The committee endeavors to make itself available in any way it can to achieve the university's goal of recruiting and retaining minority faculty. According to the Collective Bargaining Agreement, the role of the Minority Recruitment and Retention Committee is to assist search committees in their recruitment of minorities and other protected groups, as well as support departments in the retention of said individuals. See (Art. 3.4.1; 3.4.2; 3.44; 12.10.3) Collective Bargaining Agreement section on MRRC.
MRRC Committee Members
Brandon Hutchinson, English
Gladys Labas, Educational Leadership and Policy Studies, Co-chair
Sobeira Latorre, World Languages & Literatures
Tricia Lin, Women's and Gender Studies
Doris Marino, School Health and Education, Co-chair
Sousan Arafeh, Education Leadership and Policy Studies
Gary Winfield, AAUP
Paula Rice, Diversity and Equity Programs
SCSU Resources for Minority Recruitment and Retention
The Minority Recruitment & Retention Committee invites proposals that will provide direct support in the recruitment and retention of minority faculty in accordance with Article 3.4 of the Collective Bargaining Agreement between the Connecticut State University AAUP and the Board of Trustees for Connecticut State University.
Read through the Request for Proposals and Application.
"Minority" includes the following:
- American Indian or Alaska Native. A person having origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affiliation or community attachment.
- Asian. A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.
- Black or African American. A person having origins in any of the black racial groups of Africa.
- Hispanic or Latino. A person of Cuban, Mexican, Puerto Rican, Cuban, South or Central American, or other Spanish culture or origin, regardless of race.
- Native Hawaiian or Other Pacific Islander. A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
Funding is available and awards range from $500 to $2,000 per academic year for selected proposals.
Criteria and Restrictions
The criterion for evaluating MRRC proposals is the potential of the proposed project to enhance the recruitment and retention of minority faculty via one of three targeted categories: Professional Enhancement, Mentoring, or Research.
I. Professional Enhancement:
Proposals in this category should be directly related to:
Enhancing professional growth and development of a non-tenured minority faculty member. This could include, but is not limited to, attending programs, workshops, and seminars to enhance teaching and research, as well as present papers at conferences.Enhancing professional growth and development of any faculty member (minority or nonminority, tenured or non-tenured) that would lead to assisting in the recruitment or retention of minority faculty. This could include, but is not limited to, a faculty member attending workshops, seminars, conferences, or bringing in speakers or hosting seminars designed to improve recruitment or retention of minority faculty. Enhancing professional growth and development through fostering a campus-wide climate of critical thought and discussion on minority-related issues. This could include, but is not limited to, bringing in speakers, hosting panel discussions, workshops, and seminars on the importance of diversity; consultants to assist in minority recruitment or retention; workshops and other projects focusing on minority-related issues; workshops presented by faculty to enhance skills of colleagues in recruiting and retaining minority faculty.
Proposals in this category should include requests to become a mentor, receive a mentor or develop a mentor program geared toward the mentoring of non-tenured minority faculty by tenured faculty in areas of teaching and research.
Proposals in this category should include the development of a research agenda by non-tenured minority faculty members. This could include, but is not limited to, field or laboratory research, writing/publishing articles, books, book chapters, and the presentation of scholarly papers.
The Minority Recruitment & Retention Committee has a limited amount of funds available to assist with moving expenses of new minority faculty in its role of providing direct support in the recruitment and retention of minority faculty in accordance with Article 3.4 of the Collective bargaining Agreement between the Connecticut State University AAUP and the Board of trustees for Connecticut State University. "Minority" is defined as historically African Americans (blacks), Hispanics/Latinos, Asian/Pacific Islanders, Alaskan/Aleutians. See the application for more details.
MRRC Application for Moving Expense Reimbursement
External Resources for Minority Faculty
Associations & Organizations
American Association for Affirmative Action
American Association of Blacks in Higher Education (AABHE)
American Association of Hispanics in Higher Education (AAHE)
American Association of University Professors (AAUP)
American Council on Education (ACE)
American Indian Higher Education Consortium
Association for the Study of Higher Education (ASHE)
Association of American Universities
Connecticut Association of Latinos in Higher Education (CALAHE)
Hispanic Association of Colleges & Universities (HACU)
National Association of Colleges and Employers (NACE)
Tribal, Native Studies, Programs, and Indian Education
State of Connecticut Resources
Affirmative Action Regulations Sections 46a-68-31 through 74 inclusive
Connecticut Department of Labor