Diversity Strategic Plan

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I. Jacobs School of Music Values Statement

The Indiana University Jacobs School of Music is committed to excellence and the highest levels of artistic and academic expression. One of the most comprehensive and acclaimed institutions for the study of music, the Jacobs School of Music has educated and shaped the careers of countless performers, scholars, and music educators who are leaders around the globe. Our students come from all 50 states and more than 50 countries, and they benefit from the intensity and focus of a world-class conservatory combined with the broad academic offerings of a major university.

We believe we are made stronger by a culturally diverse faculty and student body. As we move forward, we strengthen our commitment to providing equal opportunity for all persons. We will continually strive to welcome, support, and learn from faculty and students who reflect the gender, racial, and ethnic diversity of our nation.

Together, we at the Jacobs School of Music will work to uphold our goal of inclusiveness. As such we will:

  1. foster a community and academic environment in which musicians, scholars, teachers, staff, and administrators of all races, genders, ethnicities, nationalities, sexual orientations, and religions have support to thrive personally, creatively, and intellectually;
  2. embrace opportunities to cultivate diversity within individual departments, and, in turn, increase discourse about inclusiveness within all fields of music study; and
  3. ensure that the top musicians, scholars, and teachers whom we identify and attract represent the diverse world from which we draw our talent.

II. Faculty Diversity Plan (FDP) Indiana University Jacobs School of Music

Introduction

The Jacobs School of Music embraces excellence of pedagogy, performance, and scholarship with the premise that Indiana University is at its best when it serves as a rich and dynamic meeting ground for a variety of people, ideas, and educational enterprises. Commitment to faculty diversity is essential to its role in supporting the campus strategic plan. The goal of this plan is to increase the URM and senior women presence in the JSoM faculty.

As one of the world’s premier music schools, the JSoM has a unique and influential role in promoting diversity within the wider arts community, especially for individuals from groups that historically have been underrepresented within our school and profession. These efforts to diversify the faculty will help improve both the cultural and social climate at the JSoM, furthering efforts by the greater campus community to establish Indiana University as a place where diversity is welcomed, embraced, and celebrated as a core aspect of its educational mission and identity.

Much of the text in this document is based on Indiana University Bloomington’s Policies, Procedures, and Best Practices for Faculty Recruitment.

JSoM Guiding Policies and Best Practices in Faculty Hiring

It is a priority of the Jacobs School of Music to increase the diversity of its faculty. In all future matters concerning the hiring and recruitment of new faculty the following actions should be taken:

  1. The Faculty Diversity Plan should be distributed annually to department chairs. A copy of the JSoM Faculty Diversity Plan should be provided to all search committee members. This guide should be discussed during the first search committee meeting and serve as a reference for the entire recruitment process.
  2. The search committee chair and one other member of each search committee must have participated in the most recent annual Bloomington campus training for search committees, sponsored by the Office of the Vice Provost of Faculty and Academic Affairs (VPFAA) each fall, designed to achieve diversity in recruitment and hiring, and to recognize and facilitate conversations with their departments regarding unconscious bias triggered by assumptions and stereotypes such as: 1) candidates with nonconventional career paths; 2) candidates with nonconventional research interests; 3) applicants coming from minority-serving institutions; 4) applicants from institutions other than major research universities; 5) candidate “fit” or whether they are “like us”; 6) job seekers with spouses or partners, who are believed to be harder to recruit or to accommodate; 7) women who are pregnant or have small children (especially if they are single and untenured); or 8) URMs who are presumed to be hesitant to relocate to small, racially, ethnically, or culturally homogeneous Midwestern towns.
  3. Should circumstances of multiple hires arise, the administration should consider this as an opportunity to increase faculty diversity. Multiple hires help create community among newly hired URM and women faculty, and help avoid cultural or departmental isolation.
  4. The school will use all relevant information and resources of the Provost’s Office, including the Strategic Hiring Fund and the Dual Career Hiring Fund; the Office of the Vice Provost for Faculty and Academic Affairs (OVPFAA); the Office of the Vice Provost for Diversity and Inclusion; the Office of the Vice President for Diversity, Equity, and Multicultural Affairs (OVPDEMA); and the Office of Affirmative Action.
  5. The school will provide regular programming on diversity and social justice issues for the Jacobs School community, as well as training in diversity, equity, and inclusivity for all faculty and staff involved in hiring, at the direction of Jacobs Human Resources and the Diversity Committee, in consultation with other units and relevant campus offices, especially the Office of the Vice Provost for Faculty and Academic Affairs (OVPFAA), and the Office of the Vice Provost for Diversity and Inclusion.

Retention of Underrepresented Minority and Women Faculty

In order to retain a diverse faculty:

  1. The school will commit to creating an inviting environment for URM and women faculty.
  2. The Dean should initiate regular round table discussions with URM faculty, women faculty and all interested faculty on improving the diversity climate at the Jacobs School and on campus.
  3. The school will encourage all JSoM URM faculty and women faculty to take on meaningful leadership roles within the school, university, and larger community in order to create and train a robust leadership pool. The 3 JSoM Diversity and Equity Committee defines “leadership” as significant service on committees or ad-hoc initiatives recognized as consequential to the operation and mission of the school, university, and larger community.
  4. The school will publicize campus resources to the faculty, for faculty development and advancement, such as:
    a. the National Center for Faculty Development and Diversity’s Faculty Success Program
    b. the Faculty Writing Groups sponsored by the VPFAA
    c. the Office of the Vice Provost for Research
    d. the Institute for Advanced Study’s Resources for Associate Professors
    e. campus minority faculty and staff councils
  5. The school will create a formal mentoring process for all new faculty. Mentors should be assigned in consultation with the new faculty member, the chairs of departments, and the Dean’s Office.
  6. The Agenda Committee will invite annually the Vice Provost for Diversity and Inclusion to address the School of Music Council on issues of retention and recruitment of URM faculty and women faculty.
  7. The Administrative Committee will review committee assignments annually for the purpose of maintaining equitable and reasonable service obligations, recognizing that URM faculty and women faculty members frequently face higher requests for service than their peers, while at the same time, being mindful that a strong and robust leadership pool is our goal.
  8. Each department should support JSoM diversity programming and projects.
  9. Recognizing that student evaluations of faculty teaching often reflect biases against URM and senior women faculty, the school, in conjunction with department chairs, should develop and use a variety of means/processes to evaluate faculty teaching.
  10. The school should provide support to enable URM and women faculty to bring to campus world-class scholars, teachers, and performers in their fields of specialty.
  11. The school will develop a web-based option to report comments and recommendations for change and improvements relating to Diversity.

III. JSoM Statement on Guiding Policies and Best Practices for Hiring and Retaining Staff

The School shall make an effort to hire URM staff members. Every effort should be made to diversify the applicant pool. The Diversity and Equity Committee will work with JSoM Human Resources and the University to develop guiding policies and best practices for hiring staff.

IV. JSoM Strategic Plans for Recruiting and Mentoring Underrepresented Minority Students

The Jacobs School of Music values the diversity of our student body and is strongly committed to increasing the number of underrepresented minority students through engaging in a multi-layered approach of targeted recruitment, mentoring, retention, partnerships with Historically Black College and University (HBCU) peers and selected institutions, and incentivized faculty participation. In addition to the initiatives outlined in this plan, the JSoM is committed to fostering a climate of inclusivity that acknowledges and celebrates the diversity of our student body.

V. JSoM Commitment to Diversity Training, Programming, and Awareness

The JSoM is committed to increased diversity training for every constituency within the school that interacts with URMs and senior women, including, staff, faculty, and associate instructors. JSoM has unique needs, but with the resources available on the campus we will craft programs that address our specific needs so that we can continue to realize the goals we have set for ourselves and can be a welcoming community of musicians where diversity is celebrated and traditions are honored.