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University of Iowa Committee on Human Rights policies, 1958-1986

1968-11-15 University Human Rights Committee to President Howard Bowen Page 18

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possible, coordinate their efforts, both in curriculum and in hiring. 

III. Faculty Recruiting 
   In the absence of such a Center, it is difficult to envision what would attract large numbers of qualified Negroes to the faculty of the University of Iowa, since Iowa City has a very small Negro population and the Negro with a negotiable Ph.D. is probably, in most fields, in greater demand than his white counterpart. 
   A second recommendation of the Committee with respect to recruiting Negro faculty is that a memorandum be sent by the administration to all department chairmen outlining the need for greater Negro representation on the faculty. Of course, individual departments must still exercise control over their own hirings.
   IV. Recruiting Graduate Students 
   Negro graduate students may be regarded as falling into three categories. First, there are a small but growing number of Negro students which the University may hope to attract from colleges and universities around the country. Second, there are Negro graduates of the academically superior Negro schools, such as Howard University. Third, there are Negro graduates of Negro colleges which do not have high academic standing. 
   Category one is very difficult to recruit. There are a limited number of Negro students in this category, and the well-qualified student here is in demand by many institutions. The existence at Iowa of a Center for Afro-American Studies could prove an invaluable recruiting tool for graduate students in all three categories. 
   Good graduates in category two should be easier to recruit than in category one if the University sends recruiters to schools such as Howard. The effort would be further enhanced by individual department recruiters adding such schools to their itinerary.

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-18- possible, coordinate their efforts, both in curriculum and in hiring. III. Faculty Recruiting In the absence of such a Center, it is difficult to envision what would attract large numbers of qualified Negroes to the faculty of the University of Iowa, since Iowa City has a very small Negro population and the Negro with a negotiable Ph.D. is probably, in most fields, in greater demand than his white counterpart. A second recommendation of the Committee with respect to recruiting Negro faculty is that a memorandum be sent by the administration to all department chairmen outlining the need for greater Negro representation on the faculty. Of course, individual departments must still exercise control over their own hirings. IV. Recruiting Graduate Students Negro graduate students may be regarded as falling into three categories. First, there are a small but growing number of Negro students which the University may hope to attract from colleges and universities around the country. Second, there are Negro graduates of the academically superior Negro schools, such as Howard University. Third, there are Negro graduates of Negro colleges which do not have high academic standing. Category one is very difficult to recruit. There are a limited number of Negro students in this category, and the well-qualified student here is in demand by many institutions. The existence at Iowa of a Center for Afro-American Studies could prove an invaluable recruiting tool for graduate students in all three categories. Good graduates in category two should be easier to recruit than in category one if the University sends recruiters to schools such as Howard. The effort would be further enhanced by individual department recruiters adding such schools to their itinerary.