ANNUAL REPORT - Harvard University

[Pages:43]2019

ANNUAL REPORT

Table of Contents

University Data

1

Data by School

2

School Reports

5

Faculty of Arts and Sciences

5

Harvard John A. Paulson School of Engineering and Applied Sciences

8

Harvard Business School

11

Harvard Graduate School of Design

14

Harvard Divinity School

15

Harvard Graduate School of Education

16

Harvard Kennedy School

17

Harvard Law School

20

Harvard Medical School

22

Harvard T.H. Chan School of Public Health

25

Longitudinal Data

30

faculty development & diversity | 2019 annual report

15 Years of Faculty Demographics, 2004 ? 2019

faculty development & diversity | 2019 annual report

60%

50%

50%

9%

11%

40%

6%

5% 5%

4%

30%

6%

7%

60%

13%

6% 5% 7%

12%

8% 4% 10%

20%

10%

26%

26%

25%

26%

60% of tenure-track and 41% of tenured faculty are now women and/or minorities

41%

9%

Asian Men

8%

27%

5%

URM Men

7%

5%

5%

3%

URM Women

2%

4%

3%

Asian Women

4%

1%

3%

1%

2%

1%

20%

21%

White Women

17%

18%

`04

`09

`14

`19

(N=503)

(497)

(417)

(413)

Tenure-Track

`04

(N=868)

`09

(978)

`14

(1047)

Tenured

`19

(1084)

Academic Year Total Faculty

URM = Underrepresented Minority 3

Women and Minority Faculty

By School and Division

Asian Men URM Men

URM Women Asian Women White Women

Faculty of Arts and Sciences

Arts and Humanities

Tenure-Track

Tenured

Engineering

Tenure-Track

Tenured

46%

5% 7% 3% 5%

26%

65%

2% 6% 6% 12%

39%

37%

5% 2% 1%

47%

7%

4% 2% 3%

29%

30%

`04 `19

(N=61) (49)

`04

(128)

`19

(151)

Tenure-Track

Science

Tenured

52%

14%

35%

24%

19%

12%

`04

(N=17)

19%

`19

(21)

36%

18%

16%

1% 4% 11%

12% 5%

`04

`19

(44)

(67)

Social Sciences

Tenure-Track

Tenured

faculty development & diversity | 2019 annual report

47%

58%

10% 3%

22%

16%

3% 6%

17%

29%

`04 `19

(N=36) (31)

36%

20%

8% 2% 1% 10%

`04

(124)

13%

4% 1% 4%

15%

`19

(170)

49%

4% 3% 8%

8%

58%

15%

6% 2% 6%

25%

30%

`04

`19

(N=72)

(53)

30%

3% 6% 2% 1%

18%

45%

3% 11% 7% 2%

22%

`04

(158)

`19

(192)

URM = Underrepresented Minority 1) Ladder faculty counts are as of 9/1/03 and 9/1/18, and may vary from those published by individual Schools due to differences in when data are pulled.

4

Women and Minority Faculty

By School and Division

Asian Men URM Men

URM Women Asian Women White Women

Professional Schools

Business

Tenure-Track

Tenured

Tenure-Track

Design

Tenured

faculty development & diversity | 2019 annual report

61%

48%

15%

11%

8%

7%

3%

2%

9%

6%

21%

26%

`04 `19

(N=94) (74)

47%

30%

10% 3% 1% 15%

22%

4% 3% 1% 17%

`04

`19

(86)

(101)

58%

5% 5% 5%

61%

9% 6% 3%

15%

42%

27%

`04

`19

(N=19) (33)

26%

15%

4% 7%

`04

(27)

41%

3% 9% 3% 6%

19%

`19

(32)

Divinity 100%

TenureTrack

25%

Tenured

25%

56%

56%

25%

25%

54%

15%

37%

4% 6%

31%

35%

Education

Tenure-Track

Tenured

80%

13%

73%

13% 7%

33%

47%

7% 13%

20%

43%

7% 4%

65%

6% 6%

19%

32%

32%

`04 `19

(N=9)

(4)

`04

`19

(16)

(26)

`04

`19

(N=15) (15)

`04

`19

(28)

(31)

2) Ladder faculty with multiple appointments are counted once at the University level and once within each of their Schools. As such, the sum of the School counts will be greater than that of the University.

3) Tenured faculty include the ranks of tenured Professor, tenured Professor in Practice (in the Graduate School of Design), and Professor in Residence.

5

Women and Minority Faculty

By School and Division

Asian Men URM Men

URM Women Asian Women White Women

Professional Schools - Continued

Government

Tenure-Track

Tenured

100%

Tenure-

Track

Law

33%

Tenured

50%

11% 6% 3%

47%

5% 5%

16%

31%

5% 16%

`04 `19

(N=36) (19)

23%

2% 7% 2%

12%

`04

(42)

36%

9% 5% 3% 5%

14%

`19

(58)

Tenure-Track

Medicine

Tenured

50%

10% 10%

30%

17% 50%

`04

`19

(N=10)

(6)

25%

8% 3%

14%

`04

(71)

33%

4% 6% 5% 1%

18%

`19

(84)

Public Health

Tenure-Track

Tenured

faculty development & diversity | 2019 annual report

63%

43%

15% 2% 2% 4%

20%

22%

9% 4% 7%

20%

`04

`19

(N=54) (54)

17%

1% 2% 2%

11%

`04

(90)

29%

4% 2% 1% 2%

19%

`19

(139)

59%

16%

2% 4% 11%

54%

14% 4% 5% 7%

27%

23%

`04

`19

(N=83) (56)

45%

30%

10% 1% 1%

16%

11% 3% 3% 5%

22%

`04 `19

(67)

(91)

4) Tenure-track faculty include the ranks of Convertible Instructor, Assistant Professor, Associate Professor, Assistant Professor in Practice, and Associate Professor in Practice.

5) Clinical and hospital-affiliated faculty in the Medical and Dental Schools are listed in our full annual report at faculty.harvard.edu.

6

School-Based activities

Faculty of Arts and Sciences

Faculty Trends During the 11 years of Dean Michael D. Smith's term as Edgerley Family Dean of the Faculty of Arts and Sciences (FAS), the FAS appointed 364 new ladder (i.e., tenured and tenure-track) faculty, and the ladder faculty grew from 709 to 734. The FAS gained extraordinary scholars and teachers during this time, increasing our intellectual depth and breadth and becoming more interdisciplinary. During Dean Smith's deanship, the percentage of women in the ladder faculty increased from 25% to 31%, and the percentage of minorities increased from 17% to 23%. Figure 1: Ladder-Faculty Counts in the FAS, Fall 2007 to Fall 2018

Figure 1: Ladder-Faculty Counts in the FAS, Fall 2007 to Fall 2018. The ladder-faculty ranks include Convertible Instructor, Assistant Professor, Associate Professor, Professor, Professor in Residence, and University Professor.

5

faculty development & diversity | 2019 annual report

School-Based activities

Faculty of Arts and Sciences

Table 1: External Ladder-Faculty Offers by Gender, AY 2013?14 to AY 2017?18

Offers to women

Offers to men Total

2013?14 29 (50%)

29 58

2014?15 20 (45%)

24 44

2015?16 14 (38%)

23 37

2016?17 20 (50%)

20 40

2017?18 22 (47%)

25 47

Total 105 (46%)

121 226

Table 1: External Ladder-Faculty Offers by Gender, AY 2013?14 to AY 2017?18. The ladder-faculty ranks include Convertible Instructor, Assistant Professor, Associate Professor, Professor in Residence, Professor, and University Professor.

In the last five years, the percentage of offers to women has been almost 50%, with 47% of offers in the last academic year (AY) made to women.

After many years of roughly constant percentages, we also made significant progress in racial and ethnic diversity, with 43% of offers in AY 2017?18 made to minorities and 19% of offers made to Black or African American, Hispanic or Latinx, and Native American candidates.

Our new colleagues are doing exciting research, from exploring the complex relationships between Native and African people in early America to analyzing the drivers of economic inequality and declining intergenerational mobility in America, to studying the genetic bases for cellular reprogramming that make limb regeneration possible in certain animals, though not yet in humans.

This coming year, we are asking departments and SEAS areas to continue to follow best practices in faculty searches, as outlined in such documents as the FAS Appointment and Promotion Handbook and "Recommendations for Ensuring the Integrity of Faculty Searches." In addition, Mahzarin Banaji, the Richard Clarke Cabot Professor of Social Ethics and FAS Senior Advisor on Faculty Development, will continue to work with departments, areas, and individual faculty. If we search as widely as possible and make every effort to build broad candidate

pools, we will increase our chances of finding the most gifted scholars and teachers.

Dean Smith's tenure was also characterized by the sustained development of an effective tenure track. Over several years, FAS policies and procedures to support a working tenure track were developed, implemented, and refined on an annual basis. As this system took hold within the departments and SEAS areas, the FAS began, and continues, to see positive results. Of the faculty who started as Assistant Professors between AY 2008 and 2013, 50% achieved tenure. As a comparison, 38% of the Assistant Professors hired in the 10 years prior to AY 2008 achieved tenure. In the last academic year, of the 14 faculty (eight men and six women) who completed tenure reviews, 11 were promoted (five men and six women).

With the tenure track working well and yielding results, the FAS has been focusing on faculty mentoring and professional development, which FAS Dean Claudine Gay has identified as a continuing priority for AY 2018?19. Departments and areas invest a tremendous amount of time and effort in bringing outstanding faculty to the FAS. Supporting these new colleagues' professional development, work-life balance, and sense of inclusion and belonging is essential to retaining these faculty and enabling them to do their best work. We ask senior colleagues to continue to mentor their tenure-track colleagues and help them

faculty development & diversity | 2019 annual report

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