Promoting Recruitment, Opportunity, Diversity, Inclusion, and Growth


March 24-25, 2020
Newly appointed 2019-2020 PRODiG faculty are invited to an evening reception with Chancellor Johnson and a full day of professional development workshops on the following day at SUNY Plaza. The program includes a half day of mentoring and cohort-building session with experts in their fields.

PRODiG Pre/Post-Doctoral Fellowship

A new program for advanced standing doctoral candidates (ABDs) and post-docs. Learn more:
Fellowship benefits and how to apply

Governor Cuomo Launches PRODiG Initiative to Increase Faculty Diversity on All SUNY Campuses

Download the full PRODiG Guidelines

Download the one-page PRODiG Brochure

While SUNY has significantly increased the diversity of its student population, and campus leadership at the highest level, we have been less successful in increasing the diversity of our faculty. Our data reveal a pronounced gap between the racial/ethnic diversity of SUNY faculty members (8.6%) as compared to the diversity of the students they instruct (28.5%, Fall 2018). This 3X gap is expected to grow if SUNY campuses do not take steps to overhaul their hiring practices and methodology.

PRODiG ("Promoting Recruitment, Opportunity, Diversity, Inclusion and Growth") aims to increase the representation of historically underrepresented faculty at SUNY including underrepresented minority ("URM") faculty in general, women faculty of all races in STEM fields (“WSTEM”). This is consistent with SUNY’s role in creating pathways to social and economic opportunity for all our students, as well as personal and intellectual fulfilment. Each of these underrepresented groups face persistent barriers to social and economic mobility both as students and after graduation. Increasing the representation of faculty members who understand, and have overcome, race- and gender-based barriers and biases is important to the success and well-being of our students. And where other groups are underrepresented in a field due to the persistence of barriers to social and economic mobility, efforts to address this underrepresentation will receive consideration for PRODiG funding as well.

Moreover, faculty diversity benefits the broader academy. A diverse faculty is critical to academic excellence because as research demonstrates, diverse teams are more innovative, productive, and solve complex problems faster and better.[1] Furthermore, faculty diversity is key to preparing all students to live and work in an increasingly global, diverse and interconnected world by exposing students to a wide array of ideas, experiences, cultures, and individuals.  

Where faculty candidates are underrepresented in certain academic disciplines due to persistent barriers, they will be considered for PRODiG salary support on a case-by-case basis.

For further background on PRODiG, see this PRODiG Memorandum to Presidents.


  • 2019 Guidelines for Campus Plans published February 2019
  • University Faculty Senate PRODiG Workshop (March 1-2, 2019, Binghamton University)
  • Campus proposals due - July 15, 2019
  • PRODiG Funding Announcement — September 2019
  • Implementation of Campus Plans begins no later than September 2019 - May 2020
  • Rolling Approvals of PRODiG hires starting with AY2020
  • 2020 Guidelines for Campus Plans published February 2020
  • Annual PRODiG Report Reapplication for 2020-21 - May 2020


[1] Scott Page, The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies (Princeton University Press, 2008).