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首页> 外文期刊>Community College Journal of Research and Practice >Anatomy of a Community College Faculty Diversity Program
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Anatomy of a Community College Faculty Diversity Program

机译：社区学院教职员工多元化计划的剖析

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Diversifying the faculty in community colleges, especially with faculty of color, continues to be problematic as we move through the first decade of the 21st Century. National statistics show that overwhelmingly the faculty continues to be Caucasian, even at a time when more and more students are coming from diverse ethnic backgrounds. This seemingly intractable problem is particularly acute in California, where the majority of community college students are students of color, but not the faculty. A faculty diversity program that has been in existence for 17 years has made important progress in changing the situation in southern California. This comprehensive program recruits, trains, and places interns in 10 community colleges in cooperation with a regional university. The results of the program demonstrate that substantial numbers of faculty of color are being prepared by the program and that they are getting hired in community colleges as adjunct and full-time faculty. Community colleges can be and should be proactive in identifying, developing, and hiring faculty of color. They shouldn't wait for other societal institutions to do the job for them. By working cooperatively with other local colleges, community based organizations that involve communities of color, and nearby universities, they have the opportunity to make significant inroads into diversifying their faculty. This program can and should be replicated in other parts of the country as a way to nurture the next generation of community college faculty leaders.View full textDownload full textRelated var addthis_config = { ui_cobrand: "Taylor & Francis Online", services_compact: "citeulike,netvibes,twitter,technorati,delicious,linkedin,facebook,stumbleupon,digg,google,more", pubid: "ra-4dff56cd6bb1830b" }; Add to shortlist Link Permalink http://dx.doi.org/10.1080/10668920902813477
机译：随着我们进入21世纪的前十年，使社区学院的教师多样化，尤其是与色彩学院的多样化，仍然是一个难题。国家统计数据表明，即使在越来越多来自不同种族背景的学生的时代，该学院的教职员工仍然绝大多数都是白人。这个看似棘手的问题在加利福尼亚尤为严重，那里的大多数社区大学生都是有色人种的学生，而不是教职员工。已经存在了17年的教师多元化计划在改变加利福尼亚南部的局势方面取得了重要进展。该综合计划与一所地区大学合作，在10所社区学院招募，培训和安置实习生。该计划的结果表明，该计划正在准备大量的色彩系，并且他们已在社区大学被聘为兼职和专职系。社区学院可以而且应该积极主动地确定，发展和雇用色彩系。他们不应该等待其他社会机构为他们完成工作。通过与其他本地学院，涉及彩色社区的社区组织和附近的大学合作，他们有机会大力推动教师队伍的多元化。此程序可以并且应该在美国其他地区复制，以培养下一代社区学院的教师领导。查看全文下载全文相关的var addthis_config = {ui_cobrand：“泰勒和弗朗西斯在线”，service_compact：“ citeulike， netvibes，推特，technorati，可口，linkedin，facebook，stumbleupon，digg，google，更多”，发布：“ ra-4dff56cd6bb1830b”};添加到候选列表链接永久链接http://dx.doi.org/10.1080/10668668902902813477

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