Q:  What is the reason for the Berkeley Diversity Research Initiative?

A:  To expand UCB's research capacity on the nature of multicultural societies and how various policies and practices conduce to their flourishing.

 

Q:  How will the research capacity be expanded?

A:  The Chancellor has promised FTEs for hiring faculty with research specialties that might otherwise be difficult to appoint through regular departmental processes because of the multidisciplinary nature of the research.

 

Q: What are the initial strategies of the BDRI

A:  There are two:

1)     to catalyze associations of faculty engaged in interdisciplinary research on diversity and inclusion by building or enriching clusters and groups of researchers

2)     to complement diversity research already underway.

 

Q: How will decisions be made on who gets the FTEs?

A:  See the "BDRI Process of Proposal Solicitation and Review" on the website

 

Q:  Who's guiding this initiative?

A:  The BDRI Steering Committee, Co-chaired by Dean Breslauer and Professor Agogino.

Complete information on the organization of the BDRI is available on the BDRI website:

 

Q:  The BDRI Working Group recommended a hub organizational structure for the BDRI. What is meant by a hub organizational structure?

A:  The hub will have the following characteristics:

1)     a visible central presence on campus

2)     interdisciplinary research

3)     teaching

4)     research

5)     fundraising

6)     seminars

7)     grant writing

8)     policy recommendations

 

Examples—The Townsend Center, the Metropolitan Studies Initiative,

the Center for New Media

Q:  Do the BDRI Steering Committee or the Chancellor have pre-identified areas in which they are particularly interested?

A:  Examples of possible themes are provided in the RFP, but we want the intellectual directions to be driven by faculty proposals within these themes. We made a preliminary survey [available on the BDRI website] of what research areas campus faculty and research groups are involved in now.

 

Q:  What's the objective?

A:  We want the new proposals to identify gaps between and among the current topics, and make a compelling case about why and how that gap should be filled: describe the kind of research that is not otherwise being done and how it would benefit other researchers and the campus and how this research will inform key policy in the State of California and elsewhere.  Show how the FTE contributes to the research and impact.

 

Q:  What's the search process?

A:   First, establish a multi-department search committee.

         Second, create one job description for all candidates. Open search

            Third, search committee will make a short list, but not invite candidates that departments

         would not accept.  Departments must show support.

         Fourth, when candidates come to visit, they will each give a job talk

 

Q:  Have you identified clusters?

A:  It is up to you to make a compelling case.

 

Q:  It may be difficult to create groups that span many disciplines

A: Yes, but we intend to monitor it through the pre-proposal process and make suggestions where possible.

 

Q:  How is diversity defined?

A:  The initial focus is in ethnic and racial diversity. This may change in the future.

              

Q:  Are the new faculty members themselves expected to be from under-represented ethnic and racial groups?

A:  Not necessarily; the focus is on the research specialty of the researcher.

 

Q: Are we looking for individuals who have had a big impact on diversity through leadership or for those whose major contributions have been in the diversity research domain.

A: The candidate should have a strong diversity research base. It will be an even stronger case if the individual has had a proven track record and has had impact in his/her field as well.

 

Q: Should we consider only candidates whose primary research and recognition is in diversity?

A: Again, the candidate should have a strong track record in diversity research and impact. However, in some disciplines it might also be highly desirable for the candidate to also have a track record in his/her disciplinary fields as well.

 

Q:  Are the people associated with these FTEs expected to teach as well as do research?

A:  Definitely; these are regular faculty FTE with all the rights and responsibilities

 

Q:  What are the ranks of the FTEs?

A:  A mix—all ranks possible, though junior preferred as is campus policy.

 

Q: What requirement will there be that these FTEs continue to focus on diversity after they are hired?

A:  We can never guarantee that any faculty member will continue to focus on any area, but it's more likely that faculty in junior ranks will maintain their focus for at least some time after their hiring. It is hoped that the BDRI infrastructure will attract top faculty and will continue to provide benefits for their continued involvement.

 

Q:  Could "ethnic and racial diversity" comprehend issues related to immigration?

A:  Yes.

 

Q:  Does the "flourishing" of multicultural societies include matters of art and culture?

A:  Absolutely

 

Q:  Would matters of public health, even at a community level, be appropriate?

A:  Yes.

 

Q:  How about research on ethnic and racial groups in countries other than the US?

A:  That is acceptable, as long as the issues and social dynamics are relevant to those of California.

 

Q:  How about a topic like poverty in developing countries?

A:  The racial and ethnic aspects of that poverty, yes, but NOT poverty per se, and only as they relate to critical concerns in California.

 

Q: Can we focus on how to improve diversity in science?

A:  Yes, for example, K-12 math and science education. Or how to increase diversity representation among the faculty and students.

 

Q:  In the pre-proposal, how specifically should the research area be defined?

A:  The multi-unit proposals should frame topics and vision. Specify types of FTE, but not as specifically as in the proposal itself.  In the pre-proposal, it is most important to show potential impact of the research.

 

Q:  Is the appointment with one department?

A: One or two, whatever works best, although it is expected that joint appointments will be the mode.

 

Q:  What if we find good people that a conventional department doesn't want?

A:  We have to work together on this and make a convincing case.  If a department is ambivalent, we wouldn't want the candidate to be a part of that department. 

 

Q:  What if two departments agree to work together, but the FTE will go to one department—would the search committee still have to be multidisciplinary?

A:  Yes.

 

Q:  What provisions can be made to deal with the real probability that these diversity faculty members will come up for review, but their work will not be highly valued by most of the colleagues in their department?

A:  It's possible to make allowances in the review process, and to intervene in the review process to make it more balanced.  The campus has developed a number of good models here that have worked in the past, including having both departments agree on accomplishments needed for tenure during the hiring process. 

 

Q:  In the sciences and engineering, faculty will be judged by their colleagues strictly, on their science, not necessarily their diversity work.

A:  Departments need to be open-minded as to what constitutes scholarly research in their field.  APM 210 clearly states that the campus will value top quality diversity research regardless of the department. Or we need to give the diversity faculty 0% appointments in their department and 100% appointments in Education, for example, or some other school that can accommodate them. 

 

Q: How will tenure and promotion cases for BDRI faculty be presented to the Budget Committee?

A:  Departments need to specify what constitutes quality research in the field represented to the Budget Committee and document cases well.  The Budget Committee is more interested in multidisciplinary and collaborative research than it used to be.  Furthermore, the 7/1/05 revisions to the Academic Personnel Manual [available on the website] state that "Teaching, research, professional and public service contributions that promote diversity and equal opportunity are to be encouraged and given recognition" in the evaluation of a candidate's qualifications or an incumbent's contributions (210-1, d).

 

Q:  What happens to the FTE if the faculty member separates from university employment?

A:  The FTE returns to the BDRI pool and does not stay with the department.