Skip to site navigation

Faculty Senate Retreat 2000

Annual Retreat: September 8, 2000 - 12:30-4:00 p.m.

Newcomb Hall Ballroom

Patricia Werhane, Chair of the Faculty Senate, called the meeting to order. Ms. Werhane welcomed everyone, and she recognized the members of the Executive Council and the other Senate standing committees. In addition, she recognized Senators that were serving as representatives on various University committees. Ms. Werhane gave the group a brief overview of the role of the Senate and the role of President Casteen, as President of the Senate.

President John Casteen addressed the group. He reported on the construction and building improvements that are now taking place around Grounds. In addition, Mr. Casteen reported on issues in higher education that directly affect the University, such as affirmative action issues. Mr. Casteen announced that Peter Low, Vice President and Provost, will be leaving that position and returning to the School of Law. A search committee will be formed soon. There are various other searches underway, or soon will be underway, Mr. Casteen reported.

Mr. Casteen spoke highly of Mr. Low's work as Provost, and as a great supporter of the work of the Faculty Senate. Mr. Low received applause from everyone. Ms. Werhane expressed her sorrow that Mr. Low was stepping down as Provost, and she thanked him for all his support of Faculty Senate initiatives over the years.

Ms. Werhane introduced the theme of the Retreat, "Acts of Leadership," in areas of Diversity and Excellence. Three questions pertaining to Acts of Leadership in the areas of Diversity and Excellence were assigned to seven tables for individual table discussions. A spokesperson from each table reported on their discussion. The table assignments were as follows:

Tables 1, 5, & 6: "How can we introduce diversity into the curriculum? How can we make the academic curriculum more responsive to issues in diversity?"

Tables 2 & 4: "How can we hire and retain a more diverse superior faculty?"

Tables 3 & 7: "How can we make the University a more comfortable and stimulating place for a diverse student body?"

After each table had reported on the question discussed at their tables, Ms. Werhane thanked everyone. The Executive Council will review the comments/suggestions and identify the most important initiatives to undertake.

The full Faculty Senate meeting will be on Wednesday, October 18, from 3:00-5:00 p.m. The location is to be announced.

The meeting adjourned at 3:45 p.m.

Submitted by Michael J. Smith, Secretary of the Faculty Senate.

Comments from Individual Table Discussions

"How can we introduce diversity into the curriculum? How can we make the academic curriculum more responsive to issues in diversity?"

Table I

  • First-Year housing should be more randomized to avoid "grouping.
  • Curriculum: revisit the content of non-western requirements.
  • Increase out-of-state student enrollment.
  • Reevaluate the tenure click/gender increases.

Table V

  • What is diversity? · Content of the curriculum.
  • Pedagogy - How to teach a diverse student population effectively and sensitively.
  • Preparation for careers in a culturally diverse world.
  • There is diversity, but students are not always aware of it.
  • Rearrange COD according to theme, topic - not just departments.
  • Encourage team-teaching.
  • Encourage diversity in the curriculum.
  • A place for faculty to come together to think about teaching across curriculum and diversity is needed.
  • Encourage/enhance team teaching.
  • Present courses differently by repackaging.

Table VI

  • Encourage international exchanges.
  • Identify courses. · Context of disciplines (there are great variations in disciplines).
  • Annual assessment.
  • Use diversity in faculty workshops.

"How can we hire and retain a more diverse superior faculty?"

Table II

  • Graduate student recruitment.
  • Undergraduate research fellowships.
  • Faculty recruitment and retention (how to identify potential candidates).
  • Spousal issues that arise when hiring a faculty member. (Search committees should meet with the Office of the Provost and/or OCPP when conducting searches to address such issues as spousal opportunities, social activities, and diversity lines of money.)
  • Faculty should meet in places that are diverse when recruiting.

Table IV

  • Establish a website for spousal employment.
  • Take advantage of loan lines at the University.
  • Make sure the next Provost has commitment and a good track record.
  • Identify outstanding minority undergraduates, finance graduate study elsewhere for those that agree to intern at U.Va.
  • Be careful about language we use to avoid offending.

"How can we make the University a more comfortable and stimulating place for a diverse student body?"

Table III

  • There is a need to identify the populations that may be considered minorities and discover what is currently being done to support these groups.
  • There is a need to contact the student6 populations that may be considered "majority" to discover their attitudes, beliefs, issues regarding diversity.
  • There is a need to locate and assemble current faculty leaders and role models to help us with this agenda.
  • Gain further information and offer support to student efforts including Voices of the Class, Grounds for Discussion
  • Extend the faculty's current support of the USEM project and investigate other opportunities to increase the number of small, seminar courses that may engage students in diversity issues.
  • Gain further information, seek connections, offer support to diversity groups such as: Karen Holt's Diversity Symposium, the Women's Task Force, the Women's Leadership Council, and the Center for African American Studies.
  • Support and encourage the TRC to develop study programs for International faculty and students, especially foreign teaching assistants.

Table VII

  • Stimulate integrative impulses, possibly with brown bag lunches.
  • Seek more student input about issues. · Institutionalize Faculty Senate and faculty connection.