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The College at BrockportX
  • Providing online resources for search committee training
  • Supporting a diversity recruiter to improve diversity of candidate pools
  • Utilizing alumni to support recruitments
  • Creating more mentoring and advisement for greater student retention
  • Supporting more frequent career and graduate pathway workshops/events
  • Providing pre- and post-tenure awards for scholarship
  • Developing a doctoral program in Nursing
Buffalo State CollegeX
  • Promoting understanding of search processes/policy
  • Ensuring diverse candidate pools
  • Providing search committee bias training
  • Utilizing search waivers for opportunity hires
  • Requiring candidates to provide a diversity statement relative to teaching
  • Expanding outreach to HBCUs
  • Increasing graduate school information sessions
  • Supporting undergraduate research programs
  • Developing CSTEP program for STEM pipeline
  • Providing year-long orientation & related workshops
  • Encouraging sponsorship Women's Leadership Conference and Leadership Institute
  • Reviving the Diverse Faculty Association
  • Developing mentoring and writing circles for co-authorship
SUNY CortlandX
  • Expanding outlets for faculty postings and off-site recruiting
  • Campus wide adherence to standardized search process
  • Ensuring diversity of candidate pools
  • Publicizing Cortland’s Diverse Faculty Fellows program
  • Holding a SUNY URM Career Fair
  • Conducting a faculty survey on recruitment and onboarding experiences for new hires
  • Expanding recruiting partnerships
  • Increasing mentoring meetings to monthly schedule to build community
  • Efforts to build the Future Professoriate program
Empire State CollegeX
  • Developing pipeline initiatives such as MBA and adult learning programs
  • Creating a Task Force “Achieving Cultural Diversity”
  • Expanding outreach to groups/publications and organizations supporting diverse populations
  • Building a ESC PRODiG Diverse Scholars Initiative
  • Encouraging non-traditional adult students to explore careers in academia
  • Supporting research on URM faculty experience
  • Supporting adjuncts, through “In-Chorus” Pilot
  • Providing professional development for all in the academic community
  • Enrolling graduate students through EOP program
  • Providing more opportunities for ESC grads to explore career and professional school programs.
College of Environmental Science and ForestryX
  • Deploying a self-assessment rubric to report URM and WSTEM recruitment activities
  • Reviewing recruiting and hiring resources
  • Providing implicit bias workshops or courses (hybrid modules)
  • Holding summer programs in experiential learning for high school students on environmental issues
  • Creating new degree options in many fields
  • Holding faculty retreat or other immersive experiences for transformative teaching and learning
  • Providing access to USC Race and Equity Center training modules
  • Supporting CSTEP, EOP, and other .student success initiatives
  • Continuing ESF Science Corps.
SUNY FredoniaX
  • Diversify applicant pools, training search committees, evaluating candidates on commitment to diversity, and institutionalizing support of dual career couples
  • Identify faculty advisors to attend training on searches
  • Proactive recruitment of early-career URM and WSTEM faculty into the Fellows program
  • Robust mentoring for fellows
  • Re-visit the course schedule for STEM students to promote STEM retention
  • Promote Peer-Led Team Learning model
SUNY GeneseoX
  • Reviewing and revising search processes
  • Expanding diversity of candidate pools
  • Meeting 20% goal for hiring of URM faculty by 2021
  • Developing a Diverse Faculty Recruitment/ Relocation Fund
  • Creating a Climate Analysis committee
  • Utilizing a cluster hiring approach for Global Studies
  • Sustaining a welcoming climate
  • Providing support for mentored research and campus pipeline programs
  • Developing a Cultural Competency Certificate for faculty
  • Holding a faculty networking event to encourage research collaboration: "Faculty Connectivus"
  • Supporting year-long faculty orientation
SUNY New PaltzX
  • Engaging the campus community and alumni in diversity and inclusion
  • Forming a Diversity and Inclusion Council
  • Tracking applicants throughout the recruitment process
  • Expanding outreach for candidate searches
  • Adopting more student-centered listening groups to build student engagement
  • Building graduate enrollment and pipeline in Business
  • Engaging professional staff with distinct populations {Veterans, Disabled, LGBTQ+ and #MeToo groups)
  • Utilizing USC Race and Equity Institute training modules and modules from EVERFI
  • Supporting enrollment costs for professional development courses
  • Mentoring readiness plans at departmental
SUNY Old WestburyX
  • Developing a faculty training plan on diversity topics
  • Promoting Long Island's diversity and resources to attract candidates
  • Strengthening faculty governance
  • Supporting social networks for new faculty
  • Utilizing applicant tracking· software system
  • Providing career guidance in dual career situations
  • Discounting campus child care for faculty/staff
  • Tracking STEM student success and graduation rates
  • Expanding adoption •of student success models {EOP)
  • Early mentoring of new faculty as part of welcome
  • Recognizing service contributions in diversity
  • Supporting women for leadership positions
SUNY OneontaX
  • Expanding recruitment of diverse students, staff and faculty
  • Expanding outreach at national recruiting fairs and conferences, such as SREB and NCORE
  • Developing student pipeline to graduate school programs
  • Supporting undergraduate mentorship
  • Supporting professional development and networks for graduate business students
  • Supporting community and climate initiatives, such as "Black List" Day
  • Utilizing Common Read activity to promote engagement and understanding of cultural difference
  • Providing gap salary support for new hires
  • Supporting academic and career plans of workforce
SUNY PlattsburghX
  • Assessing hiring practices and increase diversity of candidate pools
  • Conducting a HERI climate survey to assess factors impacting faculty diversity
  • Providing ongoing diversity and inclusion training
  • Supporting exit surveys for faculty
  • Engaging alumni in campus recruitment and retention
  • Increasing implicit bias training
  • Nurturing talented students to pursue graduate opportunities
  • Providing greater financial support to URM/WSTEM students
  • Supporting membership at NFCDD for faculty mentoring
  • Continuing affiliation with National STEM program
SUNY PotsdamX
  • Determining hiring plans and hiring priorities
  • Providing implicit bias training and USC training from Race and Equity Institute
  • Supporting Inclusive search processes
  • Providing .support for dual career situations
  • Expanding student awareness of pipeline programs
  • Tracking graduate school enrollment
  • Addressing student feedback on climate
  • Expanded partnerships and professional opportunities through career center
  • Developing early college program
  • Reducing mentoring barriers
  • Supporting informal faculty gathering
  • Reinforcing orientation process for new faculty
  • Improving faculty sense of belonging
Purchase CollegeX
  • Providing incentives for faculty such as summer salaries and reduced teaching loads
  • Addressing cost-of-living barriers
  • Developing a faculty in-residence program supporting living learning communities
  • Reviewing and revising the make-up of faculty search committees
  • Expanding outreach to diverse publications and outlets
  • Continuing student cohort models (BRIDGES and Marc Star) programs
  • Sustaining/ increasing community college collaboration and transfer partnerships
  • Implementing new faculty mentoring program
  • Developing a more robust on boarding program
SUNY CantonX
  • Expanding search parameters and underscoring diversity commitment in postings
  • Search Committee and other topical diversity training/workshops
  • Coordination of trailing partner opportunities with SUNY Potsdam
  • Depicting positive view of North Country life
  • Developing new online curriculum (Example: Cybersecurity)
  • Funding more graduate students and/or advanced students
  • Assessing and implementing strategies to retain students
  • Providing support for faculty seeking a terminal degree
  • Coordinating the North Country Universities Diversity Collective for URM faculty
SUNY CobleskillX
  • Improving URM representation in staff and faculty
  • Expanding outreach at hiring fairs
  • Increasing the diversity of candidate pools
  • Analyzing search outcomes
  • Providing bias training
  • Participating in several pipeline building and retention initiatives
  • Developing a student retention Task Force
  • Redesigning student orientation
  • Continuing NCAA diversity program
  • Providing more student scholarships
  • Providing mentoring and online staff and faculty toolkit
  • Developing a diversity-focused post doc program
Farmingdale State CollegeX
  • Shifting recruitment locales to areas with more diverse populations
  • "Cluster" hiring
  • Expanding marketing for URM candidates
  • Providing training on search procedures
  • Adapting or partnering with the Center for Inclusive Education model at Stony Brook
  • Supporting NSF AGEP participants for lecturer and adjunct faculty positions
  • Tracking retention and student completion
  • Supporting new faculty with teaching support, mentorship, etc.
  • Developing LI regional teaching consortium
SUNY Maritime CollegeX
  • Expanding diversity of candidate pools
  • Greater marketing, including job target service with OFCCP
  • Succession planning for replacement positions
  • Supporting immigrant VISA petitions for academic rank faculty
  • Mandatory search training for search committee members
  • Utilizing affinity groups to support recruitment
  • Providing additional academic support services
  • Strengthening career services to guide professional and academic career choices
  • Supporting QAR appointments (onboard ship training) within faculty
  • Providing a formal mentoring initiative for faculty
SUNY MorrisvilleX
  • Establishing a visible presence of URM faculty on campus
  • Utilizing "Cluster" Hiring
  • Increasing the diversity of candidates pools
  • Connecting with regional partners to advertise open positions
  • Supporting numerous pipeline programs (EOP, CSTEP, WSTEM)
  • Supporting Sheila Johnson Student Leadership Program with links to Binghamton U.
  • Holding Professional Development Days
  • Providing mentoring and new faculty/staff orientation
Adirondack Community CollegeX
  • Developing faculty resources as a search process guide
  • Creating more diverse applicant pool
  • Supporting greater recruitment outreach
  • Identifying/enrolling more pre-college students
  • Supporting on-going pipeline initiatives
  • Creating a diversity focused website and professional development resources/programs
  • Additional mentoring for students - particularly those in STEM disciplines
  • Pursuing new partnerships/programs for STEM enrollment
SUNY Broome Community CollegeX
  • Adopting new faculty search and hiring strategies
  • Monitoring candidate applications for diversity
  • Creating greater outreach to doctoral candidates for future faculty appointments
  • Enhancing partnerships with Urban League, Upward Bound and Liberty Partnership Programs
  • Providing search committee training
  • Mentoring for URM faculty
  • Recognition for service in tenure review
  • Improving retention for URM students
Dutchess Community CollegeX
  • Expanding recruitment advertising for targeted populations
  • Providing mandatory online competency training
  • Tracking progress on diversity indicators
  • Reinstatement of EEO committee
  • Support creation of affinity groups, such as LGBTQ
  • Expanding educational access opportunities through E-Tech, Math & Science Matter and Live Your Dream programs
  • Reinstate peer mentoring for students
  • Recognize diversity commitments in tenure review
  • Faculty leading community diversity programs
  • Expanding “Ally” training throughout the campus
Erie Community CollegeX
  • Hiring Plan includes increasing URM workforce diversity by 10% by 2022
  • Marketing to reflect institutional diversity goals
  • Build strong partnerships with community and industry for improved pathways for students and career awareness
  • Conducing a Diversity Academy and provide Race Matters Institute training
  • Support mentoring
Fulton-Montgomery Community CollegeX
  • Improving minority representation in faculty and staff searches and appointments
  • Supporting dual career partnerships
  • Conducting exit interviews
  • Developing a mentoring guide
  • Providing mentoring opportunities for graduate students, faculty and staff
  • Raising profile and awareness campus investments in diversity and inclusion and multicultural events
  • Providing Affirmative Action/Title IX training
  • Planning faculty, staff and student workshops or development sessions re: diversity and inclusion
Genesee Community CollegeX
  • Improving the pool of diverse candidates in job searches
  • Strengthening regional networks and partnerships with other colleges
  • Sustaining a "URM Open Door Initiative," a faculty exchange program
  • Expanding marketing and hiring outreach through national publications
  • Ensuring inclusive language and campus commitment to diversity in job postings
  • Defining the onboarding process
  • Providing mandatory bias training for search committees and professional development days
  • Facilitating mentoring relationships
Herkimer County Community CollegeX
  • Supporting recruitment and retention practices for URM faculty including targeted diversity training ·Including an industry/discipline expert on search committees
  • Expanding outreach to national media outlets and HBCUs
  • Exploring ways to improve Herkimer CC campus climate and campus welcome
  • Working with alumni in central NY region
  • Collaborate with PTECH Academy and BOCES
  • Partnership with Future Professoriate Program at Syracuse
  • Continue seeking grad student interns in STEM
Hudson Valley Community CollegeX
  • Build a supportive and equitable workplace
  • Support for cluster hires
  • Creating inclusive language for diversity in employment advertising
  • Conducting exit interviews
  • Tasking search chair with responsibility to guide the search process and diversity challenges
  • Partnerships with Liberty Partnership program and area high school enrichment programs
  • Mentoring for STEM students through "100 Black Men" organization
Jefferson Community CollegeX
  • Introduce mandatory professional development such as inclusion programming
  • Continue to seek financial support for URM student populations
  • Proactive assessment of workforce diversity goals and practices
Nassau Community CollegeX
  • Ensuring that full Affirmative Action search process is in place
  • Review of Search and Selection Guide by search committee members
  • Circulating employment postings on sites targeting diverse candidates or "protected" classes
  • Collaboration on the status of a search with departmental chairs and affirmative action officer
  • Partnership with Stony Brook to procure URM graduate students as teaching interns/future faculty
  • New mentoring program and new faculty orientation program through human resources
Niagara County Community CollegeX
  • Supporting applicant tracking/new search processes
  • Implementing campus-wide search committee certification process
  • Mandatory online training in cultural competencies
  • Tracking all candidates/interviewing all URM candidate applications and diversifying candidate pools
  • Onboarding program and ”Stay” interviews in 1st year
  • Support URM and Native American enrollment through regional partnerships/campus engagement
  • Recognition and professional development for high performing students
  • Recruiting graduate students from area colleges to staff positions at Niagara
  • Establishing a faculty mentor program
Onondaga Community CollegeX
  • Attracting and retaining a diverse workforce through greater outreach and partnerships
  • Expanding search committee training
  • Promoting cluster hiring and dual career/partner program with nearby colleges
  • Improving campus culture relative to inclusion
  • Utilizing Diversity Council members to serve on each search committee
  • Developing/expanding partnerships with community groups and national organizations to support diversity
  • Developing or restructuring mentoring for students/faculty
  • Providing support for the development of teaching skills
Schenectady County Community CollegeX
  • Expanding partnerships and new outreach to HSls, HBCUs and national organizations candidates
  • Promoting the "Internships for the Development of Minority Faculty" and faculty peer mentoring
  • Developing a diverse candidate database of past candidates to poll for current job opportunities
  • Continuation of Advisor in Residence program, Teacher Education Transfer (TET), Liberty Partnership and other support programs for student success
  • Exit interviews
  • Greater professional development for teaching
  • Creating URM faculty affinity group meetings
Suffolk County Community CollegeX
  • Examination of barriers to diverse hiring
  • Expanding outreach for diverse candidates to HSls, HBCUs other LI partnerships
  • Ensuring diverse representation on search committees
  • Adhering to search process guidelines, attending mandatory search training briefing
  • Developing search committee certification pilot
  • Supporting high school enrollment and robust transfer programs using Guided Pathways process
  • Workforce training and career programs
  • Creating a LI Center for Teaching and Learning
  • Building a more inclusive climate for faculty and a welcoming environment for candidates
Tompkins Cortland Community College X
  • Expanding outreach for diverse candidates to national organizations
  • Evaluating hiring barriers
  • Support for mentoring through Emerging Scholars Program
  • Implicit bias training for all members of search committees
  • Holding “Dialogue Sessions” on academic career possibilities in STEM
  • Collaborating with other campuses for recruitment of diverse talent to support pipeline building efforts
University at AlbanyX
  • Expanding diversity of candidates
  • Monitoring of candidate pool by diversity officer
  • Providing training to search committee members
  • Utilizing "Cluster" hiring strategy
  • Supporting partner/ spousal employment program
  • Focusing on climate and creation of inclusive learning environments and activities
  • Proactive recruitment of WSTEM and URM faculty
  • Continuing Support for pipeline programs
  • Sustaining "Inclusive Excellence Dialogues" for faculty/staff
  • Forming Women's leadership institute and WSTEM affinity groups
  • Supporting campus-wide mentoring programs
Binghamton University X
  • Adherence to faculty hiring process and procedures, including CDO approvals
  • Mandatory search committee training on implicit bias
  • Conducting exit interviews
  • Supporting dual career situations
  • Supporting “Cluster” hiring
  • Improving mentoring in pipeline programs
  • Appointing URM/WSTEM postdoctoral fellows
  • Continuing support for numerous STEM programs
  • Partnering with Broome C.C.
  • Augmenting cascade mentoring program and faculty mentoring campus-wide
  • Funding Presidential Diversity Research Grants
University at Buffalo X
  • Ensuring diversity of candidate pools
  • Creating a committee to research/recommend best practices in faculty searches
  • Providing implicit bias training
  • Expanding the iSEED pipeline to include HBCUS and HSIs
  • Strengthening campus inclusion programs
  • Mentoring for students and graduate scholars
  • Creating a Professional Development Catalyst Series to support graduate students
  • Faculty mentoring and NFCDD membership
  • Strengthening onboarding programs
College of Optometry X
  • Training programs in diversity and inclusion
  • Implicit bias training for those with hiring responsibility
  • Expanded communication on faculty job opportunities (SIGHTLINES publication)
  • Immersive shadowing opportunities for students and other professional development
  • Holding an annual career symposium
  • Expanding Family of Mentors (FMP) Program
  • Exploring a pipeline to residency program in optometry
  • Providing support for clinical research pilots and continuing education programs
  • Providing release time upon approval
  • Convening an annual promotion/tenure event
Downstate Medical University X
  • Creating targeted outreach for URM faculty recruitment
  • Expanding marketing and recruitment efforts
  • Providing search committee and other training
  • Creating interactive communications to publicize diversity programs (website, etc.)
  • Analyzing compensation by job category
  • Utilizing “Cluster” hiring strategy
  • Supporting Early Medical Education (EME) program
  • Partnering with HBCUS and SUNY undergraduate programs
  • Fostering academic success through mentoring, counseling and academic intervention
  • Providing Faculty Career development Day
  • Supporting DIME (Medical Education Program)
SUNY Polytechnic University X
  • Collaborative faculty recruitment efforts
  • Search Committee training and certification
  • More inclusive practices for searches, recruitment and retention - including coaching
  • Extended candidate visits to campus and stipend for second visits
  • Building opportunities for undergraduate research
  • Strengthening pipeline to graduate and doctoral programs
  • Recognition for service commitment to diversity and inclusion for continuing appointment
  • Obtaining URM and WSTEM feedback
Stony Brook UniversityX
  • Support for WISE program - career readiness interventions
  • Broaden AGEP model through Presidential fellows program
  • Develop spousal/partner programs and policy
  • Diversify SB physician workforce
  • Enhancing outreach (HERC, Google Scholar, Academia.edu)
  • Educating departments on retention practices
  • Ensuring diverse applicant pools
  • Providing search chair and committee training on bias
  • Examining the practices of other campuses in recruitment and retention
  • Utilizing faculty for recruitment at conference and professional meetings
  • Developing clear guidelines on racial harassment
  • Organizing campus diversity conference to address structural racism, sexism and other forms of discrimination
  • Supporting NFCDD mentorship membership for PRODiG faculty and for minority grad students
  • Developing administrative capacity for post-doc and faculty recruitment within SUNY and campuses Planning for 2020 Future Faculty Conference
Upstate Medical University X
  • Expanded search process and implicit bias training
  • Ensuring diversity of candidate pools
  • Expanding outreach for recruitment to additional sources/publications
  • Strengthening onboarding training for new appointments
  • Appointing departmental diversity and inclusion advocates
  • Encouraging joint research projects
  • Leveraging alumni networks to attract URM/WSTEM students
  • Expanding high school partnerships and programs
  • Attracting URM graduate students from HSI and HBCU institutions
Campus Plans

SUNY PRODiG logo - Promoting Recruitment, Opportunity, Diversity, Inclusion, and Growth

PRODiG Campus Plans

 

Doctoral Institutions

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University at Albany
University at Buffalo
Binghamton University
SUNY Downstate Medical Center
College of Optometry
SUNY Polytechnic Institute
Stony Brook University
Upstate Medical University

 

Comprehensive Colleges

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College at Brockport
Buffalo State College
SUNY Cortland
Empire State College
College of Environmental Science and Forestry
SUNY Fredonia
SUNY Geneseo
SUNY New Paltz
SUNY Old Westbury
SUNY Oneonta
SUNY Plattsburgh
SUNY Potsdam
Purchase College

Ag/Tech Colleges

SUNY Canton
SUNY Cobleskill
Farmingdale State College
SUNY Maritime College
SUNY Morrisville

 

Community Colleges

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SUNY Adirondack
SUNY Broome Community College
Dutchess Community College
Erie Community College
Fulton-Montgomery Community College
Genesee Community College
Herkimer County Community College
Hudson Valley Community College
Jefferson Community College
Niagara County Community College
Onondaga Community College
Schenectady County Community College
Suffolk County Community College
Tompkins Cortland Community College
 
PRODiG