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
6
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