vries attributed the low numbers of minority faculty hires to the 
competitive marketplace and low numbers of minority doctorates, rather than 
the lack of UC's commitment to diversity. Oftentimes, he said, UC Berkeley 
must compete with other high-ranking universities for qualified minority 
candidates. While approximately 80% of the faculty offers made to 
nonminority candidates are accepted, only about 50% of offers to minority 
candidates are accepted, he said. "If private schools are more attractive to 
some people because of the prestige, then there isn't much we can do about 
it," said John McWhorter, a UC Berkeley linguistics professor said.
    But others related the lower acceptance rate for minority candidates to 
whether UC Berkeley is an inviting place for minority faculty. They said the 
lack of numbers in minority faculty makes it difficult to develop a sense of 
community on campus. "If the 'old boys network' don't feel comfortable with 
you, and you're giving off signs that you don't feel comfortable with them, then 
you get excluded," said Angelica Stacy, associate vice provost for faculty 
equity.
    De Vries also cited the lack of minorities earning doctorates nationwide 
as another barrier to finding qualified minority candidates. "If the pipeline 
isn't filling up, who are we going to hire in 10 years," he questioned.
    But according to an annual census of new doctorate recipients, 
percentages of doctorates awarded to minority groups are steadily rising. 
In 2000, racial and ethnic minority groups earned over 16% of all doctorates 
awarded to U.S. citizens, "the largest percentage ever." The 4,389 doctorates 
awarded in 2000 to racial and ethnic minorities illustrate a 25.1% increase 
from 1995 and an 86% increase from 1990, according to the University of 
Chicago's National Opinion Research Center.
    The numbers of minority faculty hires at UC Berkeley don't correlate with 
the numbers of qualified graduate students who are earning their doctorates, 
said ASUC Academic Affairs Vice President Catherine Ahn.
    But the numbers of doctorates awarded to racial and ethnic minorities vary 
according to academic fields. According to the National Science Foundation, 
the numbers of blacks and Latinos earning doctorates in science and 
engineering in 2000 equaled nearly half the number of whites earning 
doctorates in science and engineering that year.

4/3/02 The Dartmouth: "Minority faculty face unique challenges in obtaining tenure:
Though Dartmouth ranks well among research institutions, College fares poorly 
with some minority groups."
    While Dartmouth compares favorably with its peer institutions, only 44 of the 
arts and science faculty's 355 members -- or 12.4% -- are minorities. Among 
the 265 professors who hold tenure, only 19 -- or 7.1% -- are non-white.
    No one has any definitive explanation for the racial disparities among those 
who hold tenure, but observers point to an absence of strong mentoring 
programs for young minority professors, disproportionate demands on the time 
of instructors of color and a system in which academic programs that employ 
many minorities do not make tenure decisions.
    Some say the College offers inadequate mentoring for junior faculty of color, 
a failure that, these critics argue, leads to intellectual isolation. "As far as I know, 
I could be the only tenured Asian humanist on campus," Chinese professor 
Hua-yuan Mowry said, who has been at the College since 1975. "Who do I 
discuss my work with?"
    Faculty of color may face special barriers because many are hired into 
programs such as African and African-American studies, Asian and Middle 
Eastern studies and Native American studies that are inter-disciplinary in their 
approach. Tenure decisions, however, are made by departments whose 
members often judge a candidate's scholarship from the perspective of one 
particular discipline and are sometimes unsure of how to evaluate 
interdisciplinary research.
    While Dartmouth does compare favorably with its peer institutions when it 
comes to black faculty, strikingly few Asian professors -- a minority group that 
is well-represented at most institutions of higher education -- hold tenured jobs 
at the College. Indeed, only four Asian faculty members held tenure as of last 
year, compared with a comparatively higher number of nine blacks and six 
Hispanics.
    Mowry attributed the under-representation of tenured Asian faculty to an 
unsupportive environment that causes high attrition rates. "Culturally, it's a very 
difficult place," she said. "Sympathetic understanding from your faculty and 
deans is very important, and I feel that's lacking." Harris agreed that the College 
has to work hard to recruit and retain more faculty from Asian backgrounds. 
"I think that's one of the main issues for us," he said.


Excerpts from Harvard Magazine, March/April '02, "Faculty Diversity," by Cathy A. 
Trower, senior research associate, and Richard P. Chait, director of the Project 
on Faculty Appointments at the Harvard Graduate School of Education. Chait is 
also professor of higher education.  (http://www.harvard-magazine.com/on-line/030218.html)
    Colleges in general are now far more diverse than three decades ago. In 1971, 
42% of undergraduates were women, versus 56% in 2001; 8.4% were African 
Americans, now 11%; and 2.8% were Hispanic, now 8%. In 1976, 1.8% of 
college enrollees were Asian Americans; now the number stands at 6%.
    Despite 30 years of affirmative action, and contrary to public perceptions, 
the American faculty profile, especially at preeminent universities, remains 
largely white and largely male.
    Women currently represent 36% of full-time faculty compared to 23% in the 
early 1970s. Although this represents a very substantial gain nationwide, women 
constitute only 25% of the full-time faculty at research universities, versus 10% 
in 1970. Faculty of color remain a very small part of the professoriate. (Whites 
constituted 95% of all faculty members in 1972 and 83% in 1997.) Most of the 
growth in minority participation has been by Asian Americans, from 2.2% in 
1975 to 4.5% in 1997. The percentage of African-American faculty members at 
all levels has been remarkably stagnant--4.4% in 1975 and 5% in 1997--and 
almost half of all black faculty teach at historically black colleges. The increase in 
Hispanic faculty has also been slow: from 1.4% in 1975 to 2.8% in 1997.
    Minorities earned 16% of the master's degrees and 18.6% of the doctorates in 
2000. Whites accounted for 79.3% of all earned doctorates in 2000, followed by 
Asians at 7.8%; other minority groups combined accounted for 10.8%. Blacks 
were most represented in education (12.4%)--and were underrepresented 
in most arts and sciences fields--while Asians earned 17.5% of engineering 
doctorates.
    Still, the relative scarcity of persons of color with doctorates does not entirely 
explain the lack of progress for minority faculty. The number of minority faculty 
increased considerably between 1983 and 1993--by 44%. But the percentage 
increase was much less dramatic--from 9.3% to 12.2%, mostly attributable to 
gains by Asian Americans.

Table 10: PERCENT OF DOCTORAL DEGREES IN 2000, BY RACE