Hammond 2017-2018 Gender, Race, & Ethnicity

October 2017 – September 2018 | Hammond Campus

Office of Chancellor

November 2017

Purdue University Northwest (PNW) recognizes the value of a diverse faculty and staff. As an active step in promoting diversity campus-wide through affirmative action and equal employment opportunity, we are disseminating Purdue University Northwest’s Affirmative Action Plan for the Hammond location. The plan describes the policies and procedures that members of Purdue Northwest’s faculty and staff will follow in meeting legal and ethical affirmative action responsibilities. While Vice Chancellors, Deans, Directors, and Department Chairs are responsible for the personnel practices of their units, all Purdue Northwest employees are expected to be aware of the University’s commitment to affirmative action, and promote it in appropriate circumstances. Purdue University Northwest is committed to inclusivity, which recognizes and treasures the inherent worth and dignity of every person. Purdue University Northwest is committed to fostering tolerance, sensitivity, understanding, and mutual respect among its members; and is equally committed to encouraging each of its members to reach their potential. Each of us has a stake in helping make Purdue Northwest a positive example of diversity to our students and to the larger community of which we are a part. The plan is available through the website of the Office of Equity and Diversity, and is also available in hard copy in Lawshe Hall, Room 231.

Sincerely,

Thomas L. Keon signature
Thomas L. Keon
Chancellor

Linda B. Knox signature
Linda Knox
Director, Office of Equity and Diversity
219-989-3169
219-989-4187 (fax)
lbknox@pnw.edu

Statement of Purpose

  1. Description of the University

    Purdue University Northwest is a newly established University with the successful unification of Purdue University Hammond and Purdue University Westville. Purdue University Northwest is part of a multi-site university system which includes the West Lafayette campus as well as the regional campus of Fort Wayne. These campuses operate under the direction of a single Board of Trustees. The Chancellor of Purdue University Northwest reports directly to the President of Purdue University. Founded in July 2016, Purdue University Northwest is one campus with two locations- Hammond and Westville. The Hammond campus is located in the northwest corner of Indiana, approximately 30 minutes from Chicago, Illinois and approximately 100 miles north of Purdue’s main campus in West Lafayette, Indiana. The Westville campus is located near the cities of LaPorte, Michigan City, and Valparaiso. It is 65 miles east of Chicago and 85 miles north of the main campus. Purdue University Northwest is the fifth largest public university in Indiana with more than 10,500 students. There are approximately 7000 on the Hammond campus and 5000 on the Westville campus. Purdue University Northwest offers more than 70 degree programs between the two campuses at the baccalaureate, master’s and doctoral levels. At the Westville campus, for the 2017 fall semester, the total student enrollment is 4,441 of which 2,725 are female and 1,716 male. Enrollment data reflects a diverse student population which includes: 256 Black or African American, 78 Asian, 13 American Indian or Alaskan Native, 588 Hispanic or Latino, and 2 Native Hawaiian or Other Pacific Islander, 114 two or more races, and 7 International. At the Hammond campus, for the 2017 fall semester, the total student enrollment is 7,630 of which 4,198 are female and 3,432 male. Enrollment data reflects a diverse student population which includes: 851 Black or African American, 204 Asian, 13 American Indian or Alaskan Native, 1,459 Hispanic or Latino, and 8 Native Hawaiian or Other Pacific Islander, 183 two or more races, and 685 International.

  2. Purpose and Applicability of the Affirmative Action Plan

    1. Purpose:

      Because the University is the recipient of federal contracts, it is required by federal law to develop a written affirmative action program. Federal guidelines define an affirmative action program as “a set of specific and result-oriented procedures to which the contractor commits [itself] to apply every goodfaith effort…to achieve prompt and full utilization of minorities and women, at all levels and all segments of [its] workforce where deficiencies exist.” (41 CFR 60-2.10). This process requires an analysis of the present quantity and quality of employment of women and minorities within the University to see if there are areas where the number of incumbent women and minorities is less when compared to the number of possible women and minority employment candidates in the recruitment area. If it is found that the number of women and minority candidates employed at the University, is less than the expected availability in the relevant labor market, the University must use its best efforts, in good-faith, to develop and implement procedures that are designed to increase the number of qualified women and minority candidates in the applicant pool, which will lead to the establishment of placement goals for women and minorities in areas where they are needed. A complete affirmative action program also includes mechanisms that enable the University to continually monitor and evaluate its employment practices to ensure that they are free of bias and discrimination based on race, religion, color, sex, age, national origin or ancestry, genetic information, marital status, parental status, sexual orientation, gender identity and expression, disability, or status as a veteran. The purpose of the Affirmative Action Plan is to reaffirm the University’s continuing commitment to the principles of equal employment opportunity; to increase effectiveness by setting forth current and future action being taken by the University concerning employment opportunities; and to provide for implementation, self-policing, and monitoring through a comprehensive affirmative action program. This Affirmative Action Plan is developed in accordance This Affirmative Action Plan is developed in accordance with the requirements of Executive Order 11246 (as amended), and the implementation guidelines published by the Office of Federal Contract Compliance (OFCCP) in 41 CFR 60-2. The plan is also adopted and implemented in good-faith, in conformity with, and in reliance upon, the language of the Equal Employment Opportunity Commission Affirmative Action Guidelines (29 CFR 1608.5).

    2. Access to the Plan:

      Purdue Northwest prepares and renews this plan annually. Purdue’s West Lafayette campus provides data from which workforce utilization reports are drawn. This plan is available online, in the campus library, as well as in the Office of Equity, Diversity, and Inclusion, Room 231, Lawshe Hall. Additionally, the plan is distributed to the Chancellor, Provost, Vice- Chancellors, and College Deans. Questions regarding this plan should be directed to the Office of Equity, Diversity, and Inclusion at 219-989-2337.

    3. Applicability

      Each regional campus of Purdue University develops and maintains its own affirmative action program with support from West Lafayette’s Office of Institutional Equity. This plan applies to all organizational units managed by or affiliated with the Hammond campus of Purdue University Northwest and reflects the plan adopted by the Purdue system.

    4. Exclusion of Students:

      Federal regulations do not mandate affirmative action for students; thus, they are excluded from this plan.

  3. Definitions:

    Discrimination, within the context used in this Affirmative Action Plan, refers to the process of illegally differentiating between people on the basis of group membership, rather than individual merit. Systemic discrimination may occur when unequal treatment results from “neutral” institutional practices that continue the effect of past discrimination. Individual discrimination may result when a person is subjected to unequal treatment on the basis of race, color, sex, disability, age, veteran status, religion, national origin, ancestry, genetic information, marital status, parental status, sexual orientation, or gender identity and expression. The concept of equal employment opportunity proclaims the right of each person to apply and be evaluated for employment opportunities without regard to race, color, sex, disability, age, veteran status, religion, national origin, ancestry, genetic information, marital status, parental status, sexual orientation, or gender identity and expression. It guarantees everyone the right to be considered solely on the basis of their ability to perform the duties of the job in question, with or without reasonable accommodations. The principle of affirmative action requires that aggressive efforts be utilized to employ and advance women and minorities in areas where they are employed in fewer numbers than is consistent with their availability in the relevant labor market. The University’s objective is to employ and promote the best person for the job.

  4. Equal Employment Opportunity Objectives:

    Purdue University Northwest’s affirmative action plan is a management tool designed to help the University ensure equal employment opportunity for all persons. Purdue Northwest adopts the premise that, with effective implementation of affirmative action policies, over time the demographics of the Purdue Northwest workforce will reflect the gender, racial and ethnic profiles of the available workforce in the relevant labor market. This plan incorporates a descriptive component through which Purdue Northwest’s employment data is presented and compared to data reflecting the relevant workforce population. Prescriptive components are presented in findings and recommendation sections found throughout the plan. In support of these considerations, specific objectives of Purdue University Northwest’s affirmative action plan include:

    1. Recruiting, hiring, training, and promoting persons in all job classifications without regard to race, color, religion, national origin, genetic information, ancestry, marital status, parental status, gender identity or expression, sexual orientation, veteran’s status, physical or mental disability, age, or sex, except where age, sex or national origin is a bona fide occupational qualification.
    2. Making decisions within all stages of the employment process that will further the principles of equal employment opportunity.
    3. Ensuring that criteria for all personnel actions, including recruitment, hiring, promotion, granting of tenure, compensation, employee benefits, company sponsored training, selection for training, tuition assistance, recreation programs, transfer, demotion, layoff, return from layoff, discipline, termination, and all other terms, conditions and privileges of employment, are job-related and realistic.
    4. Applying vigorously the principles of affirmative action to correct problems if they arise and ensure equal opportunity in areas where underutilizations of women or minorities are found.
  5. Legal Basis:

    This affirmative action plan has been developed in accordance with the requirements of Executive Order 11246 (as amended), and the implementation guidelines published by the Office of Federal Contract Compliance Programs (OFCCP) in 41 CFR 60-2. The plan is also adopted and implemented in good faith, in conformity with, and in reliance upon, the language of the Equal Employment Opportunity Commission Affirmative Action Guidelines (29 CFR 1608.5). Pursuant to 41 CFR 60-2.16, whenever the term “goal” is used, it is expressly intended that it should not be used to discriminate against any applicant or employee because of race, color, religion, sex, veteran status or national origin. Quotas are expressly forbidden and all goals are voluntarily adopted in a good faith effort to support affirmative action efforts.

Reaffirmation of Policy

At its meeting on January 21, 1970, the Board of Trustees reaffirmed and reinforced Purdue University’s general policy of equal opportunity by approving a statement of policy and responsibility. Since that time, the statement has been amended. It currently reads: “Purdue University is committed to maintaining an inclusive community that recognizes and values the inherent worth and dignity of every person; fosters tolerance, sensitivity, understanding and mutual respect among its members; and encourages each individual to strive to reach his or her own potential. In pursuit of its goal of academic excellence, Purdue University seeks to develop and nurture its diversity. The University believes that diversity among its many members strengthens the institution, stimulates creativity, promotes the exchange of ideas and enriches campus life. Acts of discrimination against any individual or group are wrong because they foster intolerance, incivility and intimidation. Purdue University does not condone and will not tolerate discrimination, harassment or intimidation of any individual in the University community for any reason. The University, through its actions, seeks to assure all its members of their right to protection from the harmful effects of discrimination. To meet its commitment under federal and state laws, Purdue University also promulgates policies and programs to ensure that all persons have equal access to its educational programs, employment opportunities, facilities, and all other University activities without regard to race, religion, sex, color, gender identity and expression, genetic information, national origin, ancestry, marital status, parental status, sexual orientation, disability, veteran status, or age. Additionally, Purdue University promotes the full realization of equal employment opportunity through its affirmative action program. The President of Purdue University is charged with overall responsibility for nondiscrimination and equal opportunity.” In furtherance of the University’s equal employment opportunity and affirmative action obligations, the President of the University has implemented the preceding policy through a number of actions, including issuance of Purdue University’s Nondiscrimination Policy Statement and the issuance of the University policy, Equal Opportunity, Equal Access and Affirmative Action, most recently revised August 1, 2017. These policies can be accessed through the Office of Equity, Diversity, & Inclusion website.

Internal and External Dissemination

The University disseminates its Equal Opportunity, Equal Access and Affirmative Action policy both internally and externally utilizing the following procedures:

  1. Internal Dissemination [41 CFR 60-2.17(d)]

    1. Published Documents and Postings

      The policy is included in the Faculty and Staff Handbook, Purdue Today and other employee newsletters, the University Policies’ Website;4 the Academic Procedures Manual; the Fostering Respect, Creating Community booklet, and the Office of Equity, Diversity, & Inclusion website. Equal employment opportunity posters and other required notices are displayed in locations where resumes are received, where employment interviews are routinely conducted, and on public bulletin boards in campus buildings.

    2. Programs and Presentations

      Orientation programs for new faculty (full and part-time) and staff orientation programs provide an overview of the content of the Fostering Respect, Creating Community booklet. Training workshops for current employees and search committee meetings are frequently conducted by the Human Resources Department and/or Office of Equity, Diversity, & Inclusion, during which the policy is discussed, and responsibilities and procedures are explained. The Chancellor and senior staff emphasize this policy in meetings with directors, department heads, faculty and staff, and advisory groups including search committees. Meetings with the Vice Chancellors and staff from the Human Resources Department periodically include discussion of Affirmative Action and Equal Employment Opportunity to ensure that all staff are aware of their responsibilities, and to determine if Affirmative Action and Equal Employment Opportunity progress is being made. The Director of the Office of Equity, Diversity, & Inclusion meets with faculty search committees and Human Resources meets with administrative staff search committees to ensure committee members understand Affirmative Action and Equal Employment Opportunity procedures and guidelines. In addition, all requests to fill new and existing positions must be authorized via the Approval to Post Form. Once approval to create the position is authorized, the Office of Equity, Diversity, & Inclusion or the Human Resources Department ascertains whether there is an underutilization and advises the search chair accordingly. This Affirmative Action Plan is distributed annually to Purdue Northwest administrators.

  2. External Dissemination

    1. Advertisements and Notices

      Each advertisement of a vacant position placed by the University must state in clear distinguishable type: “Purdue University is an EEO/AA employer fully committed to achieving a diverse workforce. All individuals, including minorities, women, individuals with disabilities, and protected veterans are encouraged to apply.” Applicants are informed of the Affirmative Action and Equal Employment Opportunity policy through posters displayed in the proximity of the Human Resources Department, campus buildings, and in materials included in the employment application packet. All new employees receive a soft-bound copy of Fostering Respect, Creating Community, articulating Purdue University’s commitment to affirmative action, setting forth Purdue University’s affirmative action policy, and outlining procedures for filing formal and informal complaints relating to discrimination or harassment. The booklet also includes the University’s Non-Discrimination Policy Statement, Anti-Harassment Policy, and Policy on Amorous Relationships. New employees are also provided the University’s Sexual Assault pamphlet, which provides definitions of sexual assault, information on how to respond to incidents of sexual assault and a list of sexual assault resources at the University and in the neighboring community. The Purchasing Department sends written notification of the Equal Opportunity, Equal Access and Affirmative Action policy, including the equal opportunity clause to all sub-contractors, vendors, and suppliers doing business with Purdue Northwest. The statement is as follows: NONDISCRIMINATION: The Seller, or its subcontractor(s), if any, shall not discriminate against any qualified employee or applicant for employment in the performance of this Agreement, with respect to hire, tenure, terms, conditions, or privileges of employment, or any matter directly or indirectly related to employment because of race, religion, color, sex, age, national origin or ancestry, disability or status as a disabled or Vietnam era veteran or any other basis prohibited by applicable law. The Seller, or its subcontractor(s), if any, agrees to comply with all the provisions contained in the Executive Orders No. 11246 and No. 11375, the Equal Employment Opportunity Clause requirements as set forth at 41 CFR 60 –1.4, 41 CFR 60- 250.22 and 41 CFR 60-741.5(a), which are hereby incorporated by reference and made a part hereof, and the nondiscrimination mandates of the Indiana Civil Rights Law as presently codified at Ind. Code § 22 – 9 – 1 – 1 et seq. As used therein the word “contractor” shall be deemed to mean “Seller,” and the word “contract” shall refer to this Agreement. In addition, the seller shall cause the Equal Employment Opportunity Clauses referenced above to be included in their subcontracts or purchase orders hereunder unless exempted by rules, regulations and orders of the Secretary of Labor issued pursuant to Section 204 of the Executive Orders No. 11246 and No. 11375 as amended. The Facilities Services Department includes the University policy and equal opportunity clause in the general conditions of all contracts to be let for bid.

    2. Other Methods

      Copies of the Affirmative Action Plan are available at the Office of Equity, Diversity, & Inclusion located in Lawshe Hall, Room 231. Copies of the plan are distributed to all senior leaders and managers of the departments, which include the Chancellor, Vice Chancellors, and College Deans. Additionally, the library has a copy of the plan, which is available upon request to all faculty, staff, students and community members. Attention is given during preparation of handbooks, brochures, websites, and other publications to include information and pictures reflecting the participation of women. minorities, veterans and people with disabilities in a wide range of campus activities. The Office of Institutional Advancement, Marketing and Communication shares this responsibility. Purdue University Northwest’s Equal Opportunity, Equal Access and Affirmative Action policy and its Affirmative Action Plans can also be found on the Office of Equity, Diversity, & Inclusion website.

Implementation and Responsibility

Ultimate responsibility for compliance with applicable nondiscrimination and affirmative action laws and policies rests with the Board of Trustees. Dr. Thomas L. Keon, Chancellor of Purdue University Northwest, assumes responsibility, under the President of Purdue University, for the successful implementation of this policy, and delegates the following authority: There is a designated Office of Equity, Diversity, & Inclusion on the Hammond and Westville campus. The Office provides day-to-day responsibility, and general oversight and leadership for the University’s overall compliance efforts for all members of the University community, including compliance with Title VI, Title VII, Title IX, Section 503, Section 504, the Americans with Disabilities Act, Age Discrimination regulations, Executive Order 11246, and state civil rights statutes.

Utilization Analyses

  1. Job Classifications

    Purdue Northwest’s job classifications are determined through the Human Resources Department. A description of that determination is included below.

      1. EEO-6 Categories

    For the purpose of conducting meaningful workforce analyses, the Purdue University Northwest staff is first grouped by occupational duties into segments having broad similarities. These macro-groupings, called EEO-6 categories, are defined in the “Higher Education Staff Information (EEO-6) Report for Public/Private Institutions of Higher Education” issued by the Equal Employment Opportunity Commission. The categories and their corresponding 2-digit identification codes used by Purdue University Northwest are:

      1. Ladder Rank Faculty (Tenure)
      2. Non-Ladder Rank Instructional (Non-tenure)7
      3. Student Assistants8
      4. Executive, Administrative, Managerial
      5. Professional
      6. Secretarial and Clerical
      7. Technical and Paraprofessional
      8. Skilled Crafts
      9. Service and Maintenance
    1. Job Groups (POCs)

      Within each major category, staff is subdivided into job groups, breaking them into segments with greater similarities, based on the criteria outlined in 41 CFR 60-2.12(b) and five additional criteria:

      1. Jobs within a group have similar content, promotional opportunities, and wage rates or salary patterns.
      2. Jobs within a group exhibit similar patterns for utilizing males, females, and minorities.
      3. Job groups take into consideration the reporting structure of the organization.
      4. Each job group contains a number of employees sufficient for valid statistical analyses.

      Job group definitions are developed by Human Resources Department. Approximately 145 individual job titles in the University’s salary administration system are assigned to 18 job groups. Each job group is assigned a three-digit classification code, referred to as the “POC” or Purdue Occupational Code. Purdue University continues the project of reviewing and updating its POC system in order to make changes and adjustments in order to properly manage the University’s current workforce.

  2. Determination of Availability

    In accordance with Department of Labor guidelines, the following factors are considered in developing an estimate of the availability of women and minorities for each job group:

    1. The percentage of minorities and women in the population of the labor area surrounding the facility and among those seeking employment in the labor area or recruitment area.
    2. The percentage of minorities and women among the unemployed in the labor area surrounding the facility.
    3. The percentage of minorities and women in the total workforce in the immediate labor area or recruitment area.
    4. The percentage of minorities and women among those having requisite skills in the immediate labor area or recruitment area.
    5. The percentage of minorities and women among those having requisite skills within a reasonable recruitment area.
    6. The percentage of minorities and women among those promotable, or transferable from within the facility.
    7. The percentage of minorities and women at institutions providing education in requisite skills.
    8. The percentage of minorities and women among those at the facility whom the University can train in requisite skills.

    Availability estimates are determined in the following manner: data is sought from reliable published sources on the race, ethnicity, and sex composition of the potential pool relevant to the job group in question. For example, sources for the data used to calculate the availability estimates may include: counts of doctorate degrees by field (faculty); counts of master’s and bachelor’s degrees in relevant fields (administrative and professional); union members and technical school graduates (skilled crafts); and census data and local employment counts (technical, clerical, and service). The raw data by race, ethnicity, and sex is then weighted according to the best estimates of the proportions of hires made from each pool, so that the sum of factor weights (expressed as a percentage) is 100 percent. An estimation of the proportion is drawn from each pool using input from all units having substantial numbers of staff in the job group. Then, computer files are built containing basic information on raw percentages and the weighting factors. A computer program is used to calculate weighted estimates for each job group, incorporating the required factors. In the determination of weights, the relevance and applicability of the data obtainable for each pool are important considerations. Specifically, if the source combines several disciplines, because of the small total numbers involved in each, and the proportions of each protected class in the different disciplines are widely spread, the reliability of the source to reflect the true composition of the pool is in question. In such cases, the weighing of that pool would be lowered and the weighing of a more accurate pool would be increased, until better data becomes available. Once they are computed, the availability estimates give participation standards against which to measure proportions of females and minorities in each job group in the University’s workforce.

  3. Utilization Analysis

    1. Declaring Underutilization

      Once availability has been determined, the utilization analysis is a simple yes or no query. Each job group’s minority and female availability percentage is compared to the percentage of minority and female incumbents in that job group. If the percentage of incumbents is equal to or greater than the relevant availability percentage, then that job group is at “parity” with availability, and no underutilization is present. If the percentage of female or minority incumbents falls below the relevant availability percentage, the job group is “underutilized” and placement goals are set equal to the number of additional incumbents needed to eliminate the underutilization.

    2. The “Whole Person” Rule

      In every job group where an underutilization is found, placement goals are set for the entire campus and for each major organizational unit. A placement goal is defined as the University-established target, which the University makes a good-faith effort to achieve. Separate annual placement goals are set for minorities and women. A job group is considered underutilized, and a placement goal is set, according to the “whole person” rule, that is, where the underutilization for women, or for minorities, respectively, rounds to at least one person.

      1. Placement goals for Ladder Rank Faculty (Tenure) For ladder rank faculty, the utilization analysis will determine whether minorities and/or women are underutilized in the various academic departments.
      2. Placement goals for Non-Ladder Rank Instructional Faculty (Non-tenure) Non-ladder rank faculty hold positions of a limited duration. Pursuant to OFCCP guidelines, setting placement goals for temporary employees is not required. Accordingly, no placement goals are set for non-ladder rank faculty.
      3. Placement goals for Non-Faculty Areas Placement goals are established for all regular non-faculty job groups campus-wide and in each unit where there is underutilization of minorities and/or women. Each unit should be aware of unit and campus placement goals and consider them in their hiring efforts.
    3. Placement Goals

      Pursuant to 41 CFR 60-2.16, whenever the term “placement goal” is used, it is expressly intended that it should not be used to discriminate against any applicant or employee because of race, color, religion, sex, national origin, or ancestry. All placement goals are voluntarily adopted in a good-faith effort to support affirmative action efforts. Where placement goal commitments exceed the percentage estimates of availability, the University acknowledges that these are not required by OFCCP or by order of any court. Affirmative action placement goal setting at the University is done on a three-year cycle. This cycle grants each unit a longer horizon in which to develop and carry out their objectives. Each organizational unit must adopt one or more specific, realistic commitments to be accomplished during the three-year period. Commitments include both percentage placement goals for any job groups that are significantly underutilized and programmatic goals. Other problem areas should also be targeted for commitment and action on behalf of women, minorities, veterans, and persons with disabilities. Tables which summarize campus-wide placement goals for the current Affirmative Action Plan year can be found in this plan. The tables also display the percentage of women and/or minorities required to achieve full utilization.

  4. Dissemination of Placement Goals to Units

    Following the generation of the utilization analysis programs, the Office of Equity, Diversity, & Inclusion meets with each Dean and Vice Chancellor to discuss the results of the previous year and new placement goals. The responsibility for disseminating this information to Department and Unit Heads and to hiring supervisors rests with the respective Deans and Vice Chancellors.

  5. Corporate Selection Decisions

    OFCCP Order No. 830a1 (June 14, 1988) requires that affirmative action analysis and efforts will be focused where the authority and responsibility for filling positions is located. This means that high level executive and managerial titles are to be pooled together regardless of locality for review in this document. The University is a multi-site university system, which includes the regional campuses of Fort Wayne, Hammond, and Westville. While these campuses function with a degree of autonomy, as granted by the Board of Trustees, hiring decisions for certain high level positions are made from the President’s, or Executive Vice President and Treasurer’s offices in West Lafayette. When the position of Chancellor is vacant, the Faculty Senate of the respective campus elects a committee to aid the President in filling the vacancy. Typically, this committee assists in the recruitment of candidates, is involved in the interviewing process, and ultimately makes a recommendation to the President with regard to their ranking of the candidates for final approval. The appointment of the Chief Business Officer of each regional campus is a shared hiring decision. Each of the Chief Business Officers, who hold the title of Vice Chancellor, has a joint appointment with, and reports directly to, the Chancellor of the respective campus and the Executive Vice President and Treasurer located at the West Lafayette Campus. Recruitment, interviewing, and selection activities are mutually coordinated between the campuses. The affirmative action analysis of recruitment efforts for these positions is addressed at the West Lafayette campus. The availability statistics are derived from data based on the number of people in executive positions nationwide and the number of people at the University who are eligible for promotion to this level. The following table displays demographic information regarding positions that report directly to the Chancellor. It is based on the data as of September 30, 2017.

Utilization Statistics

Executives Reporting Directly to the Chancellor of Purdue University Northwest

EXECUTIVE TYPE MEN WOMEN MINORITIES TOTAL
Vice Chancellor of Enrollment Management and Student Affairs 0 1 1 1
Vice Chancellor of Academic Affairs and Provost 1 0 0 1
Vice Chancellor of Institutional Advancement 0 1 1 1
Vice Chancellor of Finance and Administration 1 0 0 1
Vice Chancellor of Information Services 1 0 0 1
Executive Director, Office of Equity, Diversity, & Inclusion 0 1 1 1
Athletic Director 1 0 0 1
Total 4 3 3 7
Current Utilization 57% 43% 43%

Identification of Problem Areas and Recommendations

In order to identify problem areas, an in-depth analysis of several reports and processes is customarily made, paying particular attention to the patterns revealed by the distribution of minorities and women in various job groups. This section lists the analytical steps used to identify potential problem areas within the faculty job group, the executive, administrative, and managerial job group, and non-faculty and non-administrative job groups, and briefly summarizes some of the findings and recommendations being made.

    1. Workforce Array and Workforce Analysis

      The workforce array provides an overview of areas where women and minorities are and are not employed. This listing is mandated by OFCCP, and displays all job titles in each department ranked from lowest to highest paid within each EEO-6 category. Each job title line gives the salary range, the total number of incumbents, and the total number of male and female incumbents for each racial group. The workforce analysis is based on workforce data from the period October 1, 2016, through September 30, 2017, as displayed in a “snapshot file” prepared in October 2017.10 This analysis is reviewed for potential problem areas, such as underrepresentation of minorities and women. Pay differences, concentrations, and focus job titles may also be determined from the workforce array. The following charts provide a view of the overall workforce at Purdue University Northwest as of September 30, 2017.

Workforce distribution

Distribution of Purdue University Northwest Employees by Job Category

Bar Chart

Distribution of Purdue University Northwest Employees by Gender and Job Category

Bar chart for workforce distribution by race/ethnicity and job category

Distribution of Purdue University Northwest Employees by Race/Ethnicity and Job Category

Bar chart for Distribution of Purdue University Northwest Ladder Rank Faculty by Gender and College

Distribution of Purdue University Northwest Ladder Rank Faculty by Gender and College

Bar chart for Distribution of Purdue University Northwest Ladder Rank Faculty by Race/Ethnicity and College

Distribution of Purdue University Northwest Ladder Rank Faculty by Race/Ethnicity and College

* Education is now in the College of Humanities, Education, & Social Sciences (CHESS) due to the reorganization of Academic Affairs. ** Library is now under Information Services

Bar chart for Distribution of Purdue University Northwest Ladder Rank Faculty by Gender and Rank

Distribution of Purdue University Northwest Ladder Rank Faculty by Gender and Rank

Bar chart for Distribution of Purdue University Northwest Ladder Rank Faculty by Race/Ethnicity and Rank

Distribution of Purdue University Northwest Ladder Rank Faculty by Race/Ethnicity and Rank

Bar chart for Distribution of Purdue University Northwest Non-Ladder Rank Faculty by Gender and College

Distribution of Purdue University Northwest Non-Ladder Rank Faculty by Gender and College

Bar chart for Distribution of Purdue University Northwest Non-Ladder Rank Faculty by Race/Ethnicity and College

Distribution of Purdue University Northwest Non-Ladder Rank Faculty by Race/Ethnicity and College

*Education is now in the College of Humanities, Education, & Social Sciences (CHESS) due to the reorganization of Academic Affairs. ** Library is now under Information Services

    1. Faculty

      The faculty job group is comprised of individuals who engage in teaching, research, or hold academic positions that directly support these activities. Findings:

      • Overall, there was an decrease of 11 in the total number of Ladder Rank Faculty (from 207 to 196)
      • The number of minority Ladder Rank Faculty decreased by 8 (from 72 to 64). Underutilizations continue to exist in several minority sub-groups in the Ladder Rank Faculty job group.
      • Female Ladder Rank Faculty decreased by 4 (from 98 to 94). Women are underutilized in the Ladder Rank Faculty job group in three of the University’s five colleges.

      Recommendations:

      • The Office of Equity, Diversity, & Inclusion will continue to monitor placement goal setting activity in each academic college and will communicate with each Dean and the Vice Chancellor for Academic Affairs and Provost regarding the underutilizations.
      • At the start of each search for a new faculty member, each Department Head or search committee chair will be informed by the Office of Equity, Diversity, & Inclusion of any underutilizations that exist in the job category covered by the vacancy.
      • The Office of Equity, Diversity, & Inclusion will continue to research and provide recruitment resources and education regarding effective recruitment and retention activities.
      • Each academic department where underutilizations exist will be strongly encouraged to develop recruitment strategies for attracting more women and/or minority candidates.
      • The Office of Equity, Diversity, & Inclusion will work with the Vice Chancellor for Academic Affairs and Provost to develop a recruitment model that involves developing and fostering relationships with regional and national institutions of Higher Education to use as potential recruitment resources.
    2. Executive, Administrative, and Managerial

      Findings:

      • The number of minorities in the Executive, Administrative, and Managerial category decreased by 1 (from 18 to 17), with a decline of 2 shown in the Black category (from 10 to 8). Academic Affairs has an underutilization of Black and Hispanic in this area.
      • The number of women in the Executive, Administrative, and Managerial category increased by 5 (from 35 to 40).

      Recommendations:

      • As positions become available, the Chancellor and Vice Chancellors will be made aware of applicable placement goals.
      • The Office of Equity, Diversity, & Inclusion and the Human Resources Department will assist in researching and developing appropriate recruitment resources.
      • The University will explore the possibility of using search firms, where feasible, during searches related to vacancies in this job group to increase the quality and diversity of the applicant pool.
      • The Office of Equity, Diversity, & Inclusion will devise strategies to evaluate searches completed to fill vacancies in this job group to assess the extent to which diverse applicant pools are achieved at the beginning of the searches and to review how the diversity of applicant pools change as each search progresses. As appropriate, the Office of Equity, Diversity, & Inclusion will provide feedback to the search committees.
    3. Professional Non-Faculty, Clerical and Secretarial, Technical and Paraprofessional, Skilled Crafts, and Service and Maintenance Staff

      Findings:

      • Overall employment in these categories decreased by 13 (from 404 to 391). The number of women employed in these categories decreased by 13 (from 264 to 251) and the number of minorities employed in these categories decreased by 10 (from 137 to 127).
      • In certain organizational units, the professional category shows underutilization of Women, Blacks, Hispanics and Asians; the secretarial and clerical category shows an underutilization of Women, Blacks and Hispanics; the technical and paraprofessional category shows an underutilization of Women and Blacks; and the skilled crafts category shows an underutilization of Women. The service and maintenance category shows an underutilization of Women and Blacks.

      Recommendations:

      • The Office of Equity, Diversity, & Inclusion and the Human Resources Department will continue to assist in researching and expanding recruitment resources for all job categories.
      • The Human Resources Department will demonstrate good faith efforts by posting positions at sites that will assist in finding qualified minority and/or female candidates.
      • The Office of Equity, Diversity, & Inclusion will devise strategies to evaluate searches completed to fill vacancies in these job groups to assess the extent to which diversity applicant pools are achieved at the beginning of the searches and to review how the diversity of applicant pools change as each search progresses. As appropriate, the Office of Equity, Diversity, & Inclusion will provide feedback to the search committees.
  1. Job Group Analysis

    The Human Resources Department has developed a system of classification for jobs called the Job Classification Code. In this system, jobs are grouped on the basis of similar skills, similar pay, and potential for upward mobility. The Job Classification Codes are, in turn, clustered to form Purdue Occupation Codes (POCs). The Job Group Analysis lists each employee in the job group, and is the only report currently produced which shows each person’s educational level and discipline along with job title and salary. This analysis is also completed during the yearly report generating cycle.

  2. Evaluation of Selection Process

    Purdue University Northwest observes the requirements of the Uniform Guidelines on Employee Selection Procedures (UGESP). Where adverse impact is indicated, the applicant flow data, selection criteria, and all elements of the selection process are reviewed to ensure that only job-related, non-discriminatory factors were considered in making employment decisions, and that minorities and females received equal opportunities during the selection process. Selected officials are informed of the need to take corrective action when adverse impact is found in the recruitment or selection process.

    1. Job Requirements and Descriptions

      The Human Resources Department maintains a job description file which lists the requirements for every benefits eligible position at Purdue University Northwest and reviews them when there is a position vacancy and when other circumstances dictate. In addition, reviews may be requested by a unit supervisor or by the Office of Equity, Diversity, & Inclusion.

    2. Referral Procedures

      After a faculty position has been posted and/or advertised, the Deans, Department Heads, and/or Search and Screen Committee Chairs refer the credentials of all applicants to the Search and Screen Committee in the relevant academic department. For the Executive, Administrative, and Managerial job group and the non-faculty and non-administrative job groups, the Human Resources Department refers those that self-identify as meeting the minimum qualifications, including those who may fulfill affirmative action placement goals, to the hiring department. Applicants who make initial contact with a department are directed to the Human Resources Department, where they are instructed on how to apply for positions at Purdue University Northwest.

    3. Pre-employment Inquiries

      Federal laws do not expressly prohibit inquiries concerning race, color, religion, sex, ancestry, or national origin, but the EEOC regards such inquiries as potentially discriminatory. Sections 503 and 504 of the Rehabilitation Act of 1973 and Title I of the Americans with Disabilities Act of 1990 limit the use of pre-employment inquiries and medical examinations. Specifically, any identification of a disability by inquiry or examination during the pre-offer stage, including all job pre-tests, reference checks, interview form questions, and other information gathering procedures, is prohibited. Recent changes to Section 503 require the University to offer applicants the chance to voluntarily self-disclose their status as a person with a disability during the pre-offer and post-offer stages of job searches. Findings:

      • A review of all employment searches conducted by Purdue University Northwest in the executive, administrative, and managerial, non-faculty and non-administrative job groups during the period from October 1, 2016, through September 30, 2017, identified no instances of adverse impact against women or minority applicants during the search or selection process.
      • Search and Screen Committees possess greater awareness that they are responsible for promoting equal employment opportunity and making good faith efforts to achieve affirmative action. All Search and Screen Committees receive consistent refresher education regarding the process to use in effectively communicating the University’s commitment to equal employment opportunity.
      • The Office of Equity, Diversity, & Inclusion shares its Search and Screen Procedures with members of all Faculty Search & Screen Committees. As needed, the Office of Equity, Diversity, & Inclusion provides training to each faculty search committee regarding effective employment practices that promote and support equal employment opportunity and affirmative action.
      • The Human Resources Department meets with hiring supervisors and search chairs of staff vacancies to review the hiring, classification and compensation processes as well as helpful tools in order to conduct a successful search.
      • The Office of Equity, Diversity, & Inclusion has developed a system for tracking and evaluating searches conducted by Purdue University Northwest in the executive, administrative, and managerial, non-faculty and non-administrative job groups to aid in identifying potential problems in the search process.

      Recommendations:

      • Search and Screen committees will continue to utilize the resources available to them in adhering to equal employment opportunity laws, policies, and procedures to ensure equitable evaluation of all potential candidates.
      • The Office of Equity, Diversity, & Inclusion will continue to monitor progress through annual evaluation and reporting. This information will be shared with each respective Dean and Vice Chancellor.
      • The Office of Equity, Diversity, & Inclusion will explore ways to expand the search and screen evaluation process to searches pertaining to faculty positions.
  3. Recruitment

    1. Appropriateness of Outreach

      The Office of Equity, Diversity, & Inclusion reviews recruitment efforts for faculty position vacancies. Recruitment of Administrative/Professional staff is a joint responsibility of the hiring department and the Human Resources Department. Recruitment efforts are judged on the scope of advertising for the position. Departments are to make good faith efforts in their recruitment processes, actively seeking out minorities and women, particularly in those areas where they are underutilized. Findings:

      • Applicant Self-Identification forms for faculty positions are distributed to each applicant who has submitted an application or resume for a posted opening by the department conducting the search. Completion of these Self-Identification forms is voluntary. They allow applicants to indicate their race/ethnicity and gender and are submitted by each applicant to the Office of Equity, Diversity, & Inclusion. The responses are collected and maintained, and are manually reviewed in order to obtain applicant response information for faculty positions.
      • An electronic Self-Identification form is available for use by search committees.

      Recommendations:

      • The Office of Equity, Diversity, & Inclusion will continue tracking and evaluating this information. These steps will include regularly entering self-identification responses for faculty positions into a spreadsheet and reviewing the data on a periodic basis to identify whether recruitment efforts (including outreach efforts to minority and female candidates) need to be revised in order to increase for the number of minority and female applicants. The Office of Equity, Diversity, & Inclusion will continue to look for better tracking mechanisms, including but not limited to, the present process of allowing faculty candidates to apply online and self-identify electronically.
    2. Review of Sources

      The Office of Equity, Diversity, & Inclusion assists departments in their recruitment efforts where possible. Departments, however, should be familiar with the principal sources specific to their particular area of expertise and respective disciplines.Findings:

        • Academic departments are becoming more familiar with the full range of recruitment sources.
        • Search committee chairs have shown due diligence in posting position vacancies in more minority and gender-specific publications.
        • Although much improved, comprehensive analysis regarding the use of recruitment sources and their subsequent effectiveness must continue.

      Recommendations:

      • The recruitment resource listing will be evaluated and updated with current information.
      • Applicable recruitment resources will be distributed to Deans and Department Heads, such as information made available by the Committee on Institutional Cooperation,11 a consortium of Midwestern universities.
      • The Office of Equity, Diversity, & Inclusion will explore ways in which the system it has developed for tracking and evaluating completed searches can be used to identify gaps in recruitment resources.
  4. Composition of Applicant Pools

    Applicant flow data for ladder rank, or tenure-track faculty, is completed by individual departments on Hiring Recommendation Forms that are forwarded to the Office of Equity, Diversity, & Inclusion. In order to determine areas of possible adverse impact on protected groups, an analysis of the selection rates is conducted each year by race, ethnicity, and gender within each EEO-6 category, using the format outlined in Section 3N02 of the OFCCP Compliance Manual. The Human Resources Department maintains information on the flow of all non-faculty applicants. In order to determine areas of possible adverse impact on protected groups, an analysis of the selection rates is conducted after each search, by race, ethnicity and gender within each EEO-6 category, using the format outlined in section 3N02 of the OFCCP Compliance Manual.

  5. Salary Studies

    The Senior Leadership Team reviews merit increase data to determine if there is any disparity that cannot be justified. Any reports of salary inequities based on gender, race, or ethnicity are handled on a case-by-case basis. The Office of Equity, Diversity, & Inclusion and the Human Resources Department will work with each department’s Dean and the Senior Leadership Team to check and explain all faculty or staff members’ pay where apparent inequities may exist.

  6. Benefits

    Purdue University Northwest offers a generous benefit package which can be tailored to the personal needs of the employee. Access to benefits is available to each faculty and staff member without regard to gender, race or other protected class status.

  7. Seniority Practices, Union Agreements and Lines of Progression

    Purdue University Northwest has no seniority system, no current union contracts, and maintains no lines of progression.

  8. Apprenticeship Programs

    The University currently has no operative formal apprenticeship programs. If any are created or reactivated, minority and female selection ratio analysis will be conducted.

  9. Education

    1. FacultyAll educational opportunities for faculty are open to participation by women and minorities. The Vice Chancellor for Academic Affairs and Provost offers numerous professional development programs, such as the Faculty Club, Sponsored Programs, and Summer Institute on Teaching Excellence, which help faculty to improve and innovate their teaching. In addition, academic departments offer professional development opportunities to faculty including attendance at seminars and workshops locally, regionally and nationally. Findings:
      • Reports showing the attendance or participation of faculty in these programs are submitted annually through the Office of the Vice Chancellor of Academic Affairs and Provost.
    2. Executive, Administrative, and Managerial, Professional Non-Faculty, Clerical and Secretarial, Technical and Paraprofessional, Skilled Crafts, and Service and Maintenance StaffAll educational programs offered through the University are open to participation by women and minorities. The programs include: Human Resources sponsored training programs and Office of Equity, Diversity, & Inclusion Title IX training. In addition, departments at the University offer additional educational opportunities for their staff including attendance at local, regional, and national conferences and workshops. Findings:
      • Information about participation in Human Resources sponsored professional development opportunities is maintained by the Human Resources Department.

      Recommendations:

      • The Office of Equity, Diversity, & Inclusion will review this data to ensure women and minorities have equal access to these development opportunities.
  10. Workforce Attitudes

    Dissemination of the University’s policy on affirmative action, and distribution of affirmative action and diversity related documents, (such as Fostering Respect, Creating Community, Access Purdue, and “Sexual Assault. What is it, What to do, Where to go.”), is accomplished via the Purdue University Northwest website and the Office of Equity, Diversity, & Inclusion website. This information is also included in new employee orientation and department level training. Findings:

    • The Multicultural Campus Council has been charged with assisting in the development of programs on valuing diversity for Purdue University Northwest employees.
    • A campus-wide Diversity and Inclusion Awareness program was developed by the Multicultural Campus Council and the Office of Equity, Diversity, & Inclusion during spring and summer 2013. Due to unification of the Hammond and Westville campuses, the training is being revised to included pertinent aspects of both campuses.

    Recommendations:

    • Once developed, the Multicultural Campus Council will use feedback received from the Diversity and Inclusion Awareness program and other sources to develop recommendations to the Senior Leadership Team for additional diversity and inclusion programming. It is believed that through this continued process of quality improvement, effective strategies will be developed to address identified areas of concern.
    • University policies on affirmative action and equal employment opportunity will continue to be presented and explained to new employees, new faculty members and new non-tenured faculty to ensure understanding, consistency and compliance.
    • The Office of Equity, Diversity and Inclusion has developed specialized training addressing Title IX and Equity policies. The training has been delivered to Coaches, Resident Hall Advisors, faculty and staff.
  11. Complaints and Grievances

    Administrative/Professional and Clerical/Service Staff Members have access to the Administrative/Professional and Clerical/Service Staff Members grievance procedures. Faculty members can file grievances using the Faculty Grievance Policy. All employees may bring complaints of discrimination and harassment to the Office of Equity, Diversity, & Inclusion in accordance with the University’s Non-Discrimination and Anti-Harassment policies, which may be accessed via the Office of Equity, Diversity, & Inclusion website. These complaints are investigated pursuant to the University’s “Procedures for Resolving Complaints of Discrimination and Harassment.” The Office of Equity, Diversity, & Inclusion monitors complaints and/or inquiries. In addition, it identifies any patterns or trends that suggest areas requiring remedial action by the University. For example, a disproportionately high number of complaints from a particular college, department or unit may trigger a special investigation or targeted training by the Office of Equity, Diversity, & Inclusion. To facilitate this process, the Office of Equity, Diversity, & Inclusion developed a complaint database containing key information about complaints filed with the Office. Findings:

    • University staff members have multiple avenues for pursuing complaints and grievances. The Office of Equity, Diversity, & Inclusion is the point of contact for all discrimination and harassment complaints made by University employees.
    • One of the goals of the Diversity and Inclusion Awareness program initiated by the University was to increase understanding amongst University employees and to reduce conflicts and tension that can lead to complaints and grievances.

    Recommendations:

    • Continued efforts will be made to educate and inform the entire campus of their rights to file complaints should they experience or observe actions that violate the University’s Anti-Harassment or Non-Discrimination policies and to educate staff in an effort to reduce the likelihood that actions will be taken that might trigger complaints.
  12. Posters and Notices

    Required posters and notices with information on equal employment opportunity and affirmative action policies are placed in all campus buildings. The Human Resources Department and the Office of Equity, Diversity, & Inclusion conduct routine checks of employee bulletin boards and other relevant areas for required affirmative action posters and notices. Findings:

    • Campus buildings contain the required posters and notices, in areas that are visible to the campus community.

    Recommendations:

    • The Office of Equity, Diversity, & Inclusion and the Human Resources Department will continue to inspect each building on a regular basis to ensure compliance.
  13. Contract Compliance

    Purdue University Northwest seeks, identifies, and encourages women and minority owned and operated firms to participate in providing Purdue with goods and services. Findings:

    • The University collaborates with regional agencies to be a useful tool in creating awareness, providing clarification, and establishing relationships with minority and women business owners.

    Recommendations:

    • The University will work with local constituent groups to maintain an accurate list of available minority and women contractors, vendors, and suppliers.
  14. Changes in the Workforce for Tenured and Tenure-Track Faculty

    1. Workforce Composition For the period between October 2016 and September 2017, data for the Hammond campus shows the following for tenured and tenured-track faculty:
      1. The number of female faculty in tenure-track positions decreased by 4 (from 98 to 94).
      2. The number of minorities in tenure-track positions decreased by 8 (from 72 to 64).
    2. Hires/RehiresThere were 12 Ladder rank faculty hired or rehired in 2016-2017. Six are female and 2 are Asian. Recommendations:
      • The category will continue to be monitored to assure that the selection process is non-discriminatory and that recruitment outreach activities become more strategic.
    3. PromotionsFaculty promotions in 2016-2017 consisted of the following:
      • Associate to Professor: Seven Associate Professors were promoted to Professor. Four are female and 2 are Asian.
      • Assistant to Associate: Six Ladder Rank Assistant Professors were promoted to Associate Professor. One is Hispanic and 4 are Asian.
      • Administrative Promotions: There were no promotions in this area.
    4. Layoffs and RecallsIf the University has any layoffs (reductions in force), or recalls, the Office of Equity, Diversity, & Inclusion and the Human Resources Department will monitor the proceedings to ensure fair application of those procedures. There were no layoffs of ladder rank faculty between October 2016 and September 2017.
    5. Resignations, Retirements and TerminationsThe Human Resources Department reviews resignations, retirements and terminations. Between October 2016 and September 2017 there was 1 faculty resignation (female), 10 faculty retirements and 1 faculty termination (female, black). Of the 10 retirements, 4 are female and 5 are Asian.
  15. Changes in the Workforce for Non-Tenure-Track Instructional Faculty

    1. Workforce Composition For the period between October 2016 and September 2017, data for the Hammond campus shows the following for non-tenure-track instructional faculty:
      1. The number of female faculty in non-tenure-track positions increased by 1 (from 167 to 168).
      2. The number of minorities in non-tenure-track positions decreased by 11 (from 54 to 43).
      3. The distribution of minority non-tenure-track instructional faculty is as follows: Black 4.7%; Hispanic 5.8%; and Asian 5.1%
    2. Hires/RehiresThere were 11 new non-ladder rank faculty hired or rehired in 2016-2017. Of these, 6 are female and 2 are a minority (2 Asian).
    3. PromotionsThere were no promotions of Non-Ladder Rank Faculty in 2016-2017.
    4. Layoffs and RecallsIf the University has any layoffs (reductions in force), or recalls, the Office of Equity, Diversity, & Inclusion and the Human Resources Department will monitor the proceedings to ensure fair application of those procedures. There were no layoffs of non-ladder rank faculty between October 2016 and September 2017.
    5. Resignations, Retirements and TerminationsThe Human Resources Department reviews resignations, retirements and terminations. Between October 2016 and September 2017 there was 1 non-ladder rank faculty resignation (male, white), 10 non-ladder rank retirements, and 10 non-ladder rank faculty terminations. Of the 10 retirements, 6 are female and 1 is Asian. Of the 10 terminations, 5 are female, 2 are Hispanic and 1 is Asian.
  16. Changes in the Workforce for Clinical and Professional Faculty

    Workforce Composition There is not a sufficient number of clinical and professional faculty employed by Purdue University Northwest to adequately study this category.

  17. Progress Toward Placement Goals for Tenured and Tenure-Track Faculty

    The final step in the analysis of problem areas in employment is to establish placement goals for the elimination of underutilization and the action to be taken to achieve placement goals. The applicable regulations provide that “placement goals may not be rigid and inflexible quotas which must be met,” but must be “targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire affirmative action program work.” (41 CFR 60-2.16.) The establishment of such timetables requires specific consultation with those who have primary hiring responsibility, asking them to establish reasonable estimates of placement goal attainment in light of the magnitude of the discrepancy and their anticipated vacancies. A meaningful timetable must involve a collaborative effort based upon complete information and the information provided in the 2017-2018 plan. Ladder Rank Faculty:The Office of Equity, Diversity, & Inclusion has continued to review and revise the tools used to assist the faculty in achieving its placement goals. Over the last three years, the Office of Equity, Diversity, & Inclusion has accomplished the following:

    • Met with faculty search and screen committees as needed.
    • Met with the Chancellor, Vice Chancellor of Academic Affairs and Provost, and respective Deans to discuss search strategies.
    • Began utilizing a national listing of available minority and women PhD candidates.
    • Posted position vacancies in non-traditional minority-focused national publications.
    • Developed a flowchart for the faculty recruiting and hiring processes.
  18. Changes in the Workforce for Executive, Administrative, and Managerial

    1. Workforce CompositionFor the period between October 2016 and September 2017 data for the Hammond campus shows the following for executive, administrative, and managerial staff:
      1. The number of females at the executive, administrative, and managerial level increased by 5 (from 35 to 40). Women represent 61.5% of this population.
      2. Minority staff in the executive, administrative, and managerial category decreased by 1 (from 18 to 17). The Black category decreased by 2. Minorities represent 26.2% of this population.

      Findings:

      • The number and percent of Executive, Administrative and Managerial staff who are minorities decreased during the past year.

      Recommendations:

      • This category will continue to be monitored for growth opportunities.
    2. Promotions and TransfersIt is University policy to encourage transfers and promotions to further employee growth and development. Whenever a regular vacancy occurs, including promotion and transfer opportunities, the department head and/or supervisor must make this known to his/her regular staff members by the most effective means available. Findings:
      • There were no promotions in this category.

      Findings:

      • The category will continue to be monitored to ensure that equitable evaluation of women and minorities occurs.
    3. Layoffs and RecallsIf the University has any layoffs or recalls, the Office of Equity, Diversity, & Inclusion should monitor the proceedings to ensure fair application of those procedures. Findings:
      • There were no layoffs at the executive, administrative, and managerial level.

      Recommendations:

      • The Office of Equity, Diversity, & Inclusion will continue to review layoffs for adverse impact.
      • The Human Resources Department will provide a list of staff placed in RIF (reduction in force) status on an annual basis.
    4. Resignations, Retirements and TerminationsThe Human Resources Department and the Office of Equity, Diversity, & Inclusion reviews resignations, retirements and terminations. In addition, all cases of involuntary termination are referred to Employee Relations for review. Findings:
      • There were 4 resignations at the Executive, Administrative, and Managerial level. Of those, 2 are female and 2 were minorities (Black). There were 3 retirements. Of those, 1 is female. There were no terminations in this category.
  19. Progress toward Placement Goals for Executive, Administrative, and Managerial

    The final step in the analysis of problem areas in employment is to establish placement goals for the elimination of underutilization and the action to be taken to achieve these placement goals. The applicable regulations provide that “placement goals may not be rigid and inflexible quotas which must be met,” but must be “targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire affirmative action program work.” (41 CFR 60-2.16.) The establishment of such timetables requires specific consultation with those who have primary hiring responsibility, asking them to establish reasonable estimates of placement goal attainment in light of the magnitude of the discrepancy and their anticipated vacancies. A meaningful timetable must involve a collaborative effort based upon complete information, and the 2016-2017 Plan will do so. Executive, Administrative, and Managerial: Overall, Purdue University Northwest does not have an underutilization of minorities or female in this job group.

  20. Changes in the Workforce for Professional Non-Faculty, Clerical and Secretarial, Technical and Paraprofessional, Skilled Crafts, and Service and Maintenance Staff

    1. Workforce Composition

      For the period between October 2016 and September 2017, data for the Hammond campus shows the following for staff in the professional non-faculty, clerical and secretarial, technical and paraprofessional, skilled crafts, and service/maintenance job groups.

      1. The University decreased its workforce in these categories by 13, bringing the total to 391.
      2. Overall, the number of females in these categories decreased by 13 and the number of minorities decreased by 9.
      3. Professional Staff – The number of females in this category remained the same (104). The number of minorities in this category decreased by 1 (from 37 to 36). Of the professional staff, 71.7% are female, 15.9% are Black, 7.6% are Hispanic, 0.07% are Asian and 0.07% are American Indian.
      4. Secretarial and Clerical – The number of females in this category decreased by 6 (from 120 to 114). The number of minorities in this category decreased by 5 (from 48 to 43). Of the clerical and secretarial staff, 96.6% are female, 12.7% are Black, 22.9% are Hispanic, and 0.08% are Asian.
      5. Technical and Paraprofessional  The number of females in this category decreased by 5 (from 21 to 16). The number of minorities in this category increased by 3 (from 16 to 13). Of the technical and paraprofessional staff, 27.1% are female, 11.9% are Black, 6.8% are Hispanic and 3.4% are Asian.
      6. Skilled Crafts  The number of females in this category has remained the same (1). The number of minorities in this category deceased by 1 (from 2 to 1). Of the skilled crafts staff, 11.1% are female and 11.1% are Black.
      7. Service and Maintenance  The number of females in this category decreased by 2 (from 18 to 16). The number of minorities in this category decreased by 2 (from 34 to 32). Of the service and maintenance staff, 26.7% are female, 30% are Black and 23.3% are Hispanic.

      Findings:

      Overall, some organizational units at Purdue University Northwest have an underutilization of Blacks, Hispanics, Asians and/or Females in the Professional (POC 561) category; an underutilization of Blacks, Hispanics and/or Female in the Secretarial and Clerical (POC 661) category; an underutilization of Blacks and/or Females in the Technical and Paraprofessional (POC 761) category; an underutilization of Hispanics and/or Females in the Skilled Crafts (POC 861) category; and an underutilization of Blacks and Female in the Service and Maintenance (POC 961) category.

      Recommendations:

      Careful evaluation of these areas will continue, to ensure that the bases for hiring decisions are non-discriminatory.

    2. Promotions and Transfers

      It is the University’s practice to encourage transfers and promotions to further employee growth and development. Whenever a regular vacancy occurs, including promotion and transfer opportunities, the department head and/or supervisor must make this known to his/her regular staff members by the most effective means. Staff are regularly made aware of new vacancies via the University’s campus-wide email system.

      Findings:

      There were no promotions or transfers in these job categories.

      Recommendations:

      The category will continue to be monitored to ensure that the basis of decisions related to promotions and transfers is non-discriminatory.

    3. Layoffs and Recalls

      If the University has any layoffs or recalls, the Office of Equity, Diversity, & Inclusion should monitor the proceedings to ensure fair application of those procedures

      Findings:

      There were 2 layoffs in the professional category. (1 Female and Black, 1 Male and Hispanic)

      Recommendations:

      • The Office of Equity, Diversity, & Inclusion will continue to monitor layoffs for adverse impact.
      • Departments will consult with the Human Resources Department prior to making a reduction in force.
    4. Resignations, Retirements and Terminations

      The Human Resources Department and the Office of Equity, Diversity, & Inclusion reviews resignations, retirements and terminations. In addition, all cases of involuntary termination are referred to Employee Relations for review.

      Findings:

      There were 32 resignations in these job categories. Twenty-three of the employees who resigned are female, 6 are Black, 2 are Hispanic and 1 is Asian. There were 32 retirements in these job categories. Twenty-three of the employees who retired are female, 3 are black and 3 are Hispanic. There were 18 terminations in these job categories. Eleven of the employees who were terminated are female, 9 are Black, 4 are Hispanic and 1 is Asian.

      Recommendations:

      Each category will be examined closely to see if there is a pattern indicating possible discrimination.

  21. Progress toward Placement Goals for Professional Non-Faculty, Clerical and Secretarial, Technical and Paraprofessional, Skilled Crafts, and Service and Maintenance Staff

    The final step in the analysis of problem areas in employment is to establish placement goals for the elimination of underutilization and the action to be taken to achieve these placement goals. The applicable regulations provide that “placement goals may not be rigid and inflexible quotas which must be met,” but must be “targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire affirmative action program work.” (41 CFR 60-2.16.) The establishment of such timetables requires specific consultation with those who have primary hiring responsibility, asking them to establish reasonable estimates of placement goal attainment in light of the magnitude of the discrepancy and their anticipated vacancies. A meaningful timetable must involve a collaborative effort based upon complete information, and the 2016-2017 plan will do so.

    See 2017 Utilization and Underutilization Charts for each organizational unit and Placement Goal Charts set forth below. *

    The retirement incentive offered during the Affirmative Action Year resulted in significant reduction in faculty and staff populations.

Status of Female and Minority Employees Purdue University Northwest Utilization by Gender and Race/Ethnicity

2016
POSITION TYPE TOTAL EMPLOYEES FEMALE BLACK HISPANIC ASIAN AMERICAN INDIAN/NATIVE ALASKAN
Ladder Rank Faculty 207 98 10 11 50 0
Non-Ladder Rank Instructional 269 167 20 20 12 2
Student Assistants 203 110 20 21 61 0
Exec., Administrative, Managerial 64 35 10 3 5 0
Professional 146 104 22 13 2 0
Secretarial and Clerical 124 120 18 26 1 0
Technical and Paraprofessional 63 21 7 7 1 1
Skilled Crafts 12 1 1 1 0 0
Service and Maintenance 59 18 20 14 0 0
Total 1147 674 128 116 133 3
2017
POSITION TYPE TOTAL EMPLOYEES FEMALE BLACK HISPANIC ASIAN AMERICAN INDIAN/NATIVE ALASKAN
Ladder Rank Faculty 196 94 9 11 44 0
Non-Ladder Rank Instructional 274 168 13 16 14 0
Student Assistants 191 106 10 18 33 0
Exec., Administrative, Managerial 65 40 8 3 6 0
Professional 145 104 23 11 1 1
Secretarial and Clerical 118 114 15 27 1 0
Technical and Paraprofessional 59 16 7 4 2 0
Skilled Crafts 9 1 1 0 0 0
Service and Maintenance 60 16 18 14 0 0
Total 1117 659 104 104 101 1

Status of Female and Minority Employees Purdue University Northwest New Hires/Rehires

New Hires by Gender – 2017
POSITION TYPE TOTAL NEW HIRES FEMALE MALE
Ladder Rank Faculty 12 6 6
Non-Ladder Rank Instructional 11 6 5
Student Assistants 8 1 7
Exec., Administrative, Managerial 9 6 3
Professional 16 9 7
Secretarial and Clerical 14 14 0
Technical and Paraprofessional 7 1 6
Skilled Crafts 1 1 0
Service and Maintenance 9 3 6
Total 76 44 35
New Hires by Race/Ethnicity – 2017
POSITION TYPE TOTAL NEW HIRES BLACK HISPANIC ASIAN AMERICAN INDIAN/NATIVE ALASKAN
Ladder Rank Faculty 12 0 0 2 0
Non-Ladder Rank Instructional 11 0 0 2 0
Student Assistants 8 0 0 0 0
Exec., Administrative, Managerial 9 1 0 1 0
Professional 16 2 0 0 0
Secretarial and Clerical 14 3 2 0 0
Technical and Paraprofessional 7 2 0 1 0
Skilled Crafts 0 0 0 0 0
Service and Maintenance 9 2 1 0 0
Total 76 10 3 4 0

Status of Female and Minority Employees Purdue University Northwest Separations

Separations by Gender – 2017

Resignation
POSITION TYPE M F
Ladder Rank Faculty 0 1
Non-Ladder Rank Instructional 1 0
Student Assistants 0 0
Exec., Administrative, Managerial 2 2
Professional 5 10
Secretarial and Clerical 0 9
Technical and Paraprofessional 2 3
Skilled Crafts 1 1
Service and Maintenance 1 0
total 12 26
Retirement
POSITION TYPE M F
Ladder Rank Faculty 6 4
Non-Ladder Rank Instructional 4 6
Student Assistants 0 0
Exec., Administrative, Managerial 2 1
Professional 1 7
Secretarial and Clerical 0 13
Technical and Paraprofessional 3 2
Skilled Crafts 2 0
Service and Maintenance 3 1
total 21 34
RIF*
POSITION TYPE M F
Ladder Rank Faculty 0 0
Non-Ladder Rank Instructional 0 0
Student Assistants 0 0
Exec., Administrative, Managerial 0 0
Professional 1 1
Secretarial and Clerical 0 0
Technical and Paraprofessional 0 0
Skilled Crafts 0 0
Service and Maintenance 0 0
total 1 1
Termination
POSITION TYPE M F
Ladder Rank Faculty 0 1
Non-Ladder Rank Instructional 5 5
Student Assistants 4 2
Exec., Administrative, Managerial 0 0
Professional 3 1
Secretarial and Clerical 0 4
Technical and Paraprofessional 2 1
Skilled Crafts 0 0
Service and Maintenance 2 5
total 16 19

Separations by Race/Ethnicity – 2017

Resignation
POSITION TYPE W B H A
Ladder Rank Faculty 1 0 0 0
Non-Ladder Rank Instructional 1 0 0 0
Student Assistants 0 0 0 0
Exec., Administrative, Managerial 2 2 0 0
Professional 12 2 1 1
Secretarial and Clerical 3 3 1 0
Technical and Paraprofessional 4 1 0 0
Skilled Crafts 2 0 0 0
Service and Maintenance 0 0 0 0
total 1 0 0 0
Retirement
POSITION TYPE W B H A
Ladder Rank Faculty 5 0 0 5
Non-Ladder Rank Instructional 9 0 0 1
Student Assistants 0 0 0 0
Exec., Administrative, Managerial 3 0 0 0
Professional 8 0 0 0
Secretarial and Clerical 12 0 1 0
Technical and Paraprofessional 4 1 0 0
Skilled Crafts 1 0 1 0
Service and Maintenance 1 2 1 0
total 43 3 3 6
RIF*
POSITION TYPE W B H A
Ladder Rank Faculty 0 0 0 0
Non-Ladder Rank Instructional 0 0 0 0
Student Assistants 0 0 0 0
Exec., Administrative, Managerial 0 0 0 0
Professional 0 1 1 0
Secretarial and Clerical 0 0 0 0
Technical and Paraprofessional 0 0 0 0
Skilled Crafts 0 0 0 0
Service and Maintenance 0 0 0 0
total 0 1 1 0
Termination
POSITION TYPE W B H A
Ladder Rank Faculty 0 1 0 0
Non-Ladder Rank Instructional 7 0 2 1
Student Assistants 0 4 0 0
Exec., Administrative, Managerial 0 0 0 0
Professional 1 2 1 1
Secretarial and Clerical 1 3 0 0
Technical and Paraprofessional 2 0 2 0
Skilled Crafts 0 0 0 0
Service and Maintenance 2 4 1 0
total 13 14 6 2

Status of Female and Minority Faculty Purdue University Northwest Faculty Rank

total21310047%11353%

Faculty Rank by Gender – 2017
RANK TOTAL FACULTY FEMALE FEMALE % MALE MALE%
Dean 6 3 50% 3 50%
Department Head 11 3 27.2% 8 72.8%
Professor 62 23 37% 39 63%
Associate Professor 83 40 48.2% 43 51.8%
Assistant Professor 51 31 61% 20 39%

total21313864.8%104.7%115.2%4722.1%00

Faculty Rank by Race/Ethnicity – 2017
RANK TOTAL FACULTY W# W% B# B% H# H% A# A% N# N%
Dean 6 4 66.7% 0 0 0 0 1 16.7% 0 0
Department Head 11 7 63.6% 1 9% 0 0 2 18.1% 0 0
Professor 62 39 63% 1 1.6% 5 8% 17 27.4% 0 0
Associate Professor 83 52 62.7% 3 3.6% 6 7.2% 22 26.5% 0 0
Assistant Professor 51 36 63.6% 1 9% 0 0 2 18.1% 0 0

Purdue University Northwest Utilization Year-to-Year Comparison Status of Female and Minority Faculty

Year-to-Year Comparison by Race/Ethnicity – 2016-2017 2016
LADDER RANK TOTAL FACULTY 2016 WHITE FACULTY BLACK FACULTY HISPANIC FACULTY ASIAN FACULTY AMERICAN INDIAN/ NATIVE ALASKAN
Professor 69 44 1 5 19 0
Associate Professor 89 59 3 5 22 0
Assistant Professor 49 32 6 1 10 0
total 207 135 10 11 51 0
2017
LADDER RANK TOTAL FACULTY WHITE FACULTY BLACK FACULTY HISPANIC FACULTY ASIAN FACULTY AMERICAN INDIAN/ NATIVE ALASKAN
Professor 62 39 1 5 17 0
Associate Professor 83 52 3 6 22 0
Assistant Professor 51 36 5 0 5 0
total 196 127 9 11 44 0
Increase or Decrease from 2016 to 2017
LADDER RANK TOTAL FACULTY INCREASE/DECREASE WHITE FACULTY BLACK FACULTY HISPANIC FACULTY ASIAN FACULTY AMERICAN INDIAN/ NATIVE ALASKAN
Professor -7 -5 0 0 -2 0
Associate Professor -6 -7 0 +1 0 0
Assistant Professor +2 +4 -1 -1 -5 0
total -11 -8 -1 0 -7 0

Status of Female and Minority Faculty Purdue University Northwest College Distribution by Gender and Race/Ethnicity

2017
COLLEGE TOTAL FACULTY WHITE FACULTY BLACK FACULTY HISPANIC FACULTY ASIAN FACULTY AMERICAN INDIAN/ NATIVE ALASKAN
Humanities, Education & Social Sciences 59 29 2 5 8 0
Education 12 9 1 1 0 0
Engineering & Sciences 47 16 2 1 16 0
Technology 28 4 1 3 13 0
Business 27 13 2 1 7 0
Nursing 22 22 1 0 0 0
Library 1 1 0 0 0 0
total 196 94 9 11 44 0

Status of Female and Minority Faculty Purdue University Northwest Progress Toward Placement Goals

Gender
COLLEGE TOTAL FACULTY # FEMALES UNDERUTILIZED IN 2016 #FEMALES UNDERUTILIZED IN 2017 PROGRESS TOWARD GOAL?
Humanities, Education & Social Sciences 59 4 4 No
Education 12 0 0 N/A
Engineering & Sciences 47 4 4 No
Technology 28 1 1 No
Business 27 0 0 N/A
Nursing 22 0 0 N/A
Library 1 0 0 N/A
Minority
COLLEGE TOTAL FACULTY 2017
Humanities, Education & Social Sciences 59
Education 12
Engineering & Sciences 47
Technology 28
Business 27
Nursing 22
Library 1
total 196
Minority-# Underutilized in 2016
COLLEGE B H A
Humanities, Education & Social Sciences 2 0 0
Education 0 0 1
Engineering & Sciences 1 1 0
Technology 0 0 0
Business 1 0 0
Nursing 1 0 1
Library 0 0 0
Minority-# Underutilized in 2017
COLLEGE B H A
Humanities, Education & Social Sciences 2 0 0
Education 0 0 0
Engineering & Sciences 1 1 0
Technology 0 0 0
Business 1 0 0
Nursing 1 1 1
Library 0 0 0
Minority-Progress Toward Goal?
COLLEGE B H A
Humanities, Education & Social Sciences No N/A N/A
Education N/A N/A Yes
Engineering & Sciences No No Yes
Technology N/A N/A N/A
Business No N/A N/A
Nursing No No No
Library N/A N/A N/A

Status of Female and Minority Staff Purdue University Northwest Staff Distribution by Gender and Race/Ethinicity

2017
JOB GROUP TOTAL STAFF FEMALE STAFF BLACK STAFF HISPANIC STAFF ASIAN STAFF AMERICAN INDIAN/NATIVE ALASKAN
Executive, Administrative and Managerial 65 40 8 3 6 0
Professional 145 104 23 11 1 1
Secretarial and Clerical 118 114 15 27 1 0
Technical and Paraprofessional 59 16 7 4 2 0
Skilled Crafts 9 1 1 0 0 0
Service and Maintenance 60 16 18 14 0 0
total 456 291 72 59 10 1

Status of Female and Minority Staff Purdue University Northwest Utilization Year-To-Year Comparison

Gender
EXECUTIVE, ADMINISTRATIVE AND MANAGERIAL 2016 2017 NET CHANGE – 2016 TO 2017
Female 35 40 +5
Male 29 25 -4
Total 64 65 +1
PROFESSIONAL 2016 2017 NET CHANGE – 2016 TO 2017
Female 104 104 0
Male 42 41 -1
Total 146 145 -1
SECRETARIAL 2016 2017 NET CHANGE – 2016 TO 2017
Female 120 114 -6
Male 4 4 0
Total 124 118 -6
TECHNICAL/PARAPROFESSIONAL 2016 2017 NET CHANGE – 2016 TO 2017
Female 21 16 -5
Male 42 43 +1
Total 63 59 -4
SKILLED CRAFTS 2016 2017 NET CHANGE – 2016 TO 2017
Female 1 1 0
Male 11 8 -3
Total 12 9 -3
SERVICE & MAINTENANCE 2016 2017 NET CHANGE – 2016 TO 2017
Female 18 16 -2
Male 41 44 +3
Total 59 60 +1

Status of Female and Minority Staff Purdue University Northwest Utilization Year-To-Year Comparison

Race/Ethnicity
EXECUTIVE,ADMINISTRATIVE,MANAGERIAL 2016 2017 NET CHANGE – 2016 TO 2017
Black 10 8 -2
Hispanic 3 3 0
Asian 5 6 +1
White 46 45 -1
PROFESSIONAL 2016 2017 NET CHANGE – 2016 TO 2017
Black 22 23 +1
Hispanic 13 11 -2
Asian 2 1 -1
American Indian/ Native Alaskan 0 1 +1
Hawaiian or Other Pacific Islander 0 1 +1
White 108 103 -5
SECRETARIAL AND CLERICAL 2016 2017 NET CHANGE – 2016 TO 2017
Black 18 15 -3
Hispanic 26 27 +1
Asian 1 1 0
White 73 67 -6
TECHNICAL/PARAPROFESSIONAL 2016 2017 NET CHANGE – 2016 TO 2017
Black 7 7 0
Hispanic 7 4 -3
Asian 1 2 +1
American Indian/ Native Alaskan 1 0 -1
White 46 42 -4
SKILLED CRAFTS 2016 2017 NET CHANGE – 2016 TO 2017
Black 1 1 0
Hispanic 1 0 -1
Asian 0 0 0
White 10 8 -2
SERVICE & MAINTENANCE 2016 2017 NET CHANGE – 2016 TO 2017
Black 20 18 -2
Hispanic 14 14 0
Asian 0 0 0
White 21 22 +1

Status of Female and Minority Staff Purdue University Northwest
Progress Toward Placement Goals

Gender
POSITION TYPE TOTAL STAFF 2017 #FEMALES UNDERUTILIZED IN 2016 #FEMALES UNDERUTILIZED IN 2017 PROGRESS TOWARD GOAL?
Executive, Administrative & Managerial 65 0 0 N/A
Professional 145 0 0 N/A
Secretarial and Clerical 118 0 0 N/A
Technical/Paraprofessional 59 0 0 No
Skilled Crafts 9 0 0 N/A
Service/Maintenance 60 0 0 No
Minority #Underutilized in 2016
POSITION TYPE TOTAL STAFF 2017 B H A N
Executive, Administrative & Managerial 65 0 0 0 0
Professional 145 0 0 1 0
Secretarial and Clerical 118 7 0 0 1
Technical/Paraprofessional 59 0 0 0 0
Skilled Crafts 9 1 0 0 0
Service/Maintenance 60 0 0 0 0
Minority #Underutilized in 2017
POSITION TYPE TOTAL STAFF 2017 B H A N
Executive, Administrative & Managerial 65 0 0 0 0
Professional 145 0 0 3 0
Secretarial and Clerical 118 8 0 0 0
Technical/Paraprofessional 59 0 0 0 0
Skilled Crafts 9 0 1 0 0
Service/Maintenance 60 0 0 0 0
Minority Progress Toward Goal?
POSITION TYPE TOTAL STAFF 2017 B H A N
Executive, Administrative & Managerial 65 N/A N/A N/A N/A
Professional 145 N/A N/A No N/A
Secretarial and Clerical 118 No N/A N/A Yes
Technical/Paraprofessional 59 Yes N/A N/A N/A
Skilled Crafts 9 Yes No N/A N/A
Service/Maintenance 60 N/A N/A N/A N/A

Status of Female and Minority Employees Purdue University Northwest
Utilization and Underutilization by organization Unit

Academic Affairs and Provost – Female
POSITION TYPE TOTAL EMPLOYEES TOTAL FEMALE EMPLOYEES TOTAL % FEMALES TOTAL % FEMALES AVAILABLE UNDERUTILIZED
Ladder Rank Faculty, Humanities, Education & Social Sciences 59 29 49.2 56.4 Yes
Ladder Rank Faculty, Education 12 9 75.0 67.6 No
Ladder Rank Faculty, Engineering & Sciences 47 16 34.0 43.3 Yes
Ladder Rank Faculty, Technology 28 4 14.3 17.5 Yes
Ladder Rank Faculty, Business 27 13 48.1 34.0 No
Ladder Rank Faculty, Nursing 22 22 100.0 91.2 No
Executive, Administrative, Managerial 30 14 46.7 47.8 No
Professional 49 40 81.6 60.3 No
Secretarial and Clerical 51 49 96.1 95.6 No
Technical and Paraprofessional 17 7 41.2 30.3 No
Skilled Crafts 17 7 41.2 30.3 No
Academic Affairs and Provost – Minority
POSITION TYPE TOTAL EMPLOYEES TOTAL FEMALE EMPLOYEES TOTAL % FEMALES TOTAL % FEMALES AVAILABLE UNDERUTILIZED
Ladder Rank Faculty, Humanities, Education & Social Sciences 59 15 25.4 18.9 No
Ladder Rank Faculty, Education 12 2 16.7 24.9 Yes
Ladder Rank Faculty, Engineering & Sciences 47 19 40.4 22.0 No
Ladder Rank Faculty, Technology 28 17 60.7 26.0 No
Ladder Rank Faculty, Business 27 10 37.0 23.2 No
Ladder Rank Faculty, Nursing 22 1 4.5 15.7 Yes
Executive, Administrative, Managerial 30 5 16.7 16.6 No
Professional 49 12 24.5 16.2 No
Secretarial and Clerical 51 12 23.5 32.9 Yes
Technical and Paraprofessional 17 4 23.5 3 No
Skilled Crafts 1 0 0 27.5 No

Status of Female and Minority Employees Purdue University Northwest
Utilization and underuitilization by organizational unit

Finance and Administration-Female
POSITION TYPE TOTAL EMPLOYEES TOTAL FEMALE EMPLOYEES TOTAL % FEMALES TOTAL % FEMALES AVAILABLE UNDERUTILIZED?
Executive, Administrative, Managerial 10 8 80.0 47.8 No
Professional 19 15 78.9 60.3 No
Secretarial and Clerical 22 22 100.0 95.9 No
Technical and Paraprofessional 13 2 15.4 30.3 Yes
Skilled Crafts 8 0 0 10.4 Yes
Service/Maintenance 50 15 30.0 29.7 No
Finance and Administration-Minority
POSITION TYPE TOTAL EMPLOYEES TOTAL FEMALE EMPLOYEES TOTAL % FEMALES TOTAL % FEMALES AVAILABLE UNDERUTILIZED?
Executive, Administrative and Managerial 10 2 20.0 16.6 No
Professional 19 2 10.5 16.2 Yes
Secretarial and Clerical 22 8 36.4 32.9 No
Technical and Paraprofessional 13 2 15.4 15.2 No
Skilled Crafts 8 1 12.5 27.5 Yes
Service/Maintenance 50 28 56.0 47.9 No

Status of Female and Minority Employees Purdue University Northwest
Utilization and underuitilization by organizational unit

Institutional Advancement-Female
POSITION TYPE TOTAL EMPLOYEES TOTAL FEMALE EMPLOYEES TOTAL % FEMALES TOTAL % FEMALES AVAILABLE UNDERUTILIZED?
Executive, Administrative, Managerial 3 3 100.0 47.8 No
Professional 8 6 75.0 60.3 No
Secretarial and Clerical 5 5 100.0 95.9 No
Institutional Advancement-Minority
POSITION TYPE TOTAL EMPLOYEES TOTAL FEMALE EMPLOYEES TOTAL % FEMALES TOTAL % FEMALES AVAILABLE UNDERUTILIZED?
Executive, Administrative, Managerial 3 2 66.7 16.6 No
Professional 8 0 0.0 16.2 Yes
Secretarial and Clerical 5 1 20.0 32.9 Yes

Status of Female and Minority Employees Purdue University Northwest
Utilization and underuitilization by organizational unit

Chancellor-Female
POSITION TYPE TOTAL EMPLOYEES TOTAL FEMALE EMPLOYEES TOTAL % FEMALES TOTAL % FEMALES AVAILABLE UNDERUTILIZED?
Executive, Administrative, Managerial 5 3 60.0 47.8 No
Professional 15 6 40.0 60.3 Yes
Secretarial and Clerical 4 4 100.0 95.9 No
Secretarial /Maintenance 2 0 0.0 29.7 Yes
Chancellor-Minority
POSITION TYPE TOTAL EMPLOYEES TOTAL FEMALE EMPLOYEES TOTAL % FEMALES TOTAL % FEMALES AVAILABLE UNDERUTILIZED?
Executive, Administrative, Managerial 5 2 40.0 16.6 No
Professional 15 1 6.7 16.2 Yes
Secretarial and Clerical 4 2 50.0 32.9 No
Secretarial /Maintenance 2 0 0.0 47.9 Yes

Status of Female and Minority Employees Purdue University Northwest
Utilization and underuitilization by organizational unit

Enrollment Management and Student Affairs – Female
POSITION TYPE TOTAL EMPLOYEES TOTAL FEMALE EMPLOYEES TOTAL % FEMALES TOTAL % FEMALES AVAILABLE UNDERUTILIZED?
Executive, Administrative, Managerial 12 8 66.7 47.8 No
Professional 41 30 73.2 60.3 No
Secretarial and Clerical 28 27 96.4 95.9 No
Technical and Paraprofessional 4 3 75.0 30.3 No
Service and Maintenance 6 1 16.7 29.7 Yes
Enrollment Management and Student Affairs – Minority
POSITION TYPE TOTAL EMPLOYEES TOTAL FEMALE EMPLOYEES TOTAL % FEMALES TOTAL % FEMALES AVAILABLE UNDERUTILIZED?
Executive, Administrative, Managerial 12 8 66.7 47.8 No
Professional 41 17 41.5 16.2 No
Secretarial and Clerical 28 15 53.6 32.9 No
Technical and Paraprofessional 4 0 0.0 15.2 Yes
Service and Maintenance 6 4 66.7 47.9 No

Status of Female and Minority Employees Purdue University Northwest
Utilization and underuitilization by organizational unit

Information Services – Female
POSITION TYPE TOTAL EMPLOYEES TOTAL FEMALE EMPLOYEES TOTAL % FEMALES TOTAL % FEMALES AVAILABLE UNDERUTILIZED?
Ladder Rank Faculty, Library 1 1 100.0 0 No
Executive, Administrative, Managerial 5 4 80.0 47.8 No
Professional 13 7 53.8 60.3 Yes
Secretarial and Clerical 8 7 87.5 95.9 Yes
Technical and Paraprofessional 25 4 16.0 30.3 Yes
Service and Maintenance 2 0 0 29.7 Yes
Information Services – Minority
POSITION TYPE TOTAL EMPLOYEES TOTAL FEMALE EMPLOYEES TOTAL % FEMALES TOTAL % FEMALES AVAILABLE UNDERUTILIZED?
Ladder Rank Faculty, Library 1 0 0 0 No
Executive, Administrative, Managerial 5 2 40.0 16.6 No
Professional 13 4 30.8 16.2 No
Secretarial and Clerical 8 5 62.5 32.9 No
Technical and Paraprofessional 25 7 28.0 15.2 No
Service and Maintenance 2 0 0 47.9 Yes

Status of Female and Minority Employees Purdue University Northwest
2017 Placement Goals

Academic Affairs and Provost
POSITION TYPE FEMALE BLACK HISPANIC ASIAN NATIVE AMERICAN TOTAL MINORITY
Ladder Rank Faculty, Humanities, Education & Social Sciences 4 2 0 0 0 0
Ladder Rank Faculty, Education 0 1 0 0 0 1
Ladder Rank Faculty Engineering & Sciences 4 1 1 0 0 0
Ladder Rank Faculty, Technology 1 0 0 0 0 0
Ladder Rank Faculty, Business 0 1 0 0 0 0
Ladder Rank Faculty, Nursing 0 1 1 1 0 2
Executive, Administrative & Managerial 0 2 1 0 0 0
Professional 0 0 0 1 0 0
Clerical 0 6 0 0 0 5
Technical/Paraprofessional 0 6 0 0 0 0
Skilled Crafts 0 6 0 0 0 0

Status of Female and Minority Employees Purdue University Northwest
2017 Placement Goals

Finance and Administration
POSITION TYPE FEMALE BLACK HISPANIC ASIAN NATIVE AMERICAN TOTAL MINORITY
Executive, Administrative & Managerial 0 0 0 0 0 0
Professional 0 0 1 0 0 1
Clerical 0 3 0 0 0 0
Technical/Paraprofessional 2 1 0 0 0 0
Skilled Crafts 1 0 1 0 0 1
Service/Maintenance 0 0 0 0 0 0

Status of Female and Minority Employees Purdue University Northwest
2017 Placement Goals

Institutional Advancement
POSITION TYPE FEMALE BLACK HISPANIC ASIAN NATIVE AMERICAN TOTAL MINORITY
Executive, Administrative & Managerial 0 0 0 0 0 0
Professional 0 1 0 0 0 1
Clerical 0 0 1 0 0 1

Status of Female and Minority Employees Purdue University Northwest
2017 Placement Goals

Chancellor
POSITION TYPE FEMALE BLACK HISPANIC ASIAN NATIVE AMERICAN TOTAL MINORITY
Executive, Administrative & Managerial 0 0 0 0 0 0
Professional 3 0 1 0 0 1
Clerical 0 0 0 0 0 0
Service/Maintenance 1 1 0 0 0 1

Status of Female and Minority Employees Purdue University Northwest
2017 Placement Goals

Enrollment Management and Student Affairs
POSITION TYPE FEMALE BLACK HISPANIC ASIAN NATIVE AMERICAN TOTAL MINORITY
Executive, Administrative & Managerial 0 0 0 0 0 0
Professional 0 0 0 1 0 0
Clerical 0 0 0 0 0 0
Technical/Paraprofessional 0 0 0 0 0 1
Service/Maintenance 1 1 0 0 0 0

Status of Female and Minority Employees Purdue University Northwest
2017 Placement Goals

Information services
POSITION TYPE FEMALE BLACK HISPANIC ASIAN NATIVE AMERICAN TOTAL MINORITY
Ladder Rank Faculty, Library 0 0 0 0 0 0
Executive, Administrative & Managerial 0 0 0 0 0 0
Professional 1 0 0 0 0 0
Clerical 1 0 0 0 0 0
Technical/Paraprofessional 4 0 0 0 0 0
Service/Maintenance 1 1 0 0 0 1

Affirmative Action Placement Goals
October 2017
Purdue University Northwest

Campus
Ladder Rank Faculty, Humanities, Education & Social Sciences Female, Black
Ladder Rank Faculty, Education Black
Ladder Rank Faculty, Engineering and Sciences Female, Black, Hispanic
Ladder Rank Faculty, Technology Female
Ladder Rank Faculty, Business Black
Ladder Rank Faculty, Nursing Black, Hispanic, Asian
Ladder Rank Faculty, Library None
Executive, Administrative & Managerial None
Professional Asian
Secretarial and Clerical Black
Technical and Paraprofessional Female
Skilled Crafts Hispanic
Service and Maintenance Female
Chancellor
Executive, Administrative & Managerial None
Professional Female, Hispanic
Secretarial and Clerical Female, Black, Hispanic
Service and Maintenance Female, Black
Academic Affairs and Provost
Ladder Rank Faculty, Humanities, Education & Social Sciences Female, Black
Ladder Rank Faculty, Engineering and Sciences Female, Black, Hispanic
Ladder Rank Faculty, Technology Female
Ladder Rank Faculty, Business Black
Ladder Rank Faculty, Nursing Black, Hispanic, Asian
Ladder Rank Faculty, Education Black
Executive, Administrative & Managerial Black, Hispanic
Professional Asian
Secretarial and Clerical Black
Technical and Paraprofessional None
Skilled Crafts None
Finance and Administration
Executive, Administrative & Managerial None
Professional Hispanic
Secretarial and Clerical Black
Technical and Paraprofessional Female, Black
Skilled Crafts Female, Hispanic
Service and Maintenance None
Institutional Advancement
Executive, Administrative & Managerial None
Professional Black
Secretarial and Clerical Hispanic
Enrollment Management and Student Affairs
Executive, Administrative & Managerial None
Professional Asian
Secretarial and Clerical None
Technical and Paraprofessional None
Service and Maintenance Female, Black
Information Services
Ladder Rank Faculty, Library None
Executive, Administrative & Managerial None
Professional Female
Secretarial and Clerical Female
Technical and Paraprofessional Female
Service and Maintenance Female, Black

Development and Execution of Program

    1. Monitoring of Position Specifications

      1. Staff:
        The Employment Team within the Human Resources Department reviews all non-faculty position specifications for job-relatedness and non-discrimination on the basis of race, color, sex, disability, age, veteran status, religion, national origin, ancestry, genetic information, marital status, parental status, sexual orientation, or gender identity and expression, except where age, sex or national origin is a bona fide occupational qualification.
      2. Faculty
        Each academic department is responsible for monitoring its respective faculty job specifications for job-relatedness and non-discrimination on the basis of race, color, sex, disability, age, veteran status, religion, national origin, ancestry, genetic information, marital status, parental status, sexual orientation, or gender identity and expression, except where age, sex or national origin is a bona fide occupational qualification. The Office of Equity, Diversity, & Inclusion assists in this evaluation process.
    2. Distribution of Position Announcements

      All openings posted through the Human Resources Department are available for viewing on the Human Resources Department web site.16 Applicants having trouble accessing information on the Human Resources Department web site because of a disability are directed to contact Purdue’s Taleo Help desk at taleohelp@purdue.edu. Printed copies of the vacancies are also available in the Human Resources Department. Each job opening announcement is sent to Workforce Development, the NAACP, the Urban League, Goodwill Industries, HigherEdJobs and ARC Bridges. Additionally Administrative/Professional and Management/Professional position vacancies are sent to an array of websites in an effort to increase diversity among the applicant pool including individuals with disabilities and veterans.
      The Office of Equity, Diversity, & Inclusion monitors each faculty position announcement for an adequate search and recruitment plan. The office also checks for compliance with equal employment opportunity and affirmative action guidelines and disclaimers.
      Faculty postings are available for viewing on the Human Resources Department web site.17 Applicants having trouble accessing information on the Human Resources Department web site because of a disability are directed to contact Purdue’s Taleo Help desk at taleohelp@purdue.edu.
      Each advertisement and search plan is also reviewed to see that it includes mechanisms likely to reach protected class members. When efforts appear inadequate, the Office of Equity, Diversity, & Inclusion immediately calls the search chair, dean, or department head to urge additional and/or alternative strategies, including networking with those colleges and universities with minority predominance.

    3. Selection Process

      1. Education of Selection Personnel
        All employees involved in the hiring process are taught equal employment opportunity requirements in open workshops offered by the Office of Equity, Diversity, & Inclusion. This includes the “Faculty Search & Screen Procedures”.
        Adherence to Uniform Guidelines on Employee Selection
        The Human Resources Department adheres to the Uniform Guidelines on Employee Selection in its screening and referral process. Close communication is maintained between the Human Resources Department staff handling employment and the hiring supervisors. Visits with hiring supervisors are conducted regularly by recruiters to ensure compliance with the University’s policies and procedures.
    4. Recruitment and Referral Sources

      The Office of Equity, Diversity, & Inclusion will provide recruitment and referral sources by female and minority classification and academic discipline. These sources of information grow through networking and identifying appropriate organizations that advocate minority and female opportunities in employment.
      In an effort to address our underutilizations in the EEO6 categories within the various departments, the Office of Equity, Diversity, & Inclusion has begun working on a project that will assist departments with attracting more female and minority applicants when a position has opened up. Departments will be given lists of additional advertising sources that will address underutilizations specific to their area.

    5. Advertising

      Advertisements are prepared by the respective school or department. The Office of Equity, Diversity, & Inclusion monitors all faculty advertisements for possible discriminatory language and the inclusion of the statement: “Purdue University is an EEO/AA employer fully committed to achieving a diverse workforce. All individuals, including minorities, women, individuals with disabilities, and protected veterans are encouraged to apply.”
      The Human Resources Department and, when requested, the Office of Equity, Diversity, & Inclusion, monitors the non-faculty advertisements for inclusion of this statement.
      The phrase “an equal access/equal opportunity university” is used for advertising in publications pertaining to special events, programs, and activities.
      The Office of Equity, Diversity, & Inclusion advises and assists colleges, departments or units regarding wording and tone that might have greater recruitment appeal for women and minorities.

    6. Publications

      The Purdue Marketing Communications office ensures that University publications contain the phrase “an equal access/equal opportunity university.” They also check to see that where there are pictures of students, staff, or visitors, there is a balanced representation of women, minorities, veterans, and individuals with disabilities.

    7. Social and Recreational Opportunities

      For all University sponsored social and recreational functions, the University offers equal opportunity to all employees without regard to race, color, sex, disability, age, veteran status, religion, national origin, ancestry, genetic information, marital status, parental status, sexual orientation, or gender identity and expression.
      Also, institutional facilities will continue to be provided for all employees on an equal basis. Where segregation is necessary by sex, for example locker rooms or rest rooms, facilities will be substantially equal for males and females.
      A Gender Equity in Sports committee composed of selected employees, including Title IX Coordinators from the Westville and Hammond campuses and student athletes was developed by the Athletic department to ensure equity in PNW sports teams, practices and guidelines.

    8. Career Counseling

      The Office of Equity, Diversity, & Inclusion will periodically monitor these activities to determine if a significant number of protected class members are enrolling in these programs and to ensure that counseling sessions address informal lines of progress, upward mobility, and transfer opportunities which enhance development for protected class members.

    9. Special Initiatives by Organizational Units

      The following is a list of some of the special initiatives colleges and departments have engaged in to promote equal opportunity for women and minorities. The list is not exhaustive, but can be considered representative. Additional initiatives specific to veterans and individuals with disabilities are included in the Purdue University Northwest “Affirmative Action Plan for Veterans and Individuals with Disabilities.”

      1. Office of Equity, Diversity, & Inclusion

        The Office of Equity, Diversity, & Inclusion conducted Equity and Diversity and Title IX training with several areas of the Purdue University Northwest campus. The training sessions included resident advisors in University housing, coaches and athletes, camp directors, Deans and Department Heads, students and, in partnership with the Multicultural Campus Council, online training promoting Diversity and Inclusion Awareness for all members of the Purdue University Northwest community.
        The Director and Associate Director conducted personalized one-on-one training in specific situations as needed and made presentations to various classes and departments regarding harassment prevention. New employees and new students regularly receive training regarding the University’s Nondiscrimination and Anti-Harassment policies at their respective orientations.
        The Office of Equity & Diversity led Title IX training for all newly admitted students to Purdue University Northwest starting in August 2014 and continuing through each academic year. The online mandatory training entitled “Sexual Violence Awareness Training” was administered through Blackboard and was system wide. It contained three learning modules focusing on different aspects of sexual violence. The training also discussed awareness, prevention and guidelines regarding how to report and support victims of sexual violence. Sexual Violence Awareness Training is now administered by the Office of the Dean of Students.
        Another on line mandatory Title IX training administered by the Office of Equity, Diversity, & Inclusion for Purdue University Northwest employees is Mandatory Reporter Training. All “Responsible Employees” are Mandatory Reporters under Title IX. Mandatory Reporters include those people who have authority and responsibility to remedy harassment, or those whom a student would reasonably believe has such authority. Mandatory Reporters include, the chancellor, vice chancellors (including associate and assistant vice chancellors), deans, department heads, directors (including associate and assistant directors), faculty members (both tenure-track and non-tenure-track), athletic department staff, employees in supervisory or management roles, student affairs professionals, residential life administrators, resident assistants, police department staff, and academic advisors.
        Purdue University Northwest has elected to require Diversity & Inclusion training for all faculty, staff and student workers. The purpose of the training is to acquaint employees (faculty, staff and student workers) on workplace inclusivity best practices. Diversity and Inclusivity training is personalized to the Purdue University Northwest campus.
        At the request of AAUP the Office of Equity and Diversity (EDI) presented, “Who You Gonna Call” at both the Hammond and Westville campuses. The two hour workshop included a formal and informal discussion regarding equity policies. Scenarios about workplace situations were discussed and possible suggestions to address them were provided. The audience was both faculty and staff. Responses to anonymous questions that were submitted were distributed to attendees and also placed on EDI website.
        Training for PNW Investigators Hammond and Westville campuses regarding Purdue equity policies was led by Vice President Alysa Rollock and her team at the Westville campus in early July. The training gave investigators the opportunity to learn more about Purdue University equity policies. In addition it updated them on changes in policies and procedures pertinent to their investigatory responsibilities.

      2. Multicultural Campus Council

        The Multicultural Campus Council was established on September 16, 2005. The purpose of the Multicultural Campus Council is to encourage a more engaged, multicultural campus by supporting and promoting cultural and diversity events on campus and identifying programming opportunities in the areas of diversity and inclusion. The mission of the Multicultural Campus Council is as follows: “As change agents we seek to educate and engage the campus community on the value of respecting and embracing cultural difference while promoting inclusion.”
        Among other events, this committee supports and facilitates the annual Martin Luther King, Jr. Celebration, American Sign Language (ASL) Club Community “Fun Nite”, Student Government Association Topics and Treats, International Halloween Party, Diwali Festival, Dia de los Muertos (Unidos), One Book One University, Purdue Association for Korean Students (PAKS) Peppero Day, Suicide Awareness Panel and Performance (cancelled),Fulbright Alumni Scholar Visit and Speech, Martin Luther King, Jr. Day celebrations, Chinese New Year’s, Women’s Leadership Luncheon, “Environmental Racism in the Region” guest speakers by Union for Democratic Communications (UDC),PNW STEM Student Showcase, Social Justice Ally Training, Mama Charlotte O’Neal “Black History Month Speaker”, ASL Club Spring Community event, Annual Vietnam Veteran’s Luncheon, PNW Nursing Summer Camp, Global Groove, First Responders (cancelled), “Hands Out” Sexual Assault Awareness Campaign, Black Latinx in Cuba Speaker (cancelled),ASL Club May event, PEW Spanish Summer Camp“FBI in Latin America” by the History Department, Chinese Moon Festival, Drepung Gomang Monastery Sacred Arts Tour.

      3. Building Community Through the Arts (BCTA)

        This program was established as a community outreach project designed to reach the diverse external communities served by Purdue University Northwest.
        As a regional university, it is extremely important that we are engaged with our community in a variety of ways. Artistic expression is a universal attribute of human beings. By providing innovative, comprehensive and excellent programs, BCTA facilitates growth by the University community. The initial motivation for this program stemmed from recognizing that diverse cultures have important perspectives for all of us and it is vital to maintain that framework.
        The BCTA program is directed by an advisory committee whose members represent diverse areas from across the campus community. The College of Humanities, Education and Social Sciences sponsors BCTA. In support of Purdue University Northwest’s strategic plan, economic development and employee engagement, during the 2015-2016 academic year BCTA, and in part by the Multi-Cultural Campus Council, sponsored “Odyssey Art Tours” in March 2017.

Appendix A – Workforce Distribution Charts

Note: The data provided in some of the charts and graphs excludes insignificant racial/ethnic groups (unknown, multiracial, etc.) and consequently may not be fully indicative of all eeo-6 job categories.

Figure 1 – Distribution of Purdue University Northwest Employees by Job Category

Campus-2017 Total
Ladder Rank Faculty 196
Non-Ladder Rank Instructional 274
Student Assistants 191
Executive, Administrative, Managerial 65
Professional 145
Secretarial and Clerical 118
Technical and Paraprofessional 59
Skilled Crafts 9
Service and Maintenance 60
Totals 1117

Figure 2: Distribution of Purdue University Northwest Employees by Gender and Job Category

Campus-2017 Women Men Total
Ladder Rank Faculty 94 102 196
Non-Ladder Rank Instructional 168 106 274
Student Assistants 106 85 191
Executive, Administrative, Managerial 40 25 65
Professional 104 41 145
Secretarial and Clerical 114 4 118
Technical and Paraprofessional 16 43 59
Skilled Crafts 1 8 9
Service and Maintenance 16 44 60
Totals 659 458 1117

Figure 3: Distribution of Purdue University Northwest Employees by Race/Ethnicity and Job Category

Campus-2017 White Black Hispanic Asian AmerInd Total
Ladder Rank Faculty 127 9 11 44 0 196
Non-Ladder Rank Instructional 192 13 16 14 0 274
Student Assistants 94 10 18 33 0 191
Executive, Administrative, Managerial 45 8 3 6 0 65
Professional 103 23 11 1 1 145
Secretarial and Clerical 67 15 27 1 0 118
Technical and Paraprofessional 42 7 4 2 0 59
Skilled Crafts 8 1 0 0 0 9
Service and Maintenance 22 18 14 0 0 60
Totals 700 104 104 101 1 1117

Figure 4: Distribution of Purdue University Northwest Ladder Rank Faculty by Gender and College

Campus Ladder Rank Faculty – 2017 Women Men Total
Humanities, Education & Social Sciences 29 30 59
Education 9 3 12
Engineering and Sciences 16 31 47
Technology 4 24 28
Business 13 14 27
Nursing 22 0 22
Library 1 0 1
Totals 94 102 196

Figure 5: Distribution of Purdue University Northwest Ladder Rank Faculty by Race/Ethnicity and College

Campus Ladder Rank Faculty – 2017 White Black Hispanic Asian AmerInd Total
Humanities, Education & Social Sciences 44 2 5 8 0 59
Education 10 1 1 0 0 12
Engineering and Sciences 27 2 1 16 0 47
Technology 11 1 3 13 0 28
Business 16 2 1 7 0 27
Nursing 18 1 0 0 0 22
Library 1 0 0 0 0 1
Totals 127 9 11 44 0 196

Figure 6: Distribution of Purdue University Northwest Ladder Rank Faculty by Gender and Rank

Campus Ladder Rank Faculty -2017 Female Male Total
Professor 23 39 62
Associate Professor 40 43 83
Assistant Professor 31 20 51
Totals 94 102 196

Figure 7: Distribution of Purdue University Northwest Ladder Rank Faculty by Race/Ethnicity and Rank

Campus Ladder Rank Faculty – 2017 White Black Hispanic Asian AmerInd Total
Professor 39 1 5 17 0 62
Associate Professor 52 3 6 22 0 83
Assistant Professor 36 5 0 5 0 51
Totals 127 9 11 44 0 196

Figure 8: Distribution of Purdue University Northwest Non-Ladder Rank Faculty by Gender and College

Campus Non-Ladder Rank Faculty – 2017 Women Men Total
Humanities, Education & Social Sciences 91 37 128
Education 12 3 15
Engineering and Sciences 15 30 45
Technology 5 21 26
Business 11 10 21
Nursing 34 4 38
Library 0 0 0
General Studies 0 1 1
Total 168 106 274

Figure 9: Distribution of Purdue University Northwest Non-Ladder Rank Faculty by Race/Ethnicity and College

Campus Non-Ladder Rank Faculty – 2017 White Black Hispanic Asian AmerInd Total
Humanities, Education & Social Sciences 91 12 9 3 0 128
Education 12 0 0 0 0 15
Engineering and Sciences 32 0 1 6 0 45
Technology 19 0 2 2 0 26
Business 11 0 1 3 0 21
Nursing 27 0 3 0 0 38
Library 0 0 0 0 0 0
General Studies 0 1 0 0 0 1
Total 192 13 16 14 0 274