View
1
Download
0
Category
Preview:
Citation preview
Annual
Diversity
Report
20
14
Office for Faculty Development and Diversity
May 2014
2
Table of Contents Message from President Seligman Welcome from Dr. Vivian Lewis Leading Research University Equipping Students to Work in a More Diverse World Inclusive Community Building Diversity Initiative of the Meliora Campaign Appendix: Tables
Benjamin Todd Jealous delivers 2014 Martin
Luther King Jr. Commemorative Address
3
4
5
9
12
17
18
Office for Faculty Development and Diversity 2014 Annual Diversity Report 3
Message from President Seligman
We continue to make progress in our diversity initia-
tives. At the start of the 2013–14 academic year, 33.1
percent of our faculty were women, compared to 28.6
percent in 2006. This represents an increase from 411
women faculty members in fall 2006 to 636 in fall 2013.
The proportion of faculty who identified themselves as
Joel Seligman, President
members of an underrepresented racial or ethnic minority group was 3.9
percent in fall 2013, compared to 2.6 percent in 2006. This represents an
increase from 37 underrepresented minority faculty members in fall 2006 to
75 in fall 2013.
We also have seen progress with those in Staff Pay Grades 50 and above.
Between 2006 and 2013, the percentage of underrepresented minority em-
ployees grew from 181 to 307 (5.1 to 6.6 percent).
Each school is responsible for its own admissions programs. In aggregate,
underrepresented minority enrollment has grown at the University from 7.6
to 9.2 percent between fall 2006 and fall 2013, simultaneous with improve-
ments in relevant quality metrics.
As valuable as this progress has been, the University still has far to go to
achieve our full aspirations as a diverse and inclusive community. Our fu-
ture as a University will increasingly be one of racial, gender, ethnic, and
intellectual diversity. I am gratified to be associated with a University where
a commitment to diversity is consistently reflected in the decisions of our
Board and our senior leadership.
Office for Faculty Development and Diversity 2014 Annual Diversity Report 4
Welcome from Dr. Vivian Lewis
By the Numbers
Sept 30, 2013 Women URM
Faculty
AS&E 23.9% 4.4%
Eastman 28.6% 4.8%
Simon 18.2% 0.0%
SMD 33.6% 3.6%
SON 86.2% 3.4%
Warner 58.6% 13.8%
Total 33.1% 3.9%
Staff
Paygrade 50+ 66.8% 6.6%
Students
Undergrad 51.6% 10.8%
Graduate 50.3% 7.1%
Total 51.1% 9.2%
broader University’s
“Aiming Higher” 2013-18 strategic plan. These
strategic plan goals are to fortify our position as
a leading research University; to strength-en education by equipping students to
work in a more diverse world; to build an inclusive community; and to complete the
Diversity Initiative of The Meliora Challenge. Achieving these goals will bring
us closer to our core vision of a University that strives to reflect and
celebrate the richness of diversity among individuals and groups.
The Office for Faculty Development and Diversity can only succeed through strong
partnerships with University leadership, campus organizations, and community
groups. These relationships are para-mount to achieving our diversity and
inclusion vision at the University. I am proud to highlight in this report some of
the accomplishments of our collective work on diversity.
Vivian Lewis
Vice Provost for Faculty Development and
Diversity
The year 2014 was a time of strategic planning for the entire
University of Rochester. The Office for Faculty Development and Diversity was no exception. By deepening existing collabora-
tions with key diversity leaders and exploring new relationships with faculty, administration, and staff groups, we created a
strategic plan for the next five years. In our Diversity Strategic Plan, the major goals and strategic objectives align with the
Leading Research University
A more diverse faculty is key to fortifying
our identity as a leading research Univer-sity. Since its inception, the Office for
Faculty Development and Diversity (OFDD) has focused directly on un-
derrepresented faculty recruitment and retention. It has become increasingly
clear that this can only be achieved through the long-term, broad-based
commitment from University leadership and faculty. Importantly, OFDD has
expanded to include the offices of the Senior Associate Provost and the Susan
B. Anthony Center for Women’s Leader-ship. Both offices play a critical role in
helping achieve our faculty development
and diversity mission. This section of the report describes the ongoing efforts
directed toward faculty recruitment and professional development for faculty, as
well as research directed towards under-standing and testing factors that promote
diversity.
Hiring the Best Faculty
The Office for Faculty Development and
Diversity works with Deans of each school and the Faculty Diversity Officers
to promote inclusive faculty hiring prac-tices. Arts, Sciences & Engineering is a
leader in this arena. Lead by Beth Olivares, Associate Dean for Diversity
Initiatives, the school has developed and implemented a workshop on inclusive
faculty recruitment that was given to 100 percent of faculty search committees in
the school this year. Faculty Diversity Of-ficers have now presented this recruit-
ment workshop to some of their faculty search committees across the University.
Increasingly, more experienced Faculty
Diversity Officers are mentoring less
experienced faculty on how to lead a faculty search committee in their
schools. We anticipate that more schools will make routine use of similar
material resulting in more diverse applicant pools.
OFDD administers a fund to support
recruitment and retention of un-derrepresented faculty. The Special Op-
portunities Fund is available on a com-petitive basis to departments and
schools to supplement hiring of individ-ual faculty, clusters of faculty in
specified areas, visiting faculty, or post-doctoral candidates. All six schools have
used the fund to recruit or retain indi-vidual faculty or to create or expand
programs to promote faculty diversity.
In the 2013-14 academic year, the Spe-
cial Opportunities Fund supported 19
individuals and programs. Most of the funding went to directly support faculty
(nine hires and one retention package). Productivity of faculty supported by the
fund has been excellent, and their im-
pact can be felt beyond their own department. In the School of Medicine
and Dentistry for example, the fund helped enable newly hired faculty to
engage in research areas ranging from molecular biology to disease states such
as cancer and HIV. These faculty mem-bers also contribute to medical student
education by directing diversity-related student pathways and working with stu-
dent groups such as Student National Medical Association and the Surgery
Special Interest Group.
Starting in 2011, part of the fund was
allocated to supplement hiring of post-
5
doctoral scholars and visiting scholars to
promote building a pool of suitable faculty candidates and to help educate the
University community about issues related to diversity. Four schools have used the
fund in this way. In the 2013-14 academic year, six postdoctoral fellows and three
programs received support. Fellows sup-ported by the Special Opportunities Fund
have published research findings in highly respected, peer-reviewed journals and
have presented work at conferences in the United States and internationally.
Bianca Jackson, PhD, a leading researcher
on the use of terahertz imaging to exam-ine historical artifacts and paintings, was
a fellow in the Institute of Optics this year. Jackson made international news
when her new technology discovered an ancient Roman fresco underneath the
painting Trois hommes armes de lances at
the Louvre. Jackson has done seminal re-search in this field, and is now a Marie Cu-
rie Fellow at the University of Reading. Fellows have also contributed to the
Rochester community through their research. Maynor Gonzalez, PhD, focused
his projects this year on social determi-nants of health and researched ways of
improving utilization and engagement in HIV prevention and health services to
improve the health of marginalized groups in the community.
Retaining Excellent Faculty through
Career Development
University-wide faculty development pro-gramming continues for faculty at all lev-
els through the efforts of Carol Shuherk, Senior Associate Provost. The New Aca-
demic Leaders is a year-long series focused on deepening leadership capacity
for newly appointed department chairs,
division chiefs, and directors. The UR Year One program offers workshops, seminars,
and social events designed to reinforce the support new faculty receive from their
academic departments. The Phelps Colloquium series brings faculty and
academic leaders from across the Univer-sity to learn about interesting research
and interact with colleagues outside their normal spheres.
To assure and improve the advancement of women faculty at the School of Medi-
cine and Dentistry, the Advancing Women in Medicine and Science series was
instituted in September. The series includ-ed topics such as “Getting Where You
Want to Be: Setting Achievable Goals,” “How to Get What You Need: Improving
your Negotiation Skills,” and “Polish Up your CV.” The series received over-
whelmingly positive feedback, and all
workshops were well attended.
Understanding Factors that Promote Faculty Diversity and Excellence
To identify and address the perceived needs of all faculty for their professional
success, the University joined the Collabo-
rative on Academic Careers in Higher Edu-cation (COACHE), a comprehensive survey
of faculty based at the Harvard Graduate School of Education. Of the 481 pre-
tenure and tenured eligible faculty, 259 faculty responded to the survey (54
percent response rate). There were 191 tenured faculty and 68 pre-tenure faculty.
The demographics of respondents were similar to the total faculty with 31.3 per-
cent women and 13.9 percent faculty of color.1
6
1 Faculty of Color as defined by COACHE includes Asian, Black, Hispanic, and
Native American
Office for Faculty Development and Diversity 2014 Annual Diversity Report 7
The COACHE survey was administered to
eligible faculty in five of six schools at Rochester; faculty in the School of Medi-
cine and Dentistry did not take part in COACHE, as they participated in the
Faculty Forward survey in 2012. COACHE data indicate that the University has
made progress for junior faculty in providing resources to support teaching
and facilitating a broader sense that the path to tenure is clear and understanda-
ble. For all faculty, there are generally high levels of satisfaction with collegiality,
quality of undergraduate students, sup-port for interdisciplinary work, and
departmental leadership.
The major areas of concern for faculty
who took the survey included facilities, certain types of benefits, mentoring, pro-
motion, and departmental engagement. OFDD approached prioritization of these
major challenges by looking for themes identified through the strategic planning
process; discussions with Deans and fac-ulty leaders from the Faculty Senate and
with Faculty Diversity Officers; reviewing previously conducted faculty interviews;
focus groups; and town hall meetings. The results provide an opportunity to in-
form, with data, the campus conversation
about the faculty experience here at Rochester and provide a starting point for
school-based action plans.
OFDD has identified mentoring, promo-tion, and faculty engagement as the pri-
ority areas for initial focus. Mentoring will be addressed on a school-by-school ba-
sis. OFDD will start with a pilot program in the School of Nursing by adapting ex-
isting innovations from the Rochester Clinical Translational Science Institute
and OFDD funded research. Although
New Faculty Picnic
Bianca Jackson, PhD Postdoctoral
Research Associate with the Zhang
Research Group
Office for Faculty Development and Diversity 2014 Annual Diversity Report 8
tenure issues were not identified broadly as problematic,
there were areas of concern for women faculty and facul-ty of color with respect to tenure. Women faculty rated
the tenure policies, clarity, and reasonableness less favorably. Faculty of color perceived tenure reasonable-
ness as an area of concern. During this academic year, OFDD met with individual faculty members, Faculty
Diversity Officers, and Deans to better understand the source of these differences.
An OFDD-based study funded by National Institutes of Health and led by Dr. Vivian Lewis, may offer additional
evidence in understanding ways to support diversity among early career scholars in the sciences through
mentoring initiatives. The study, which ended in Septem-ber 2013, was a collaboration with academic leaders at
two other medical schools and eight other higher educa-tion institutions in the region and enrolled 300 graduate
students and faculty members. The study was a randomized trial investigating the role of two different
types of trainee and faculty mentoring in the promotion of resilience among underrepresented minorities and
women in biomedical research careers. The study com-
pared an educational intervention aimed at the research mentors to the formation of peer mentoring groups to
advance the careers and improve workplace satisfaction of minority and women faculty and graduate students.
Three manuscripts have been submitted and are being reviewed. Vivian Lewis, principal investigator, has pre-
sented some of the findings at four national meetings: a National Institutes of Health meeting on interventions to
increase diversity in biomedical research, the Institute on Teaching and Mentoring—Compact for Diversity, the As-
sociation of American Medical Colleges, and the Associa-tion for Translational Science Annual Meeting.
These faculty recruitment, professional development, and
research efforts are critical to fortifying our identity as a
leading research university. These efforts are also inter-connected with the educational quality and program
offerings for students at Rochester. OFDD will continue to pursue funded research opportunities as one of its core
strategies for sustaining movement towards achieving the University’s vision for diversity and inclusion.
Equipping Students to Work in a More Diverse World
The challenges of recruiting and retain-
ing a diverse faculty and student body are not unique to Rochester. Nationally,
there are great disparities between the demographics of the population and stu-
dent bodies of undergraduate and graduate programs. Furthermore, only a
small proportion of graduate students pursue faculty careers in higher educa-
tion. In the long run, to create a more diverse faculty, universities need to
encourage and promote greater diversity among their student bodies. Rochester
has made tremendous progress in admitting and graduating a more diverse
student body. The Office for Faculty
Development and Diversity, while focused on faculty, also works closely
with allies around the University to en-courage a diverse student body. All six
schools have programs focused on outreach to promote student diversity.
Consistent with Rochester’s identity as a
research-intensive university, there are at least 11 programs for undergraduates
to participate in mentored scientific research. Each program works hard to
promote diversity. To begin to facilitate interaction between the students and
faculty in these programs, OFDD target-
ed educational pipeline programs for the second annual University-wide research
conference. The keynote speaker was Dr. Margarita Dubocovich, Senior Associ-
ate Dean for Inclusion and Cultural En-hancement, Chair of Pharmacology and
Toxicology at the University at Buffalo, and principal investigator of the NIH-
funded program Collaborative Learning and Integrated Mentoring in the Biosci-
ences. Along with her program director
and coordinator, she gave two work-
shops: “Academic Careers in Science and Health Care: What Faculty and
Staff Need to Know” and “Taking Advantage of Research Opportunities: A
Forum for Students and Faculty.” The conference also provided an opportunity
for students and faculty to informally discuss research opportunities at both
universities. Researchers, students, and postdoctoral fellows came together to
talk about ways to help students and junior faculty develop into leaders in
the sciences.
OFDD views faculty recruitment as a
long-range process, and our staff fre-quently attend national meetings that
include outreach to underrepresented students. The annual Institute on
Teaching and Mentoring—Compact for Diversity meeting has been the most
fruitful. It is one of the largest meetings for emerging minority scholars and
OFDD staff have attended with a small group of faculty and staff from Arts,
Sciences & Engineering and the School of Medicine and Dentistry for the past
five years.
From attending this meeting, we have
created a database of minority doctoral students interested in the University of
Rochester, which now totals 1,568 scholars. OFDD maintains contact with
these scholars by providing notification of opportunities for postdoctoral fellow-
ships and faculty openings at Roches-ter. Faculty and search committees
from across the University can access this database when looking to broaden
their applicant pool.
9
10
Arts, Sciences & Engineering has enjoyed tremendous
success from its focus on outreach to promote diversity among graduate students. A Graduate Recruitment Spe-
cialist and a Graduate Retention Specialist have been part of the David T. Kearns Center team since 2009. The
recruiter attends upwards of 30 events each year to iden-tify and recruit a widely diverse group of applicants to
Arts, Sciences & Engineering graduate programs. In 2009, the school had 63 applicants to PhD programs from un-
derrepresented minority candidates; this fall there were 152 applicants. Admissions and enrollments have also
seen increases, up from an average of four enrollees each year to an average of 10. In 2013, the retention specialist
helped to create the University-wide Graduate Students of Color organization that is becoming an active and vital
presence on campus, as evidenced by their participation
in the Annual Diversity Conference. Professional schools also report progress on broadening educational access to
underrepresented populations.
The School of Medicine and Dentistry’s Clinical Transla-tional Science Institute, along with the National Technical
Institute for the Deaf, a college of Rochester Institute of Technology, received in September 2013 a $2.1 million
grant to jointly train deaf scientists. (Link) This National Institutes of Health grant is designed to build a model
program that integrates activities leading each institution to facilitate the transition from a master’s degree program
at Rochester Institute of Technology to PhD programs at the University of Rochester.
For the sixth consecutive year, the School of Nursing was selected as a grant recipient of the Robert Wood Johnson
(RWJ) Foundation New Careers in Nursing Scholarship Program to expand and diversify the nursing workforce.
Rochester’s School of Nursing is the only nursing school in the country to receive all six rounds of funding for both its
bachelor’s and master’s accelerated programs. During the 2013-2014 academic year, the School of Nursing support-
ed 13 students in the accelerated bachelor’s and master’s programs for non-nurses. This program attracts men and
women from a broad range of cultures and backgrounds who have been traditionally underrepresented in the field
of nursing.
RWJ Scholars
Student Services at the Simon Business
School sponsored the first annual Simon Business School Consortium for Graduate
Study in Management Basketball Tourna-ment. Twelve teams took part in the event
and all proceeds raised went to the consortium. The Consortium for Graduate
Study in Management is the country’s preeminent organization for promoting
diversity and inclusion in American busi-ness. Rochester was the fourth business
school to join the consortium and has remained a committed school partner to
this organization for more than 40 years.
Inclusive Curricular Offerings
Schools and offices University-wide are do-ing incredible diversity and inclusion work
that strengthens education for student and the entire University community. There are
excellent well-established programs in Arts, Sciences & Engineering that support
interdisciplinary scholarship and courses.
The Frederick Douglass Institute has de-veloped an interdisciplinary major and
offers a broad range of undergraduate courses in African and African-American
studies. The Susan B. Anthony Institute for Gender and Women’s Studies is dedicated
to addressing curricular and scholarly is-sues important for understanding the role
of women and gender throughout history and in contemporary society. Both insti-
tutes are supported by faculty in a broad range of disciplines in the humanities, so-
cial sciences, and sciences and bring dis-tinguished scholars to campus that make it
possible for the entire community to bene-
fit. The Office for Faculty Development and Diversity works to promote participation in
these events. Additionally, other offices and schools have explored ways to incor-
porate diversity and inclusion into their
traditional
programming.
In the fall, the Eastman School
of Music en-hanced diversity
in its curriculum by creating a course entitled “Musicians in an Era of Globaliza-
tion.” The course included both under-graduate and graduate students from
four departments and prepared them to communicate effectively with diverse
audiences. Students analyzed examples of cross-cultural awareness in musical
performance arenas and addressed
current issues regarding diversity and inclusion for a more global audience.
Eastman faculty are also working on promoting and identifying research and
performance areas to attract more di-verse students and faculty; the diversity
committee at the school is helping in the process of creating two new degree
tracks.
The Warner School is exploring integrat-ing diversity and inclusion into more
courses and supporting faculty as they begin to include these topics in their clas-
ses. Warner currently has at least seven
core courses that provide students with an understanding of diversity within their
content area. For example, the “Diversity and Equity in Higher Education” course
examines the educational history of non-dominant populations through the frame-
works of race theory and other power structures. Faculty Diversity Officers at
Warner have examined these diversity and inclusion courses, have reviewed
course titles across the school, and are planning the integration of diversity
within non-diversity based courses.
Office for Faculty Development and Diversity 2014 Annual Diversity Report 11
12
Inclusive Community Building
The Office for Faculty Development and
Diversity envisions a University that "reflects and celebrates the diversity of
individuals and groups." Successfully achieving this vision demands continued
work on creating an inclusive community. In order to recruit and retain a diverse
faculty, OFDD must engage with the broader community, both within the Uni-
versity and beyond. To achieve this goal, OFDD works directly with community
leaders and through campus collabora-tions. This year OFDD connected with
more allies and strengthened networks through the work of: Catherine Cerulli
(Susan B. Anthony Center); Maggie
Cassie (Diversity and Inclusion Committee co-chair); Frederick Jefferson (Facing
Race, Embracing Equity); and the Office of Alumni Affairs.
Annual Diversity Conference: Cross-
roads an Opportunity for Progress
The centerpiece event of the year for OFDD is the annual University-wide diver-
sity conference. With more than 500 registrants, a record number of faculty,
staff, students, community members, and local alumni participated this year.
Keynote speaker Lee Bollinger, president of Columbia University, began the day
followed by 18 peer-reviewed concurrent workshops and a poster session. The con-
ference featured broader representation from community presenters (including the
YWCA; Wegmans School of Pharmacy at St. John Fisher College; Facing Race
Embracing Equity; and the Onondaga
Nation). Evaluations indicated that the diverse audience strengthened the impact
of the conference. The annual conference
promotes respectful dialogue, open-mindedness, and the acceptance of others
in the celebration of diversity and inclusiveness.
OFDD works with the community and Uni-
versity partners throughout the year, not just at the annual conference, in sponsor-
ing and promoting events with a similar purpose. In fact, OFDD co-sponsored 14
events this year, 10 of which included community partners or invited guests.
These events are helping to shape our campus climate into a more open and
inclusive environment.
Promoting Respectful Dialogue
The Conversation on Race project led by Michelle Thompson-Taylor, director of the
University of Rochester Intercultural Center and Kit Miller, director of the M.K.
Gandhi Institute, is an effort to provide a
safe space for students, faculty, and staff to explore the areas of racial identity and
belonging that are often controversial. Thompson-Taylor and Miller have facilitat-
ed discussions with more than 700 Monroe County residents and 100 Univer-
sity of Rochester students. This project is supported by many organizations at the
Lee Bollinger delivers 2014 Diversity Conference Keynote
Office for Faculty Development and Diversity 2014 Annual Diversity Report 13
University, including the Rochester
Center for Community Leadership. It is hoped that the project will be the first
step to undoing all forms of racism in our community. This important work can
impact the lives of our students, faculty, and staff for years to come.
Through the arts, the Office for Faculty
Development and Diversity and others in the University have stimulated
respectful dialogue about issues of diversity. In March, the Friends of
Ganondagan, along with faculty mem-bers from the School of Nursing and the
School of Medicine and Dentistry, orga-
nized opportunities for dialogue related to the Geva Theatre production
Informed Consent. The play explores the topic of research ethics and the
Havasupai Native American tribe in Arizona. Through discussions at the
School of Medicine and Dentistry, as well as at Geva Theatre, issues of com-
munication and respect for differences of perspective related to culture and
history were brought to light.
University Advancement and Rush Rhees Library recently held dialogues
about race as part of the visit from au-
thor Lawrence Hill. Hill’s book, Someone Knows My Name, is a novel about a fic-
titious character, Aminata, who is born in Africa in the 18th century. Aminata is
kidnapped into slavery in the United States, freed by the British to go to
Nova Scotia, and later becomes a mem-ber of the first back-to-Africa movement
that created the country of Sierra Leone. Eventually Aminata becomes a
spokesperson for abolition in London. Leading up to Hill's visit, OFDD partici-
pated in UReads by organizing and pro-moting small group discussions among
Shoulders to Stand On Through the advocacy of Catherine
Cerulli, the University co-sponsored the documentary Shoul-
ders to Stand On, which chronicles the origins and history of the Uni-
versity of Rochester’s LGBT
student organization. The film showcases the role of the Empty
Closet, New York State's oldest gay newspaper, which began as a
University of Rochester student publication in 1971. Digitally
preserved archives of 40 years of the newspaper are available
through the University’s rare books collection (link). Numerous
campus showings of the film and dialogues between students, ad-
ministration, and the community took place throughout the year.
To broaden participation in the
conversation and make our alumni aware of this unique history, a
showing of the film in Washington, D.C., is planned for May 2014.
Office for Faculty Development and Diversity 2014 Annual Diversity Report 14
community members, students, faculty, and staff at the
University.
Celebrations of Diversity
The Office for Faculty Development and Diversity recog-
nizes the importance of public celebrations of diversity in creating an atmosphere of inclusiveness. OFDD continues
to work with each school and numerous organizations and
offices to create and distribute University-wide posters detailing the various events on campus related to Hispan-
ic Heritage Month, Black History Month, Women's History Month, LGBTQI Awareness Month, Native American Herit-
age Month, and Asian Heritage Month.
The annual Presidential Diversity Awards have provided another opportunity to celebrate the achievements and
commitment of members of our community working to promote diversity and inclusiveness. The awards recog-
nize faculty, staff, students, units, departments, or teams that "demonstrate a commitment to diversity and
inclusion through recruitment and retention efforts, teach-ing, research, multi-cultural programming, cultural com-
petency, community outreach activities, or other initia-
tives." In 2014, the award recipients were Dr. John Cullen, advocate for policy changes to support the LGBT
community, and the Office of Minority Student Affairs in Arts, Sciences & Engineering.
Open-Mindedness: Engaging with Our Entire
Community
The Susan B. Anthony Center for Women’s Leadership launched a four-tier scholarship program last year for
high school, undergraduate, graduate, and faculty in women’s leadership. The inaugural recipients of the Urban
Scholar Awards included two students and two alumnae of the Rochester City School District. The four recipients,
Hani Abdulkadir Mohamud, Zhane Bennett, Sabata Harley, and Shalonda White, were recognized for their
passion for community service and dedication to higher education. Catherine Cerulli, director of the Susan B. An-
thony Center for Women’s Leadership said, "The four women chosen were selected based on their outstanding
achievement in their studies, employ-
ment, volunteer work, and activism. These women have overcome obstacles
that ensure their future success. They truly embody the spirit of Susan B.
Anthony.” All four women are college-bound to study fields ranging from
radiology technology to social work. The Center also awarded six University Wom-
en's Leadership Awards to undergradu-ate women at Rochester who have
distinguished themselves through their achievements, service, and contributions
to the common good.
An important effort through the Office of
Human Resources, Organizational Devel-opment and Staff Diversity unit is
recruitment and outreach with the great-er Rochester community. This year, the
office partnered with the City of Roches-ter on a three-day event to promote and
encourage minority recruitment and hir-ing. The career fair featured workshops
related to career training, including effective cover letters and resumes, find-
ing jobs and internships, applying and testing for civil service jobs, interview
techniques and strategies, and using the Internet to search for job openings. More
than 200 individuals took advantage of
the two days of training and more than 640 individuals attended the career fair.
The affinity groups have been an im-
portant force to help create a sense of inclusiveness, facilitating engagement of
all of the campus community with each other. This year, the University of Roch-
ester formally launched the Veterans Alli-ance at the University of Rochester in
November. The group seeks to address two issues among veterans: integration
and resource access for military veterans on campus and better outreach to veter-
ans interested in pursuing higher educa-
tion. The Veterans Alliance provides
military veteran students, staff, faculty, alumni, and their families with resources,
support, and advocacy needed to succeed in higher education. This is the seventh
affinity group at the University.
During the month of April, the University
of Rochester joined the local YWCA in its annual Stand Against Racism, a national
movement to eliminate racism by raising awareness. The University hosted many
activities and events to raise awareness about racism and highlight other social
justice issues, including a half-day “Celebrating Diversity at URMC” exhibit,
which featured the broad array of diversi-ty-related activities and resources at the
University of Rochester Medical Center. A Stand Against Racism event on April 25th
featured President Joel Seligman and Rochester Mayor Lovely Warren at the
Rochester Plaza Hotel.
Students from the Simon Business
School, School of Medicine and Dentistry, and Arts, Sciences & Engineering orga-
nized the Around the World: A Celebra-tion of Diversity fair in April. The event
brought together more than 300 Universi-ty and former refugee community mem-
bers for a celebration of song, dance, and culture. This first-of-its-kind event
connected and strengthened the bond between the University of Rochester
community and the former refugee community in Rochester by initiating
meaningful dialogues.
15
Office for Faculty Development and Diversity 2014 Annual Diversity Report 16
The Stanton/Anthony Luncheon and Conversations, If You Like Ms., You’ll Love Pvt.: Women and the Making of the All-Volunteer Military.
Keynote speaker Beth Bailey, PhD, professor of history at Temple Uni-versity, focused her talk on the role of women in the military and how
women are perceived by the media and within the ranks. A panel discus-sion on gender in the military followed and included Aaron Belkin, PhD,
Melissa Dichter, PhD, and Stephanie Smart, JD.
The debut of the choreopoem, We’ve Come This Far By Faith. The performance, directed by Melany Silas ’99, ’01W (MS) took audiences on
an odyssey of discovery, reflection, and fellowship. Frederick Douglass’s writing was intertwined with elements of personal, social, and structural
pressures as well as student accomplishments on campus and the com-munity. The cast included Douglass Leadership House students,
University alumni Wade Norwood and Malik Evans, and other Rochester
community leaders.
The Susan B. Anthony Institute for Gender and Women’s Studies and the Pride Network presented a breakfast and panel discussion highlighting
the ever changing climate for Lesbian, Gay, Bisexual, Trans, Queer, and Questioning students on campus.
The Office of Minority Student Affairs networking
reception and Celebration of Diversity luncheon highlighted the office’s 45th anniversary.
The Spanish and Latino Students’ Association
hosted the 25th annual Tropicana dinner.
The A Palo Seco Flamenco dance and music ensemble, featuring artistic director Rebeca Tomas
’98, performed and held workshops.
Michelle Thompson-Taylor led an open discussion on cultural awareness during the College Diversity
Roundtable.
Meliora Weekend Diversity Events
17
Diversity Initiative of the Meliora Campaign
The Diversity Initiative is an integral part of The Meliora Challenge: The Cam-
paign for the University of Rochester. The Diversity Initiative is a University-wide endeavor with three specific goals: scholarship and fellowship support to ensure
that the best and brightest can attend Rochester; attracting and retaining a diverse faculty who can teach on issues salient to a diversifying world; improving
the culture and climate on campus by supporting outside speakers, panels, workshops, and conferences that address diversity.
To support the work of the Diversity Initiative, staff in the Office of Alumni Rela-
tions and Advancement Office have worked closely to develop additional outreach opportunities. The offices collaborated on a wide array of events related to
diversity during Meliora Weekend 2013. Regional events for alumni and friends were held in Atlanta, Chicago, Los Angeles, New York, Rochester, San Francisco,
and Washington, D.C. In addition, now in its second year, the New York Metro Women’s group continues to develop a wide range of activities to connect
Rochester alumni in New York City.
Trustees Lance Drummond ’85S (MBA) and Kathy Waller ’80, ’83S (MBA) serve as
co-chairs of the Diversity Initiative and provide valued leadership to the campaign efforts. Additional volunteers include Noah Drezner ’00; Nan H. Johnson ’60 (MA);
Nathan Moser ’75; Kathy Murray ’74; Wade Norwood ’85; P’13, Lizette Perez-Deisboeck ’87; and Francis L. Price ’74, ‘75S (MBA), P’14.
Final Thoughts
The Office for Faculty Development and Diversity has strengthened existing net-
works and broadened our reach, positioning the University well to work toward our common vision of becoming a University that reflects and celebrates the
diversity of individuals and groups. We are confident that the Diversity Strategic Plan will help us become a more diverse and inclusive community through
academic endeavors, inclusive community building, and completing our capital campaign. The research and academic efforts of OFDD and the schools will raise
our profile nationally, inform a more inclusive curriculum, bolster our recruitment efforts, and help equip our students to function optimally in an increasingly
diverse world. We look forward to joining with the entire community in the con-versations and celebrations that will make our campus culture as inclusive as
possible. The progress reported on these goals highlight our commitment to diversity and a sustained effort towards diversity and inclusion throughout the
University.
18
Appendix
The following tables show the demographic trends of the entire University, indi-
vidual schools, staff, and students. These data are compiled from different sources. Different reporting agencies require different standard terminology, and
definitions of what constitutes an underrepresented minority group, along with terminology, have changed over time. Please read the footnotes carefully.
Table 1: University-wide Faculty Ethnicity Trends over Time
Table 1A: Faculty Ethnicity Trends over Time by School
Table 2: Special Opportunities Fund
Table 3: Staff Pay Grade 50 and above
Table 4: University-wide Student Ethnicity Trends over Time
Table 5: The College of Arts & Sciences—Student Ethnicity over Time
Table 6: Hajim School of Engineering & Applied Sciences—Student
Ethnicity over Time
Table 7: Eastman School of Music—Student Ethnicity over Time
Table 8: Simon School of Business Administration—Student Ethnicity over Time
Table 9: School of Medicine and Dentistry—Student Ethnicity over Time
Table 10: School of Nursing—Student Ethnicity over Time
Table 11: Warner School of Education—Student Ethnicity over Time
OFFICE FOR FACULTY DEVELOPMENT AND DIVERSITY UNIVERSITY OF ROCHESTER
YearTotal
FacultyMen Women Black
Native
American
Pacific
IslanderHispanic Asian White Multiple
Not
SpecifiedURM
931 306 18 0 0 11 84 1,124 -- 0 29
75.3% 24.7% 1.5% 0.0% 0.0% 0.9% 6.8% 90.9% 0.0% 2.3%
1,025 411 24 1 0 12 128 1,113 -- 158 37
71.4% 28.6% 1.7% 0.1% 0.0% 0.8% 8.9% 77.5% 11.0% 2.6%
1,047 439 27 2 1 11 142 1,119 -- 184 41
70.5% 29.5% 1.8% 0.1% 0.1% 0.7% 9.6% 75.3% 12.4% 2.8%
1,106 496 29 3 1 19 155 1,203 -- 192 52
69.0% 31.0% 1.8% 0.2% 0.1% 1.2% 9.7% 75.1% 12.0% 3.2%
1082* 491 28 3 17 2 182 1,282 -- 59 50
68.8% 31.2% 1.8% 0.2% 1.1% 0.1% 11.6% 81.5% 3.8% 3.2%
1,122 520 26 3 27 0 213 1,327 6 40 56
68.3% 31.7% 1.6% 0.2% 1.6% 0.0% 13.0% 80.8% 0.3% 2.4% 3.4%
1,292 613 33 4 0 29 262 1,572 5 0 66
67.8% 32.2% 1.7% 0.2% 0.0% 1.5% 13.8% 82.5% 0.3% 0.0% 3.5%
1,275 617 34 3 0 30 271 1,550 4 0 67
67.4% 32.6% 1.8% 0.2% 0.0% 1.6% 14.3% 81.9% 0.2% 0.0% 3.5%
1285 636 39 4 0 32 278 1563 5 0 75
66.9% 33.1% 2.0% 0.2% 0.0% 1.7% 14.5% 81.4% 0.3% 0.0% 3.9%
* Errors in the 2009 data were present in previous reports. The table above reflects corrected numbers.
1,436
2010
2011
Source: HRMS data. In 2009, To comply with new ethnicity/race categories for the Department of Education, new VETS100 categories, and to answer
the audit from the Department of Labor, our resurvey of all faculty and staff decreased the non-specified category. HRMS carried over whatever was in
the system, and those who were unresponsive could have been self-ID or visual observation as permitted by law to assign a category.
1,573
1,921
2012 1,892
Note: Faculty as defined by the Faculty Senate. The categories included changed from 2008 to 2009. Underrepresented Minorities (URM) is defined as
Black, Native American, Hispanic, and Pacific Islanders. URM does not include people who chose more than one race, or "multiple".
1,905
2013
1,642
Table 1University-wide Faculty Ethnicity Trends over Time
2001 1,237
2006
2009
2007 1,486
2008 1,602
TABLE 1 Annual Report on Diversity- May 2014
Total M W BlackNative
AmericanPacific Islander /
Native HawaiianHispanic Asian White Multiple
Non-
SpecifiedURM
1,436 1,025 411 24 1 0 12 128 1,113 158 3771.4% 28.6% 1.7% 0.1% 0.0% 0.8% 8.9% 77.5% 11.0% 2.6%
1,486 1,047 439 27 2 1 11 142 1,119 184 4170.5% 29.5% 1.8% 0.1% 0.1% 0.7% 9.6% 75.3% 12.4% 2.8%
1,602 1,106 496 29 3 1 19 155 1,203 192 5269.0% 31.0% 1.8% 0.2% 0.1% 1.2% 9.7% 75.1% 12.0% 3.2%
2009 *
AS&E 308 239 69 9 1 0 3 26 264 4 13Eastman 97 72 25 1 1 1 2 6 85 1 5Simon 38 31 7 0 0 0 0 6 30 1 0SMD 1059 721 338 14 0 0 10 140 844 53 24SON 40 7 33 1 0 1 1 4 33 0 3Warner 31 12 19 3 1 0 1 0 26 0 5
1573 1082 491 28 3 2 17 182 1282 0 59 5068.8% 31.2% 1.8% 0.2% 0.1% 1.1% 11.6% 81.5% 0.0% 3.8% 3.2%
2010 *
AS&E 333 253 80 8 1 0 5 30 285 1 3 14Eastman 104 76 28 1 1 0 4 6 91 0 1 6Simon 41 33 8 0 0 0 0 6 35 0 0 0SMD 1097 742 355 14 0 0 15 168 859 5 36 29SON 38 7 31 0 0 0 2 3 33 0 0 2Warner 29 11 18 3 1 0 1 0 24 0 0 5
1642 1122 520 26 3 0 27 213 1327 6 40 56
68.3% 31.7% 1.6% 0.2% 0.0% 1.6% 13.0% 80.8% 0.4% 2.4% 3.4%
2011
AS&E 359 274 85 9 1 0 5 38 305 1 0 15Eastman 107 78 29 1 1 0 3 6 96 0 0 5Simon 43 35 8 0 0 0 0 5 38 0 0 0SMD 1307 886 421 20 1 0 20 209 1053 4 0 41SON 58 7 51 0 0 0 0 4 54 0 0 0Warner 31 12 19 3 1 0 1 0 26 0 0 5
1905 1292 613 33 4 0 29 262 1572 5 0 66
67.8% 32.2% 1.7% 0.2% 0.0% 1.5% 13.8% 82.5% 0.3% 0.0% 3.5%
2012
AS&E 356 273 83 9 1 0 5 42 298 1 0 15Eastman 104 75 29 1 1 0 3 5 94 0 0 5Simon 43 35 8 0 0 0 0 4 39 0 0 0SMD 1306 872 434 21 0 0 21 216 1045 3 0 42SON 53 8 45 0 0 0 0 4 49 0 0 0Warner 30 12 18 3 1 0 1 0 25 0 0 5
1892 1275 617 34 3 0 30 271 1550 4 0 67
67.4% 32.6% 1.8% 0.2% 0.0% 1.6% 14.3% 81.9% 0.2% 0.0% 3.5%
2013
AS&E 360 274 86 9 1 0 6 47 296 1 0 16Eastman 105 75 30 1 1 0 3 5 95 0 0 5Simon 44 36 8 0 0 0 0 5 39 0 0 0SMD 1325 880 445 24 1 0 23 216 1057 4 0 48SON 58 8 50 2 0 0 0 5 51 0 0 2Warner 29 12 17 3 1 0 0 0 25 0 0 4
1921 1285 636 39 4 0 32 278 1563 5 0 75
66.9% 33.1% 2.0% 0.2% 0.0% 1.7% 14.5% 81.4% 0.3% 0.0% 3.9%
* Errors in the 2009 and 2010 data were present in previous reports. The table above reflects corrected numbers.
Note: Faculty as defined by the Faculty Senate. The Faculty Senate Definition of Faculty expanded to include specific clinical faculty in 2009. URM does
not include people who chose more than one race, or "multiple".
Source: HRMS data. In 2009, To comply with new ethnicity/race categories for the Department of Education, new VETS100 categories, and to answer
the audit from the Department of Labor, our resurvey of all faculty and staff decreased the non-specified category. HRMS carried over whatever was in
the system, and those who were unresponsive could have been self-ID or visual observation as permitted by law to assign a category.
2006
2007
2008
Note: Due to a resurveying the faculty we are now aware of 3 faculty in SMD who were unspecified, but are URMs in 2009 data.
Total
University
Total
University
Total
University
Faculty Ethnicity Trends over Time by SchoolTable 1A
Total
University
Total
University
OFFICE FOR FACULTY DEVELOPMENT AND DIVERSITY UNIVERSITY OF ROCHESTER
Num
ber
of new
com
mitm
ents
Num
ber
of
continuin
g
com
mitm
ents
Num
ber
of new
com
mitm
ents
Num
ber
of
continuin
g
com
mitm
ents
Num
ber
of new
com
mitm
ents
Num
ber
of
continuin
g
com
mitm
ents
Num
ber
of new
com
mitm
ents
Num
ber
of
continuin
g
com
mitm
ents
Num
ber
of new
com
mitm
ents
Num
ber
of
continuin
g
com
mitm
ents
Num
ber
of new
com
mitm
ents
Num
ber
of
continuin
g
com
mitm
ents
Num
ber
of new
com
mitm
ents
Num
ber
of
continuin
g
com
mitm
ents
Num
ber
of new
com
mitm
ents
Num
ber
of
continuin
g
com
mitm
ents
AS&E 0 3 2 1 1 2 1 2 0 2 0 1 7 1 0 7
Eastman 0 0 1 1 2 1 0 2 2 2 1 3 4 0 0 2
SMD 0 2 3 3 2 2 3 2 3 4 3 6 4 2 4 6
SON 0 0 2 0 0 2 0 1 0 0 0 0 0 0 0 0
Simon 0 0 0 0 0 0 2 0 0 1 0 0 0 0 0 0
Warner 0 2 1 0 1 1 1 2 0 1 1 0 1 0 0 0
TOTAL 0 7 9 5 6 8 7 9 5 10 5 10 16 3 4 15
Fiscal Year 2014
Special Opportunities Fund
Table 2
Fiscal Year 2011 Fiscal Year 2012 Fiscal Year 2013Fiscal Year 2007 Fiscal Year 2008 Fiscal Year 2009 Fiscal Year 2010
TABLE 2 Annual Report on Diversity- May 2014
OFFICE FOR FACULTY DEVELOPMENT AND DIVERSITY UNIVERSITY OF ROCHESTER
YearTotal Staff
50+M W Black
American
IndianHispanic
Pacific
IslanderAsian White Multiple
Not
SpecifiedURM*
852 1,908 88 12 39 0 49 2,570 -- 2 139
30.9% 69.1% 3.2% 0.4% 1.4% 0.0% 1.8% 93.1% 0.1% 5.0%
1,104 2,432 123 11 47 0 79 2,881 -- 395 181
31.2% 68.8% 3.5% 0.3% 1.3% 0.0% 2.2% 81.5% 11.2% 5.1%
1,193 2,601 155 12 63 0 107 3,198 -- 259 230
31.4% 68.6% 4.1% 0.3% 1.7% 0.0% 2.8% 84.3% 6.8% 6.1%
1,271 2,740 173 15 68 0 110 3,380 -- 265 256
31.7% 68.3% 4.3% 0.4% 1.7% 0.0% 2.7% 84.3% 6.6% 6.4%
1,280 2,845 175 19 76 1 126 3,718 -- 10 271
31.0% 69.0% 4.2% 0.5% 1.8% 0.0% 3.1% 90.1% 0.2% 6.6%
1,344 2,898 183 16 90 2 131 3,799 21 0 291
31.7% 68.3% 4.3% 0.4% 2.1% 0.0% 3.1% 89.6% 0.5% 0.0% 6.9%
1,435 2,948 181 12 96 1 137 3,931 25 0 290
32.7% 67.3% 4.1% 0.3% 2.2% 0.0% 3.1% 89.7% 0.6% 0.0% 6.6%
1,482 2,985 181 12 94 1 137 4,017 25 0 288
33.2% 66.8% 4.1% 0.3% 2.1% 0.0% 3.1% 89.9% 0.6% 0.0% 6.4%
1,539 3,097 202 13 89 3 147 4,155 27 0 307
33.2% 66.8% 4.4% 0.3% 1.9% 0.1% 3.2% 89.6% 0.6% 0.0% 6.6%
Source: Quarterly University Population Report, September 30 snapshot 2001, 2006, 2007, 2008, 2009, 2010, 2011, 2012, and 2013.
2011 4,383
2012 4,467
2013 4,636
2008 4011
2009 4125
Note: The data represent all active full-time and part-time staff in pay grades 50-59, 98, and 99 (non-faculty)
* URM- Underrepresented Minorities (American Indian, Black/African-American, Hispanic, Pacific Islander.) Effective March 2010, data reflects an additional
selection labeled, "multiple", consistent with recent regulation changes; employees may now self-identify as multiple races. Underrepresented Minority does not
include "multiple."
2010 4,242
2007 3794
Table 3Staff Pay Grade 50 and above
2001 2760
2006 3536
TABLE 3 Annual Report on Diversity- May 2014
OFFICE FOR FACULTY DEVELOPMENT AND DIVERSITY UNIVERSITY OF ROCHESTER
FallTotal
Students Me
n
Wo
me
n
Bla
ck
Am
eri
ca
n
Ind
ian
or
Ala
sk
an
Nati
ve
His
pan
ic
Haw
aii
an
an
d
Pa
cif
ic
Asia
n
Asia
n o
r
Pa
cif
ic
Isla
nd
er
Wh
ite
2+
Ra
ce
s
No
n-
res
ide
nt
Alie
n
Un
kn
ow
n
UR
M*
4,494 3,857 345 21 270 -- -- 771 4,843 -- 1,147 954 636
53.8% 46.2% 4.1% 0.3% 3.2% 9.2% 58.0% 13.7% 11.4% 7.6%
4,389 4,457 373 21 280 -- -- 734 5,157 -- 1,240 1041 674
49.6% 50.4% 4.2% 0.2% 3.2% 8.3% 58.3% 14.0% 11.8% 7.6%
4,625 4,687 392 21 293 -- -- 756 5,275 -- 1,355 1220 706
49.7% 50.3% 4.2% 0.2% 3.1% 8.1% 56.6% 14.6% 13.1% 7.6%
4,754 4,958 407 24 297 -- -- 775 5,329 -- 1,504 1376 728
48.9% 51.1% 4.2% 0.2% 3.1% 8.0% 54.9% 15.5% 14.2% 7.5%
4,849 5,100 419 27 330 -- -- 794 5,313 -- 1,540 1521 776
48.8% 51.3% 4.2% 0.3% 3.3% 8.0% 53.4% 15.5% 15.3% 7.8%
4,927 5,184 389 21 450 8 853 -- 5,716 239 1,588 847 868
48.7% 51.3% 3.8% 0.2% 4.5% 0.1% 8.4% 56.5% 2.4% 15.7% 8.4% 8.6%
5,050 5,240 416 13 447 8 847 -- 5,566 214 1,860 919 884
49.1% 50.9% 4.0% 0.1% 4.3% 0.1% 8.2% 54.1% 2.1% 18.1% 8.9% 8.6%
5,155 5,355 457 24 479 9 908 -- 5,380 216 2,079 958 969
49.0% 51.0% 4.3% 0.2% 4.6% 0.1% 8.6% 51.2% 2.1% 19.8% 9.1% 9.2%
5,166 5,393 461 20 486 6 882 -- 5,245 216 2,278 965 973
48.9% 51.1% 4.4% 0.2% 4.6% 0.1% 8.4% 49.7% 2.0% 21.6% 9.1% 9.2%
Source: Institutional Research EFI COL Report Data as of Fall 2013 Census
2011 10,290
2012 10,510
2013 10,559
2008 9,712
2009 9,944
Note: The data represent matriculated full-time and part-time students from all 6 schools of the University of Rochester, excluding BERN and Eastman Institute of Oral
Health students
* URM- Underrepresented Minorities (American Indian, Black/African-American, Hispanic, Pacific Islander) In 2010, according to Federal changes, there are new
categories separating Asian and Pacific Islanders and allowing for 2+ races. Pacific Islanders are now part of the URM category, but 2+ races are not considered URM in
student data.
2010 10,111
2007 9,312
Table 4
University-wide Student Ethnicity Trends over Time
2001 8,351
2006 8,846
TABLE 4 Annual Report on Diversity- May 2014
OFFICE FOR FACULTY DEVELOPMENT AND DIVERSITY UNIVERSITY OF ROCHESTER
FallTotal
Students Men
Wo
men
Bla
ck
Am
eri
can
Ind
ian
or
Ala
skan
Nati
ve
His
pan
ic
Haw
aiian
an
d P
acif
ic
Isla
nd
er
Asia
n
Asia
n o
r
Pacif
ic
Isla
nd
er
Cau
ca
sia
n
2+
Races
No
n-
resid
en
t
Alien
Un
kn
ow
n
UR
M*
Ugrad 1,806 1,590 155 11 135 -- -- 444 2,079 -- 102 470 301Grads 382 244 12 0 15 -- -- 12 286 -- 282 19 27
% Total 54.4% 45.6% 4.2% 0.3% 3.7% 11.3% 58.8% 9.5% 12.2% 8.2%
Ugrad 1,921 1,888 184 9 174 -- -- 424 2,288 -- 151 579 367Grads 396 255 9 2 11 -- -- 18 287 -- 279 45 22
% Total 52.0% 48.0% 4.3% 0.2% 4.1% 9.9% 57.7% 9.6% 14.0% 8.7%
Ugrad 1,996 1,999 182 8 171 -- -- 423 2,296 -- 202 713 361Grads 414 247 7 2 14 -- -- 18 302 -- 271 47 23
% Total 51.8% 48.2% 4.1% 0.2% 4.0% 9.5% 55.8% 10.2% 16.3% 8.2%
Ugrad 2,076 2,159 195 9 167 -- -- 446 2,313 -- 271 854 371Grads 422 251 7 1 13 -- -- 20 329 -- 252 51 21
% Total 50.9% 49.1% 4.1% 0.2% 3.7% 9.5% 53.8% 10.7% 18.4% 8.0%
Ugrad 2,063 2,214 209 11 164 -- -- 454 2,234 -- 304 901 384Grads 417 262 6 3 14 -- -- 16 352 -- 233 55 23
% Total 50.0% 50.0% 4.3% 0.3% 3.6% 9.5% 52.2% 10.8% 19.3% 8.2%
Ugrad 2,127 2,217 187 6 245 7^ 491 -- 2676 159 409 164 445Grads 408 271 5 2 25 0 18 -- 332 6 224 67 32
% Total 50.5% 49.5% 3.8% 0.2% 5.4% 0.1% 10.1% 59.9% 3.3% 12.6% 4.6% 9.5%
Ugrad 2,113 2,234 194 7 231 6^ 478 -- 2542 126 515 248 438Grads 401 270 3 2 20 0 15 -- 318 8 230 75 25
% Total 50.1% 49.9% 3.9% 0.2% 5.0% 0.1% 9.8% 57.0% 2.7% 14.8% 6.4% 9.2%
Ugrad 2,158 2,306 231 12 261 6^ 516 -- 2412 125 614 287 510Grads 253 406 5 2 20 0 18 -- 304 11 229 70 27
% Total 47.1% 52.9% 4.6% 0.3% 5.5% 0.1% 10.4% 53.0% 2.7% 16.5% 7.0% 10.5%
Ugrad 2,248 2,401 248 12 292 5 511 -- 2358 132 739 352 557Grads 394 280 4 1 22 0 20 -- 322 11 236 58 27
% Total 49.6% 50.4% 4.7% 0.2% 5.9% 0.1% 10.0% 50.3% 2.7% 18.3% 7.7% 11.0%
^ In previous reports, 2010-2012 data did not include Pacific Islanders in the total URM category. The table above reflects corrected numbers.
Note: Full-time and Part-time students included
4,956
2010
4,460
2011 5,018
* URM- Underrepresented Minorities (American Indian, Black/African-American, Hispanic, Pacific Islander) In 2010, according to Federal changes, there are new
categories separating Asian and Pacific Islanders and allowing for 2+ races. Pacific Islanders are now part of the URM category, but 2+ races are not considered URM in
student data.
Source: Institutional Research EFI COL Report Data as of Fall 2013 Census
2007 4,656
2008 4,908
2009
5,023
2013 5,323
Table 5The College of Arts & Sciences -Student Ethnicity over Time
2001 4,022
2006
2012 5,123
TABLE 5 Annual Report on Diversity- May 2014
OFFICE FOR FACULTY DEVELOPMENT AND DIVERSITY UNIVERSITY OF ROCHESTER
FallTotal
Students Men
Wo
men
Bla
ck
Am
eri
can
Ind
ian
or
Ala
skan
Nati
ve
His
pan
ic
Haw
aiian
an
d
Pacif
ic
Isla
nd
er
Asia
n
Asia
n o
r
Pacif
ic
Isla
nd
er
Cau
ca
sia
n
2+
Races
No
n-
resid
en
t
Alien
Un
kn
ow
n
UR
M*
Ugrad 410 124 22 0 25 -- -- 73 330 -- 16 68 47Grads 162 38 2 0 3 -- -- 7 76 -- 108 4 5
% Total 77.9% 22.1% 3.3% 0.0% 3.8% 10.9% 55.3% 16.9% 9.8% 7.1%
Ugrad 157 56 5 0 6 -- -- 16 147 -- 7 32 11Grads 250 97 1 0 3 -- -- 16 107 -- 201 19 4
% Total 72.7% 27.3% 1.1% 0.0% 1.6% 5.7% 45.4% 37.1% 9.1% 2.7%
Ugrad 184 57 6 0 7 -- -- 24 172 -- 8 26 13Grads 255 105 1 0 1 -- -- 17 109 -- 212 20 2
% Total 73.0% 27.0% 1.2% 0.0% 1.3% 6.8% 46.8% 36.6% 7.7% 2.5%
Ugrad 190 60 10 0 7 -- -- 24 149 -- 12 48 17Grads 292 115 1 0 2 -- -- 20 127 -- 230 27 3
% Total 73.4% 26.6% 1.7% 0.0% 1.4% 6.7% 42.0% 36.8% 11.4% 3.0%
Ugrad 232 84 6 0 12 -- -- 37 182 -- 15 64 18Grads 327 128 4 0 3 -- -- 20 135 -- 260 33 7
% Total 72.5% 27.5% 1.3% 0.0% 1.9% 7.4% 41.1% 35.7% 12.6% 3.2%
Ugrad 237 102 6 1 15 0 46 -- 214 17 19 21 22Grads 318 107 3 0 3 0 26 -- 142 5 223 23 6
% Total 72.6% 27.4% 1.2% 0.1% 2.4% 0.0% 9.4% 46.6% 2.9% 31.7% 5.8% 3.7%
Ugrad 276 103 6 0 18 0 56 -- 230 27 24 18 24Grads 348 118 4 0 7 0 22 -- 155 3 251 24 11
% Total 73.8% 26.2% 1.2% 0.0% 3.0% 0.0% 9.2% 45.6% 3.6% 32.5% 5.0% 4.1%
Ugrad 290 109 9 2 16 0 52 -- 245 23 41 11 27Grads 398 141 6 0 12 1^ 30 -- 174 3 287 26 19
% Total 73.3% 26.7% 1.6% 0.2% 3.0% 0.1% 8.7% 44.7% 2.8% 35.0% 3.9% 4.9%
Ugrad 354 139 10 3 17 0 54 -- 294 17 73 25 30Grads 439 161 8 0 14 0 25 -- 193 2 333 25 22
% Total 72.6% 27.4% 1.6% 0.3% 2.8% 0.0% 7.2% 44.6% 1.7% 37.1% 4.6% 4.8%
^ In previous reports, 2011 data did not include Pacific Islanders in the total URM category. The table above reflects corrected numbers.
Source: Institutional Research EFI COL Report Data as of Fall 2013 Census
938
2010 764
2012
2013 1,093
* URM- Underrepresented Minorities (American Indian, Black/African-American, Hispanic, Pacific Islander) In 2010, according to Federal changes, there are new
categories separating Asian and Pacific Islanders and allowing for 2+ races. Pacific Islanders are now part of the URM category, but 2+ races are not considered URM in
student data.
2007 601
2008 657
2009
2011 845
771
Table 6Hajim School of Engineering and Applied Sciences -Student Ethnicity over Time
2001 734
2006 560
TABLE 6 Annual Report on Diversity- May 2014
OFFICE FOR FACULTY DEVELOPMENT AND DIVERSITY UNIVERSITY OF ROCHESTER
FallTotal
Students Men
Wo
men
Bla
ck
Am
eri
can
Ind
ian
or
Ala
skan
Nati
ve
His
pan
ic
Haw
aiian
an
d
Pacif
ic
Isla
nd
er
Asia
n
Asia
n o
r
Pacif
ic
Isla
nd
er
Cau
ca
sia
n
2+
Races
No
n-
resid
en
t
Alien
Un
kn
ow
n
UR
M*
Ugrad 236 239 20 1 10 -- -- 29 341 -- 52 22 31Grads 143 191 4 0 5 -- -- 18 173 -- 121 13 9
% Total 46.8% 53.2% 3.0% 0.1% 1.9% 5.8% 63.5% 21.4% 4.3% 4.9%
Ugrad 268 214 11 2 8 -- -- 29 318 -- 52 62 21Grads 180 218 4 0 3 -- -- 22 214 -- 127 28 7
% Total 50.9% 49.1% 1.7% 0.2% 1.3% 5.8% 60.5% 20.3% 10.2% 3.2%
Ugrad 267 237 9 2 11 -- -- 34 325 -- 67 59 22Grads 201 222 5 0 5 -- -- 25 231 -- 127 30 10
% Total 50.5% 49.5% 1.5% 0.2% 1.7% 6.4% 60.0% 20.9% 9.6% 3.5%
Ugrad 268 243 9 2 10 -- -- 34 322 -- 73 61 21Grads 188 222 3 0 5 -- -- 22 217 -- 131 32 8
% Total 49.5% 50.5% 1.3% 0.2% 1.6% 6.1% 58.5% 22.1% 10.1% 3.1%
Ugrad 269 239 11 2 16 -- -- 40 305 -- 76 58 29Grads 190 202 3 1 9 -- -- 21 205 -- 121 32 13
% Total 51.0% 49.0% 1.6% 0.3% 2.8% 6.8% 56.7% 21.9% 10.0% 4.7%
Ugrad 260 255 5 1 30 0 38 -- 317 12 77 35 36Grads 193 193 3 0 19 0 26 -- 205 5 111 17 22
% Total 50.3% 49.7% 0.9% 0.1% 5.4% 0.0% 7.1% 57.9% 1.9% 20.9% 5.8% 6.4%
Ugrad 267 227 5 0 29 0 34 -- 286 13 78 49 34Grads 191 183 4 0 17 0 27 -- 187 5 109 25 21
% Total 52.8% 47.2% 1.0% 0.0% 5.3% 0.0% 7.0% 54.5% 2.1% 21.5% 8.5% 6.3%
Ugrad 265 230 4 0 24 0 38 -- 271 15 82 61 28Grads 188 184 5 1 14 0 25 -- 194 4 109 20 20
% Total 52.2% 47.8% 1.0% 0.1% 4.4% 0.0% 7.3% 53.6% 2.2% 22.0% 9.3% 5.5%
Ugrad 269 265 6 0 24 0 43 -- 293 18 97 53 30Grads 193 185 7 1 6 0 27 -- 208 8 106 15 14
% Total 50.7% 49.3% 1.4% 0.1% 3.3% 0.0% 7.7% 54.9% 2.9% 22.3% 7.5% 4.8%
867
Note: Full-time and Part-time students included
2010 901
* URM- Underrepresented Minorities (American Indian, Black/African-American, Hispanic, Pacific Islander) In 2010, according to Federal changes, there
are new categories separating Asian and Pacific Islanders and allowing for 2+ races. Pacific Islanders are now part of the URM category, but 2+ races are
not considered URM in student data.
Source: Institutional Research EFI COL Report Data as of Fall 2013 Census
2012
2013 912
2007 927
2008 921
2009
2011 868
900
Table 7Eastman -Student Ethnicity over Time
2001 809
2006 880
TABLE 7 Annual Report on Diversity- May 2014
OFFICE FOR FACULTY DEVELOPMENT AND DIVERSITY UNIVERSITY OF ROCHESTER
FallTotal
Students Men
Wo
men
Bla
ck
Am
eri
can
Ind
ian
or
Ala
skan
Nati
ve
His
pan
ic
Haw
aiian
an
d
Pacif
ic
Isla
nd
er
Asia
n
Asia
n o
r
Pacif
ic
Isla
nd
er
Cau
ca
sia
n
2+
Races
No
n-
resid
en
t
Alien
Un
kn
ow
n
UR
M*
Grad FT 402 146 19 1 13 -- -- 18 125 -- 244 128 33Grad PT 135 60 2 0 2 -- -- 13 114 -- 9 55 4% Total 72.3% 27.7% 2.8% 0.1% 2.0% 4.2% 32.2% 34.1% 24.6% 5.0%
Grad FT 231 131 11 0 10 -- -- 17 105 -- 176 43 21Grad PT 125 61 3 0 2 -- -- 7 138 -- 18 18 5% Total 65.0% 35.0% 2.6% 0.0% 2.2% 4.4% 44.3% 35.4% 11.1% 4.7%
Grad FT 285 142 14 0 8 -- -- 21 130 -- 212 42 22Grad PT 152 73 10 0 1 -- -- 8 160 -- 25 21 11% Total 67.0% 33.0% 3.7% 0.0% 1.4% 4.4% 44.5% 36.3% 9.7% 5.1%
Grad FT 323 164 16 0 10 -- -- 26 134 -- 263 38 26Grad PT 166 72 5 1 1 -- -- 10 154 -- 23 44 7% Total 67.4% 32.6% 2.9% 0.1% 1.5% 5.0% 39.7% 39.4% 11.3% 4.6%
Grad FT 345 180 17 0 16 -- -- 29 147 -- 270 46 33Grad PT 171 93 6 2 4 -- -- 11 162 -- 11 68 12% Total 65.4% 34.6% 2.9% 0.3% 2.5% 5.1% 39.2% 35.6% 14.4% 5.7%
Grad FT 395 210 16 1 8 0 21 -- 127 0 296 136 25Grad PT 180 106 8 3 3 0 11 -- 140 1 15 105 14% Total 64.5% 35.5% 2.7% 0.4% 1.2% 0.0% 3.6% 30.0% 0.1% 34.9% 27.0% 4.4%
Grad FT 389 248 22 0 9 0 26 -- 121 7 337 115 31Grad PT 206 115 5 1 6 0 14 -- 137 1 16 141 12% Total 62.1% 37.9% 2.8% 0.1% 1.6% 0.0% 4.2% 26.9% 0.8% 36.8% 26.7% 4.5%
Grad FT 384 288 20 1 13 0 37 -- 108 7 402 84 34Grad PT 226 128 3 0 7 0 17 -- 144 2 24 157 10% Total 59.5% 40.5% 2.2% 0.1% 1.9% 0.0% 5.3% 24.6% 0.9% 41.5% 23.5% 4.3%
Grad FT 397 311 29 1 14 0 25 -- 93 2 473 71 44Grad PT 247 134 3 0 10 0 16 -- 160 2 20 170 13% Total 59.1% 40.9% 2.9% 0.1% 2.2% 0.0% 3.8% 23.2% 0.4% 45.3% 22.1% 5.2%
These data exclude BERN students
2013 1,089
2012 1,026
* URM- Underrepresented Minorities (American Indian, Black/African-American, Hispanic, Pacific Islander) In 2010, according to Federal changes, there
are new categories separating Asian and Pacific Islanders and allowing for 2+ races. Pacific Islanders are now part of the URM category, but 2+ races
are not considered URM in student data.
Source: Institutional Research EFI COL Report Data as of Fall 2013 Census
2007 652
2008 725
2009 789
2011 958
2010 891
Table 8Simon School of Business Administration -Student Ethnicity over Time
2001 743
2006 548
TABLE 8 Annual Report on Diversity- May 2014
OFFICE FOR FACULTY DEVELOPMENT AND DIVERSITY UNIVERSITY OF ROCHESTER
FallTotal
Students Men
Wo
men
Bla
ck
Am
eri
can
Ind
ian
or
Ala
skan
Nati
ve
His
pan
ic
Haw
aiian
an
d
Pacif
ic
isla
nd
er
Asia
n
Asia
n o
r
Pacif
ic
Isla
nd
er
Cau
ca
sia
n
2+
Races
No
n-
resid
en
t
Alien
Un
kn
ow
n
UR
M*
Grad FT 188 154 9 0 10 -- -- 24 146 -- 138 15 19Grad PT 32 57 3 0 5 -- -- 5 66 -- 6 4 8
MD 196 222 37 4 21 -- -- 86 268 -- 2 0 62% Total 49.0% 51.0% 5.8% 0.5% 4.2% 13.5% 56.5% 17.2% 2.2% 10.5%Grad FT 233 253 15 2 19 -- -- 41 223 -- 172 14 36Grad PT 25 58 5 0 0 -- -- 8 62 -- 1 7 5
MD 185 218 30 2 2 -- -- 88 260 -- 0 21 34% Total 45.6% 54.4% 5.1% 0.4% 2.2% 14.1% 56.1% 17.8% 4.3% 7.7%Grad FT 229 254 9 2 24 -- -- 34 230 -- 167 17 35Grad PT 28 56 5 0 1 -- -- 9 62 -- 2 5 6
MD 183 210 31 2 5 -- -- 87 237 -- 0 31 38% Total 45.8% 54.2% 4.7% 0.4% 3.1% 13.5% 55.1% 17.6% 5.5% 8.2%Grad FT 225 260 8 2 18 -- -- 33 236 -- 170 18 28Grad PT 22 43 3 1 0 -- -- 6 46 -- 2 7 4
MD 212 215 40 1 11 -- -- 83 253 -- 1 38 52% Total 47.0% 53.0% 5.2% 0.4% 3.0% 12.5% 54.8% 17.7% 6.4% 8.6%Grad FT 208 252 7 2 18 -- -- 30 229 -- 153 21 27Grad PT 19 40 3 1 0 -- -- 3 41 -- 3 8 4
MD 221 217 45 1 13 -- -- 79 257 -- 1 42 59% Total 46.8% 53.2% 5.7% 0.4% 3.2% 11.7% 55.1% 16.4% 7.4% 9.4%Grad FT 206 262 10 2 20 0 29 -- 228 4 144 31 32Grad PT 14 44 2 0 1 0 8 -- 37 3 3 4 3
MD 216 213 44 1 10 1^ 78 -- 261 1 1 32 56% Total 45.7% 54.3% 5.9% 0.3% 3.2% 0.1% 12.0% 55.1% 0.8% 15.5% 7.0% 9.5%Grad FT 189 260 19 0 20 0 26 -- 217 3 133 31 39Grad PT 17 45 1 0 0 0 6 -- 39 2 4 10 1
MD 222 210 43 0 15 1^ 78 -- 259 2 3 31 59% Total 45.4% 54.6% 6.7% 0.0% 3.7% 0.1% 11.7% 54.6% 0.7% 14.8% 7.6% 10.5%Grad FT 169 247 15 1 16 0 28 -- 219 2 115 20 32Grad PT 25 47 2 0 3 0 5 -- 43 0 7 12 5
MD 222 208 41 0 18 1^ 76 -- 263 5 2 24 60% Total 45.3% 54.7% 6.3% 0.1% 4.0% 0.1% 11.9% 57.2% 0.8% 13.5% 6.1% 10.6%Grad FT 157 241 15 1 14 0 31 -- 210 1 105 21 30Grad PT 23 41 4 0 2 0 3 -- 39 0 7 9 6
MD 220 211 39 0 22 1 73 -- 251 7 2 36 62% Total 44.8% 55.2% 6.5% 0.1% 4.3% 0.1% 12.0% 56.0% 0.9% 12.8% 7.4% 11.0%
^ In previous reports, 2010-2012 data did not include Pacific Islanders in the total URM category. The table above reflects corrected numbers.
2010 955
2011 943
* URM- Underrepresented Minorities (American Indian, Black/African-American, Hispanic, Pacific Islander) In 2010, according to Federal changes, there are new categories separating Asian
and Pacific Islanders and allowing for 2+ races. Pacific Islanders are now part of the URM category, but 2+ races are not considered URM in student data. These data exclude the Eastman
Institute of Oral Health
Source: Institutional Research EFI COL Report Data as of Fall 2013 Census
2012 918
2013 893
2007 960
2008 977
2009 957
Table 9School of Medicine & Dentistry -Student Ethnicity over Time
2001 849
2006 972
TABLE 9 Annual Report on Diversity- May 2014
OFFICE FOR FACULTY DEVELOPMENT AND DIVERSITY UNIVERSITY OF ROCHESTER
FallTotal
Students Men
Wo
men
Bla
ck
Am
eri
can
Ind
ian
or
Ala
skan
Nati
ve
His
pan
ic
Haw
aiian
an
d
Pacif
ic
Isla
nd
er
Asia
n
Asia
n o
r
Pacif
ic
Isla
nd
er
Cau
casia
n
2+
Races
No
n-
resid
en
t
Alien
Un
kn
ow
n
UR
M*
2001 243 % Total 9.9% 90.1% 3.3% 0.4% 2.1% 0.8% 86.4% 2.9% 4.1% 5.8%
Ugrad FT 12 81 3 1 6 - - 3 56 -- 6 18 10Ugrad PT 7 92 8 0 4 - - 3 76 -- 0 8 12Grad FT 6 36 5 0 2 - - 4 26 -- 2 3 7Grad PT 15 112 10 1 3 - - 5 101 -- 0 7 14% Total 11.1% 88.9% 7.2% 0.6% 4.2% 4.2% 71.7% 2.2% 10.0% 11.9%
Ugrad FT 11 91 9 1 5 - - 7 71 -- 2 7 15Ugrad PT 8 73 8 1 0 - - 4 59 -- 0 9 9Grad FT 6 39 6 0 1 - - 3 27 -- 2 6 7Grad PT 10 124 6 3 2 - - 5 114 -- 1 3 11% Total 9.7% 90.3% 8.0% 1.4% 2.2% 5.2% 74.9% 1.4% 6.9% 11.6%
Ugrad FT 9 96 7 2 1 - - 12 72 -- 3 11 10Ugrad PT 9 68 4 1 3 - - 2 59 -- 0 5 8Grad FT 6 48 7 0 0 - - 2 35 -- 5 5 7Grad PT 10 134 8 2 5 - - 3 113 -- 1 12 15% Total 8.9% 91.1% 6.8% 1.3% 2.4% 5.0% 73.4% 2.4% 8.7% 10.5%
Ugrad FT 15 99 5 0 6 - - 10 78 -- 6 9 11Ugrad PT 4 72 3 0 4 - - 0 64 -- 0 5 7Grad FT 5 47 5 0 2 - - 2 25 -- 8 10 7Grad PT 12 142 7 1 2 - - 5 124 -- 1 14 10% Total 9.1% 90.9% 5.1% 0.3% 3.5% 4.3% 73.5% 3.8% 9.6% 8.8%
Ugrad FT 20 139 4 1 7 0 12 - 125 6 1 3 12Ugrad PT 7 68 2 0 4 0 1 - 65 2 1 0 6Grad FT 6 36 6 0 2 0 3 - 24 0 4 3 8Grad PT 13 156 11 0 2 0 3 - 136 5 3 9 13% Total 10.3% 89.7% 5.2% 0.2% 3.4% 0.0% 4.3% 78.7% 2.9% 2.0% 3.4% 8.8%
Ugrad FT 29 142 8 2 11 0 17 - 122 2 4 5 21Ugrad PT 10 70 5 0 2 0 2 - 68 1 0 1 7Grad FT 7 33 5 0 1 0 4 - 21 1 3 5 6Grad PT 14 167 16 1 8 0 5 - 131 3 2 15 25% Total 12.7% 87.3% 7.2% 0.6% 4.7% 0.0% 5.9% 72.5% 1.5% 1.9% 5.5% 12.5%
Ugrad FT 38 137 17 1 8 1^ 12 - 114 5 3 14 27Ugrad PT 14 76 5 0 2 0 3 - 78 0 0 2 7Grad FT 6 34 5 0 1 0 2 - 24 3 3 2 6Grad PT 7 165 10 0 4 0 4 - 136 1 3 14 14% Total 13.6% 86.4% 7.8% 0.2% 3.1% 0.2% 4.4% 73.8% 1.9% 1.9% 6.7% 11.3%
Ugrad FT 30 151 15 0 8 0 24 - 127 1 2 4 23Ugrad PT 23 167 8 1 2 0 4 - 170 0 0 5 11Grad FT 4 29 3 0 1 0 2 - 21 2 2 2 4Grad PT 17 189 6 0 6 0 7 - 160 4 2 21 12% Total 12.1% 87.9% 5.2% 0.2% 2.8% 0.0% 6.1% 78.4% 1.1% 1.0% 5.2% 8.2%
^ In previous reports, 2012 data did not include Pacific Islanders in the total URM category. The table above reflects corrected numbers.
Table 10
362
2011 472
2010
396
Annual Report on Diversity- May 2014
2012 477
* URM- Underrepresented Minorities (American Indian, Black/African-American, Hispanic, Pacific Islander) In 2010, according to Federal changes, there are new categories separating Asian
and Pacific Islanders and allowing for 2+ races. Pacific Islanders are now part of the URM category, but 2+ races are not considered URM in student data.
Source: Institutional Research EFI COL Report Data as of Fall 2013 Census
445
6102013
Table 10SON -Student Ethnicity over Time
2006 361
2007
2008 380
2009
OFFICE FOR FACULTY DEVELOPMENT AND DIVERSITY UNIVERSITY OF ROCHESTER
FallTotal
Students Men
Wo
men
Bla
ck
Am
eri
can
Ind
ian
or
Ala
skan
Nati
ve
His
pan
ic
Haw
aiian
an
d P
acif
ic
Isla
nd
er
Asia
n
Asia
n o
r
Pacif
ic
Isla
nd
er
Cau
casia
n
2+
Races
No
n-
resid
en
t
Alien
Un
kn
ow
n
UR
M*
Grad FT 23 52 4 0 3 -- -- 4 58 -- 3 3 7Grad PT 61 137 20 0 7 -- -- 2 161 -- 0 8 27% Total 30.8% 69.2% 8.8% 0.0% 3.7% 2.2% 80.2% 1.1% 4.0% 12.5%
Grad FT 35 88 9 0 3 -- -- 7 74 -- 18 12 12Grad PT 93 220 29 0 10 -- -- 6 246 -- 3 19 39% Total 29.4% 70.6% 8.7% 0.0% 3.0% 3.0% 73.4% 4.8% 7.1% 11.7%
Grad FT 32 105 20 0 8 -- -- 6 76 -- 20 7 28Grad PT 109 249 31 0 11 -- -- 8 284 -- 2 22 42% Total 28.5% 71.5% 10.3% 0.0% 3.8% 2.8% 72.7% 4.4% 5.9% 14.1%
Grad FT 34 134 14 0 9 -- -- 6 114 -- 16 9 23Grad PT 112 291 36 1 16 -- -- 7 329 -- 1 13 53% Total 25.6% 74.4% 8.8% 0.2% 4.4% 2.3% 77.6% 3.0% 3.9% 13.3%
Grad FT 42 165 18 0 11 -- -- 4 145 -- 18 11 29Grad PT 95 291 42 1 17 -- -- 5 309 -- 0 12 60% Total 23.1% 76.9% 10.1% 0.2% 4.7% 1.5% 76.6% 3.0% 3.9% 15.0%
Grad FT 43 155 21 0 15 0 8 -- 123 6 18 7 36Grad PT 83 282 29 2 20 0 3 -- 291 3 1 16 51% Total 22.4% 77.6% 8.9% 0.4% 6.2% 0.0% 2.0% 73.5% 1.6% 3.4% 4.1% 15.5%
Grad FT 38 149 14 0 17 0 7 -- 109 2 30 8 31Grad PT 84 253 35 0 18 0 3 -- 260 4 0 17 53% Total 23.3% 76.7% 9.4% 0.0% 6.7% 0.0% 1.9% 70.4% 1.1% 5.7% 4.8% 16.0%
Grad FT 44 159 13 0 9 0 4 -- 84 1 49 43 22Grad PT 107 265 36 1 23 0 9 -- 239 3 1 60 60% Total 26.3% 73.7% 8.5% 0.2% 5.6% 0.0% 2.3% 56.2% 0.7% 8.7% 17.9% 14.3%
Grad FT 48 189 17 0 8 0 8 -- 85 4 78 37 25Grad PT 103 299 39 0 24 0 9 261 5 3 61 63% Total 23.6% 76.4% 8.8% 0.0% 5.0% 0.0% 2.7% 54.1% 1.4% 12.7% 15.3% 13.8%
2013 639
2012 575
* URM- Underrepresented Minorities (American Indian, Black/African-American, Hispanic, Pacific Islander) In 2010, according to Federal changes, there are new
categories separating Asian and Pacific Islanders and allowing for 2+ races. Pacific Islanders are now part of the URM category, but 2+ races are not considered URM in
student data.
Source: Institutional Research EFI COL Report Data as of Fall 2013 Census
2007 495
2008 571
2009 593
2011 524
2010 563
Table 11Warner-Student Ethnicity over Time
2001 273
2006 436
TABLE 11 Annual Report on Diversity- May 2014
Office for Faculty Development and Diversity
149 Wallis Hall
www.rochester.edu/diversity
Recommended