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Faculty Call to Nominate a Vice Provost pdf, html
Diversity
Brief History of Diversity Advocacy
The GSC Diversity Committee (DC) was formed in May 2004 to join faculty, administrators, and existing graduate groups (GWN, BGSA, CLGSA, etc.) in addressing the under-representation of women and ethnic minorities (African American, Hispanic, Native American) in Stanford's graduate and professional schools. Stanford boasts a highly diverse undergraduate population (49% women, 21% under-represented ethnic minorities). Unfortunately, its graduate population follows the national trend -- it is significantly less diverse with respect to women and ethnic minorities. We believe that a "three-pronged" approach ( faculty, administrators, and graduate students) can dramatically improve the diversity of the graduate population at Stanford. The goal of this committee is to develop an under-represented population "pipeline" that will increase diversity in the graduate and faculty populations at Stanford and worldwide.
Recent Advocacy Efforts
During the summer of 2004, the Committee built relationships with key University administrators and negotiated with the University to share historical data regarding admissions, entrance, and matriculation for women and under-represented minorities. Though some similar data has already been obtained from specific schools and departments, the Committee will in September 2004 be presented for the first time with this data on a University-wide basis and will be able to correctly prioritize its advocacy based on school and departmental needs.
The Committee's primary goal is to act as an umbrella committee made up of various graduate student groups to facilitate University programs and policies that increase the graduate population diversity. While the University has in recent years decentralized its diversity efforts to some benefit, the GSC DC recognizes the massive importance of University-wide discussion and action. All members of the University community stand to benefit from ongoing, constructive debate regarding the challenges to diversity, and from the inspiration provided by departments that are finding ways to increase female and under-represented minority participation at the graduate level.
We believe Stanford can take an aggressive leadership role in promoting graduate population diversity. While Stanford is by and large "on a par with peer institutions," the GSC DC believes this is a reason to be more aggressive - not less - in recruiting and retaining diverse students. The GSC DC in collaboration with the Stanford faculty and administration can provide decisive leadership that sets a precedent for exceptional graduate diversity nationwide.
GSC Members Working on This Issue in 2005-2006
- Paloma Beamer (pbeamer), Co-Chair
- Cullen Buie (cbuie), Co-Chair
- Viviana Acevedo-Bolton (vivianaa)
- John Davis (johnd)
- Erica Riddle (eriddle)
- Tracy Terry (tjterry)
GSC-DC Alumni
- Alice Lincoln
- Ayodele Thomas
Also Working With the GSC on This Issue:
- Melanie Kannokada (melaniek; ASSU President)
- Aneto Okonkwo (oaneto; ASSU VP)
The current obstacles to graduate diversity are numerous and varied; we need your help! If you are interested in increasing graduate or faculty diversity, please contact Alice Lincoln at the address above.
Key Issues the GSC Plans to Address in 2004-2005
- Identify departments with high or rapidly improving diversity. Approach members of these departments to find out what they find is key to their success. Invite student groups to share their perspectives and get involved with the Committee.
- Identify departments with low or decreasing diversity. Invite graduate student groups in these departments to collaborate on diversity advocacy relevant to their department. In particular, encourage collaboration between student groups in diverse departments and less diverse departments.
- Identify common and unique issues that affect the various under-represented graduate student populations at Stanford.
- Meet regularly with administrators working toward increased diversity. Together with grad groups, advocate for measures expected to increase diversity (e.g. more extensive recruiting of and increased funding for diverse students, improved support services to retain diverse students, etc.)
- Encourage the highest levels of Stanford administration to make graduate diversity a high and highly visible priority. Encourage these administrators to express to the University their strong support for increased graduate diversity and in doing so to stimulate the University to make this issue a priority at the departmental level.
Key Stanford Administrators on This Issue
- Vice Provost and Dean of Research and Graduate Policy: Arthur Bienenstock (artieb@slac)
- Assistant Dean of Research and Graduate Policy: Claudia Schweikert (schweikert)
Key Committees Related to This Issue
Coming soon
Additional Information
Stanford Diversity Statements and Policies:
Stanford Graduate Student Handbook Statement on Graduate Student Affirmative Action
Diversity in Action at Stanford
Produced by University Communications for the Diversity Action Council in conjunction with the Office of the President and Provost. Featuring comments from Provost Etchemendy. 2004.President's Statement on Diversity and Admission to Stanford
Delivered to the Faculty Senate Jan. 23, 2003President and Provost's Statement on Faculty Diversity
May 31, 2001
Statistics:
* For the purpose of comparison
Reports:
Ensuring a Strong U.S. Scientific, Technical, and Engineering Workforce in the 21st Century
National Science and Technology Council, April 2000
GSC Statements in Support of Diversity:
6/12/2002 - GSC Statement: Freedom to Travel for All Stanford Graduate Students
5/31/2002 - GSC Statement: Against Acts of Intolerance
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