The Hispanic Outlook in Higher Education Magazine, December 2016

VOLUME 27 • NUMBER 3 DECEMBER 2016

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TEXAS A&M GRADUATES AIM TO CLOSE THE JUSTICE GAP

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LATINO KALEIDOSCOPE QUIERE COMBATE SAYS TRUMP TO MEXICO Written by Carlos D. Conde

T

here is an old Mexican saying by one of its former presidents, the legendary seven-term President Porfirio Diaz, 1876-19ll, who even back then had coined the apropos adage about his country’s relation with its neighbor, the United States.

“Tan legos de Dios y tan cerca de los Estados Unidos,” he sighed over some border issues with the United States. (“So far from God and so close to the United States.”)

It’s been a bone of contention between the two countries ever since, and it seems to not be getting any better with a combative Donald Trump as the incoming U.S. president.

One of Trump’s promises was that he was going to hold Mexico accountable for its transgressions with the U.S. throughout their neighborly history like their border/immigration issues, which according to him, hasn’t been neighborly at all.

Trump in his campaign railed against the U.S.’s neighbor over trade but in particular over the unseemly illegal immigration, which according to him, was festered with Mexican rapists and drug-running criminals.

He said he would build a border wall to keep them all out.

In the meantime, candidate Trump was invited in pre-election August for some tequilas and good diplomacy to Mexico City by Mexican president Enrique Pena Nieto who once compared Trump’s rhetoric to that of Adolf Hitler.

Trump nevertheless was charmed by Pena Nieto and the Mexican community saying afterwards, “wonderful people, high quality people.”

Pena Nieto said the invitation was

~

“in the interest of democracy and to create a dialogue” as if harboring a feeling that Trump might achieve the then unthinkable and beat Hillary Clinton in November, and the relationship might need some nourishing.

In the time between Trump’s visit to Mexico and his surprising election victory, Pena Nieto had said that inviting Trump had been a mistake, and he regretted it in the wake of loud criticism from his constituents. Now he’s coupled with dealing with Trump’s torments and threatening policies and enduring his peoples’ disenchantment.

Back then not many thought this would happen except for Trump, and now Mexico has the unexpected and discomforting task of confronting Trump, the president elect, on some of his more abrasive immigrant policies and enforcement aimed primarily at Mexicans.

It may not be that high on Trump’s to-do list, and he will probably be preoccupied with other chief executive matters more demanding than chasing illegal Mexicans back across the border.

Trump’s border wall, ludicrous as it may seem to Mexico and others, would be like The Great Wall of China—with lesser dimensions (supposedly 2,000 miles to China’s 13,500)—to exist like China’s in perpetuity as one of the world’s wonders but with debatable purpose and accomplishments.

“We will build a wall along the southern border, and Mexico will pay for the wall 100 percent.” Trump said during the presidential campaign.

“I would build it, and nobody builds walls better than me,” he added.

According to his projections, the wall would require 339 million cubic feet of

concrete (or three times what was used to build the Hoover Dam), reach up to 50 feet, cost about $10 billion (or maybe go as high as $25 billion) and stretch from Texas to California.

Trump isn’t too happy with U.S.-Mexico trade either and says he wants to renegotiate or eliminate the U.S.-Mexico signature pact, The North American Free Trade Agreement or NAFTA, (including Canada), which he calls the worst trade deal in history.

Curbing the illegal drug trade, which stems mostly across the porous U.S.-Mexico border, is a more vexing problem, and Mexico hasn’t done much to stem it, which frustrates the U.S.’s interdiction efforts and hampers the bi-lateral relations.

The incoming U.S. president has not elaborated on any novel interdiction efforts except for the multi-purposed great border wall, which the drug runners would find an easy challenge.

The irony of all this is that the passion for Mexicans migration to the U.S., legal or otherwise, has subsided, and many are returning to their homeland where the living standards have improved.

In 2016, there were 5.8 million Mexican illegals in the U.S. (down from 6.4 million in 2009) while the rate increased for those from Central America, Asia and sub-Sahara Africa.

President elect Trump may still build the wall, and if he does, it might make it, like The Great Wall of China, a testimony to a futile geopolitical reality. • Carlos D. Conde, an award-winning journalist, former Washington and foreign correspondent, was a press aide in the Nixon White House. Write to him at CDCONDE@aol.com www.HispanicOutlook.com • 3

THE HISPANIC OUTLOOK IN HIGHER EDUCATION MAGAZINE VOLUME 27 • NUMBER 3

FEATURED ARTICLE 18 DIVIDED AMERICA Minorities Missing in Many Legislatures

PUBLISHER JOSÉ LÓPEZ-ISA EDITOR IN CHIEF MARY ANN COOPER WASHINGTON DC BUREAU CHIEF PEGGY SANDS ORCHOWSKI CONTRIBUTING EDITORS CARLOS D. CONDE, MICHELLE ADAM EDITOR EMERITUS MARILYN GILROY CONTRIBUTING WRITERS GUSTAVO A. MELLANDER CHIEF OF HUMAN RESOURCES & ADMINISTRATION TOMÁS CASTELLANOS NÚÑEZ CHIEF OF ADVERTISING, MARKETING & PRODUCTION MEREDITH COOPER RESEARCH & DEVELOPMENT DIRECTOR MARILYN ROCA ENRÍQUEZ ART & PRODUCTION DIRECTOR RICARDO CASTILLO DIRECTOR OF ACCOUNTING & FINANCE JAVIER SALAZAR CARRIÓN SALES ASSOCIATE SERGIO LUGO ARTICLE CONTRIBUTORS MICHELLE ADAM, SUZANNE BOYLE, CARLOS D. CONDE, MATTHEW DALY, GUSTAVO A. MELLANDER, JENNIFER C. KERR, LISA LEFF, DAVID A. LIEB, GARY M. STERN, JIM VERTUNO

4 • December 2016

PUBLISHED BY “THE HISPANIC OUTLOOK IN HIGHER EDUCATION PUBLISHING COMPANY, INC.” Editorial Policy The Hispanic Outlook in Higher Education Magazine® (ISSN 1054-2337) is a national magazine. Dedicated to exploring issues related to Hispanics in higher education, The Hispanic Outlook in Higher Education Magazine®is published for the members of the higher education community. Editorial decisions are based on the editors’ judgment of the quality of the writing, the timeliness of the article, and the potential interest to the readers of The Hispanic Outlook Magazine®. From time to time, The Hispanic Outlook in Higher Education Magazine® will publish articles dealing with controversial issues. The views expressed herein are those of the authors and/or those interviewed and might not reflect the official policy of the magazine. The Hispanic Outlook in Higher Education Magazine® neither agrees nor disagrees with those ideas expressed, and no endorsement of those views should be inferred unless specifically identified as officially endorsed by The Hispanic Outlook in Higher Education Magazine®.

Letters to the Editor The Hispanic Outlook in Higher Education Magazine ® email: info@hispanicoutlook.com Editorial Office 299 Market St, Ste. 145, Saddle Brook, N.J. 07663 TEL (201) 587-8800 or (800) 549-8280 “‘The Hispanic Outlook in Higher Education’ and ’Hispanic Outlook are registered trademarks.’”

on the cover PHOTO BY MORENOVEL/DEPOSITPHOTOS.COM

THE HISPANIC OUTLOOK IN HIGHER EDUCATION MAGAZINE DECEMBER 2016

Table of

CONTENTS

6 12 9

Law degrees

13

3

LATINO KALEIDOSCOPE Quiere Combate Says Trump to Mexico

by Carlos D. Conde

6

RECENT TEXAS A&M GRADUATES AIM TO CLOSE THE JUSTICE GAP School of Law has attracted a 24 percent minority student body

by Gary M. Stern

9

PACE UNIVERSITY ESTABLISHES A NEW LAW CLINIC School’s new Food and Beverage Law Clinic will address food industry legal issues

by Michelle Adam

12

LAW DEGREES GRANTED IN 2015 Hispanic students received the most degrees at these higher education institutions

by Department of Education

13

THE PHD PROJECT ANNOUNCES 2016 INDUCTEES TO HALL OF FAME The award-winning program established the Hall of Fame in 2011 to recognize a select few who have inspired many to increase diversity in management

by The PhD Project

16

SCOTUS RULING SIGNALS ‘YELLOW LIGHT’ ON COLLEGE AFFIRMATIVE ACTION Ruling provides reassurance but is unlikely to bolster more explicit race-conscious practices

by Lisa Leff, Associated Press

18

DIVIDED AMERICA: MINORITIES MISSING IN MANY LEGISLATURES New Congress: minorities gain but still overwhelmingly white

by David A. Lieb, Associated Press

23

DATA SHOWS BETTER PAYOFF FOR PUBLIC COLLEGE CAREER PROGRAM GRADS Tech program makes reluctant student productive

by Suzanne Boyle, Belleville News-Democrat

24

TARGETING HIGHER EDUCATION Graduate Degrees and Jobs

by Gustavo A. Mellander

www.HispanicOutlook.com • 5

Recent Texas A&M Law School Graduates Aim to

CLOSE THE JUSTICE GAP

Susan Fortney

T

o overcome the justice gap in Texas, Texas A&M Law School, based in Fort Worth, Texas, established the Texas Apprenticeship Program, which trains law school graduates to manage and run a solo or small firm, explains Susan Fortney, a Texas A&M law professor who organizes the program.

6 • December 2016

The justice gap operates in two ways: a huge number of people make too much money and don’t qualify for free legal aid and therefore, can’t pay market rates for lawyer’s services, and secondly, attorneys require additional training to operate their practices efficiently and professionally to provide these services, explained

Fortney who previously taught at Texas Tech and Hofstra law schools.

Launched in fall 2016, it pairs an experienced attorney running a solo or small law firm with a recent Texas A&M law school graduate who functions like an apprentice.

During this three-month program, graduates receive $1,000 monthly

PHOTO COU RT ESY OF T EX AS A&M L AW SCHOOL

Story By Gary M. Stern

PHOTO LICENSED BY INGRAM IMAGE

stipends. Initially the program accommodates five students, which will gradually expand to nine and to a dozen.

It matches recent law school graduates with practitioners who share common specialties and values.

The graduates work in the mentor’s office to learn the necessary skills of running a legal practice.

Recent law graduates were selected as the target audience because they’ve already undergone experiential learning in most law schools via externships, internships and clinics.

The program provides “intensive training in the field they’ve selected” once they’ve made the commitment to operate a solo practice, Fortney suggests.

Funding for the program, which includes financing the stipends, stemmed from a $25,000 grant from the Texas Bar Foundation, a sum matched by Texas A&M Law School.

The ideal student accepted into the program “is genuinely interested in solo practice and representing people of modest means. The program recognizes that the need is out there and helps lawyers make a living and do good at the same time,” Fortney suggested.

While minority attorneys are not targeted specifically, Fortney expects that many will be attracted to it. The program “provides the training and support for people to go back to their community and service it.” In Texas, where there’s minimal free legal aid, the program “accelerates their growth in criminal defense practice, if that is what they decide to do,” Fortney noted.

Texas A&M University School of Law has attracted a 24 percent

minority student body. In fall 2016, its 493 students were 72 percent white, 13 percent Hispanic, six percent African-American, three percent Asian-American, and two percent bi-racial.

Furthermore, the program is “helping recent graduates see this (solo practice) as a viable career path.

Most people who come to law school think they will work in a larger law firm and earn a six-figure salary,” Forney said, hinting that unemployment for law school graduates has risen and hiring for many top notch law firms has subsided.

The program emphasizes two sets of skills: 1) running an office and 2) mastering specialties such as family practice or criminal defense. “They learn about everything including negotiating settlements, making court appearances, the nuts and bolts of running a practice, and what happens when lawyers get into trouble because they don’t know to manage their practice,” Fortney noted.

Included in the three-month program is a practicum taught by a field supervisor or practicing attorney who covers the full spectrum of running a solo office. That entails www.HispanicOutlook.com • 7

“getting clients into the door, marketing, pricing, learning about insurance, being accountable, handling taxes,” she said.

The program at Texas Apprenticeship Program is decentralized, and that’s a distinguishing factor, Fortney noted. Instead of bringing recent graduates into a classroom as a group; they’re sent into the field and into specific communities to learn directly from solo practitioners. She called the program “an accelerator more than an incubator. We’re accelerating growth.”

Julissa Martinez, an experienced solo practitioner who runs a three-person office with a receptionist and case manager, is serving as mentor to recent Texas A&M Law school graduate Emily Hindman. Martinez’s office is located in Waxachachie, Texas, which is 35 miles south of Dallas in the Rio Grande Valley.

The town is filled with “citizens and clients who need help. They’re not finding enough qualified attorneys to tackle these cases,” Martinez explained, and by mentoring Hindman, she’s doing her part to attract more attorneys to practice there.

Martinez handles criminal defense cases in all of its guises—murders, assaults, misdemeanors, child protection. “I do the whole gamut,” she revealed.

In the office, Hindman operates as “a paralegal. She can take cases from beginning to end,” Martinez explained. Hindman has listened and observed some of Martinez’s client conferences and then can decide which cases she wants to pursue.

Martinez supervises and guides her in the entire process of client management.

8 • December 2016

Martinez is teaching her apprentice about “the holistic approach to law” including the nuances attorneys don’t learn in law school. Martinez advises her on “the practice of law, what’s at stake, knowing the people who run the court system or when to hire an expert in DNA.” She shows her apprentice how to “file motions and petitions and deal with case managers in child protection cases.”

She also encourages her apprentice to be assertive. “Sometimes you have to tell clients what they don’t want to hear. You have to be realistic with them,” Martinez said. And she added, “You have to work hard.

If not, you don’t get paid.”

The Texas Apprenticeship Program is particularly important in small towns, Martinez suggested.

“Inevitably, families need a family law attorney, renters and landlords need contract attorneys, those involved in accidents need personal injury attorneys.” And locating qualified counsel can be difficult.

Emily Hindman, a 41-year-old, 2015 Texas A&M Law School graduate, previously ran her own outpatient counseling office for 15 years and prefers to run her own practice rather than be hired in a larger firm.

“The thought of punching a time clock didn’t appeal to me,” she said, adding she prefers to set her own time frame and schedule.

By participating in the program and learning from Martinez, Hindman intends to learn more “about the business side of running a solo practice such as the accounting, payroll for office staff, time management, paying bills, using a trust account.” Having worked with

Texas A&M University School of Law has attracted a 24 percent minority student body. In fall 2016, its 493 students were 72 percent white, 13 percent Hispanic, six percent AfricanAmerican, three percent Asian and two percent bi-racial.

Martinez a short time, she’s already observed many things she didn’t learn in law school including “negotiation, considering the big picture for your client, office management and how the local rules of the court affect your decisions.”

Hindman also wants to master “dealing with difficult clients, learning how to lean on office staff, how to work in high stress courtroom settings and ways to appropriately address the court.”

Fortney sees the program as a win/win for recent law school graduates and Texas communities. “It provides students with the training and support to pursue this career path, and when they do, it’s a win for the community because the community now has more and better qualified lawyers to represent individuals.” •

PACE ESTABLISHES A NEW CLINIC Written By Michelle Adam

~

PHOTO COURT ESY OF PACE UNIVERS ITY

P

ace University’s Elisabeth Haub School of Law has long educated leaders in environmental and advocacy law, producing more than 9,000 alumni around the world since its inception in 1976. It should therefore come as little surprise that the school will soon launch a Food and Beverage Law Clinic that addresses legal issues associated with a growing sustainable food industry.

“I’m really excited. I have been waiting to do this for many years,” said Professor Margot J. Pollans, the faculty director of the Pace-NRDC Food Law Initiative. She recently came to Pace University to help establish the food and beverage clinic after creating a similar clinic at UCLA in early 2016 as part of her two-year fellowship there with its food and law policy program.

As soon as next semester, in January 2017, Pace’s new clinic will assist local farmers, food entrepreneurs, micro brewers and distillers, and other activists navigate the modern food, agricultural and environmental climate of the surrounding tri-state area of White Plains, N.Y., where the university is located.

Professor Margot J. Pollans, the faculty director of the Pace-NRDC Food Law Initiative.

www.HispanicOutlook.com • 9

10 • December 2016

PHOTO LICENSED BY INGRAM IMAGE

The clinic is especially important given this “moment in history where we are making changes in the way our food system is structured,” Pollans said. “Our food structure has been affected by climate change, and now people are becoming more aware of where their food comes from. Diet-related diseases such as heart disease and diabetes have prompted more people to look at what we are eating and the foods produced. After all, 10 percent of greenhouse gases and water contamination can be traced to agricultural practices.”

In the past decades, food sources and farms consolidated into bigger organizations and businesses, but today, more and more start-ups are being created, and the trend toward consolidation is reversing. “Smaller businesses are emerging, and part of the clinic’s mission is to provide equity into the system by creating access to land for populations traditionally excluded, and access to business ownership,” Pollans said. “In the NYC area, where land is expensive, there is a lot of competition for land between home owners, suburb development and farming. But there are lots of mechanisms to make land more affordable like agricultural easements or getting special zoning ordinance. Using these tools is not always user friendly, and we are here to help.”

As investments in “farm to table” businesses have grown, more businesses and organizations are in need of necessary but affordable or pro-bono legal counsel to effectively build more sustainable and environmentally-friendly agricultural practices. The clinic’s $400,000 grant from alumnus Rob Sands, and

Constellation Brands, where Sands is CEO and President, has made offering this support possible, as has Pace Law’s project partner, Natural Resources Defense Council (NRDC).

The Natural Resources Defense Council (NRDC) is an international nonprofit environmental organization with more than 2 million members and online activists. Since 1970, its lawyers, scientists and other environmental specialists have worked to protect the world’s natural resources, public health and the environment.

NRDC is committed to fixing the broken national food system and

rebuilding strong, equitable and sustainable regional food systems.

According to Mark A Izeman, Senior Attorney and Director of the New York Program at NRDC, “This path-breaking clinic will provide much needed legal help to farmers and food revolutionaries in the region. It will also create a national food law model that others can replicate across the country. Together, NRDC and Pace are training a new generation of lawyers that will help rebuild our broken food systems and cultivate stronger, sustainablefarming economies.”

While it’s hard to measure the number of Hispanic clients and students who will benefit from the clinic, “Part of the mission of the clinic is to promote equity in the food system by supporting minority-owned businesses and programs that facilitate access to the means of food production for populations who have historically not had equitable access,” Pollans said. “Hispanic farmers and Hispanic-owned food businesses are absolutely part of the clinic’s client base.”

In addition, Pace Law students, 37 percent of which are Hispanic, will benefit greatly from this clinic.

The venture will enroll six to 10 students to work with four to 10 clients per semester. As in most law school clinics, students will do the bulk of the legal work and client counseling under the supervision of the new clinic director, Jonathan Brown. The clinic’s pedagogical mission will be to teach students fundamental transactional lawyering skills, aid students in the development of a professional identity and help students think analytically and critically about the law and the role of lawyers in food systems. The clinic’s programmatic mission will be to facilitate development of a socially, economically and environmentally sustainable regional food system by providing direct legal services to individuals and organizations who seek to implement just and sustainable farming, food processing, and food distribution.

Examples of projects students may be involved in are as follows: A farmer operating on leased land seeking to purchase nearby land that has come available and wishes to explore options—including available

loans, grants and purchase of development rights—to make the purchase feasible; a mid-sized produce farmer looking for assistance in determining applicability of new food safety regulations to his farm and compliance obligations under those regulations; a mid-size farmer needing help in negotiating and drafting a purchase contract with a restaurant or other venue; and a start-up multiuse community space planning to host a community kitchen and community events seeking assistance with a range of legal issues including real estate, zoning and corporate formation.

Beyond working with clients, the food and beverage law initiative will also host an annual lecture focusing on critical food law topics (the first annual lecture was held on January 27, 2016) and has a workshop series for law students and lawyers to build the capacity of the legal community to deal with food and agriculture issues.

Currently, there are six to seven schools with food law programs across the country. There are several clinics that work on policy issues (including one at Harvard, one at Vermont and one at UCLA), a few that work on environmental issues (including Duke and several others), and two more that work on food law transactional issues (at Michigan State and at Stanford), as Pace plans to do.

As this New York State university joins the ranks of those providing law clinics for a growing industry, it too will serve as an example for other institutions of higher education to follow. Already Pace students have shown great interest in the program,

As investments in “farm to table” businesses have grown, more businesses and organizations are in need of necessary but affordable or pro-bono legal counsel to effectively build more sustainable and environmentallyfriendly agricultural practices. as have local tri-state food and beverage organizations and businesses seeking legal advice.

“The goal beyond the two years of funding is to expand our fundraising and establish something permanent,” Pollans said about the future.

She envisions more students one day pursuing law careers in this growing food and beverage field or at least having the expertise to offer pro-bono assistance to farmers and others as they work for more mainstream law firms.

Together, future Pace lawyers, and students graduating from other such programs, can one day help build a new, sustainable future. •

www.HispanicOutlook.com • 11

LAW DEGREES GRANTED IN 2015 2015 First major Law Degrees total 1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

11.

12.

13.

14.

15.

16.

17.

18.

19.

20.

21.

22.

23.

24.

25.

University of Miami Loyola Marymount University St Thomas University Nova Southeastern University Florida International University Southwestern Law School The University of Texas at Austin American University St Mary’s University South Texas College of Law Harvard University Western Michigan University-Thomas M. Cooley Law School Arizona Summit Law School Barry University Florida Coastal School of Law New York Law School University of Florida Suffolk University Texas Southern University New York University Georgetown University University of California-Hastings College of Law Thomas Jefferson School of Law Yeshiva University California Western School of Law Stetson University University of California-Berkeley Whittier College The John Marshall Law School University of Houston Rutgers University-Newark University of San Diego Illinois Institute of Technology Texas Tech University University of New Mexico-Main Campus Northwestern University Texas A & M University-College Station University of California-Los Angeles University of Maryland Baltimore Columbia University in the City of New York New England Law-Boston Golden Gate University-San Francisco Loyola University Chicago Arizona State University-Tempe Charlotte School of Law DePaul University George Washington University

State

Total

Hispanics

Latino

Latinas

% Hispanics

FL CA FL FL FL CA TX DC TX TX MA MI AZ FL FL NY FL MA TX NY DC CA CA NY CA FL CA CA IL TX NJ CA IL TX NM IL TX CA MD NY MA CA IL AZ NC IL DC

416 369 165 293 145 316 354 462 216 339 590 688 333 238 415 352 308 464 151 485 675 308 237 363 224 281 278 176 381 252 244 248 278 208 105 288 224 334 269 415 335 162 270 223 440 252 472

106 78 78 75 73 69 68 64 64 58 52 51 49 47 47 47 47 45 45 44 42 42 41 41 40 36 36 36 34 34 33 33 32 32 32 31 31 31 31 29 29 28 28 27 27 27 27

42 32 25 36 32 24 28 29 32 40 24 28 18 13 16 22 28 21 15 27 23 23 22 11 9 16 15 15 17 15 18 11 16 18 18 18 15 17 16 9 13 9 14 19 9 12 10

64 46 53 39 41 45 40 35 32 18 28 23 31 34 31 25 19 24 30 17 19 19 19 30 31 20 21 21 17 19 15 22 16 14 14 13 16 14 15 20 16 19 14 8 18 15 17

25% 21% 47% 26% 50% 22% 19% 14% 30% 17% 9% 7% 15% 20% 11% 13% 15% 10% 30% 9% 6% 14% 17% 11% 18% 13% 13% 20% 9% 13% 14% 13% 12% 15% 30% 11% 14% 9% 12% 7% 9% 17% 10% 12% 6% 11% 6%

Source: IPEDS, NCES DATABASE LIST OF 4 YEAR SCHOOLS GRANTING LAW DEGREES. 12 • December 2016

The PhD Project Announces 2016

Inductees to Hall of Fame Story provided By The PhD Project

M

ontvale, N.J. -- The PhD Project, an award-winning program to increase diversity in management, announced the 2016 inductees into its PhD Project Hall of Fame. They are: Julie Kendall, professor of management at Rutgers School of Business-Camden; Kenneth Kendall, distinguished professor of management at Rutgers School of Business-Camden; Eli Jones, dean of Mays Business School, Texas A&M University; José Rosa, professor of marketing and sustainable business practices and director of the Ph.D. program in marketing at University of Wyoming College of Business.

The PhD Project established the Hall of Fame in 2011 to recognize a select few who have inspired many.

These individuals have sustained an unwavering commitment to The PhD Project’s mission, and their positive leadership has resulted in significant encouragement and impact within The Project’s network of minority business doctoral students and faculty.

“We are pleased to present the 2016 inductees to The PhD Project Hall of Fame. Since our inception, these individuals have served The Project as presenters, mentors and advisors,” said Bernard J. Milano, president of The PhD Project and

the KPMG Foundation, the founder, lead funder and administrator of The Project. “They have put forth great effort to create diversity in academia and ultimately, the business world.”

Dr. Julie Kendall is a professor of management in the School of Business-Camden, Rutgers University.

She is a Fellow of the Decision Sciences Institute, a past chair of IFIP Working Group 8.2 and was awarded the Silver Core from IFIP. Kendall has published over 75 research articles in information systems. She is co-author of a text used worldwide, “Systems Analysis and Design, 9th edition,” published by Pearson.

Kendall is an associate editor for the Communications of the Association for Information Systems (CAIS) and serves on the Senior Advisory Board for JITTA, the editorial review board of the Journal of Database Management, and has served on the editorial review board of the Decision Sciences Journal of Innovative Education since its inception. Kendall served as the Association for Information Systems vice president for SIGs, Chapters, and Colleges for six years. She also served as an associate editor for MIS Quarterly and was part of the inaugural editorial board for the Journal of the Association for Information Systems (JAIS). Kendall who

earned her doctorate at the University of Nebraska-Lincoln and was a visiting scholar at Cambridge University has developed and presented several workshops to the Information Systems Doctoral Students Association, including interactive workshops with her spouse, co-author and fellow Hall of Fame inductee, Dr. Kenneth E. Kendall, on how to publish research in peer reviewed journals. She has served as an external evaluator of tenure and promotion cases for many graduates of the PhD Project ISDSA. Dr. Kenneth Kendall is a distinguished professor of management in the School of Business-Camden, Rutgers University. He is one of the founders the International Conference on Information Systems (ICIS) and a Fellow of the Decision Sciences Institute (DSI). He served as president of DSI and the chair of IFIP Working Group 8.2. Kendall has been named as one of the top 60 most productive MIS researchers in the world; and he was awarded the Silver Core from the International Federation of Information Processing. He has published over 100 research articles. He served as program chair for both DSI and AMCIS (Americas Conference on Information Systems). He recently co-authored a text, “Systems Analysis and Design, 9th edition,” which www.HispanicOutlook.com • 13

has been translated into many languages. Kendall also edited the book “Emerging Information Technologies: Improving Decisions, Cooperation, and Infrastructure.” He served as associate editor for the journal “Decision Sciences” for 12 years and currently serves as associate editor or on the editorial boards of many other scholarly journals in information systems. Kendall whose doctorate is from SUNY Buffalo has participated with minority students and faculty in the PhD Project Information Systems Doctoral Students Association Conference as a presenter and mentor since ISDSA began in 1996. He has particularly enjoyed developing interactive workshops with his wife who is a co-author and a fellow Hall of Fame inductee.

Dr. Eli Jones is professor of marketing, dean of Mays Business School, and Lowry and Peggy Mays Eminent Scholar at his alma mater, 14 • December 2016

Texas A&M University. From July 1, 2012 until June 30, 2015, he was dean of the Sam M. Walton College of Business and the Sam M. Walton Leadership Chair at the University of Arkansas. From July 1, 2008 until June 30, 2012, he served as dean of the E. J. Ourso College of Business and the E. J. Ourso Distinguished Professor of Business at Louisiana State University (LSU). Jones was at the University of Houston for 11 years. There he was assistant professor, associate professor with tenure, full professor, associate dean for executive education programs and, prior to that, the founding executive director of the Sales Excellence Institute at the University of Houston.

He has published in the “Journal of Marketing,” “Journal of the Academy of Marketing Science,” “Journal of Personal Selling & Sales Management,” “Management Science,” and “Journal of Applied Psychology,”

among others. He has received Excellence in Teaching awards on the university, national and international levels.

Dr. José Rosa is professor and Dean’s Fellow in Marketing in the College of Business at Iowa State University. He completed his Ph.D. at the University of Michigan and served on the faculty at University of Illinois at Urbana-Champaign, Case Western Reserve University, University of Illinois at Chicago and University of Wyoming before coming to ISU. Early in his career, Rosa explored marketing phenomena in areas such as the social construction of markets (minivans and motorcycles), how companies manage innovation and unleash creativity, business-to-business marketing management and the influence of body knowledge on internet shopping. More recently, his re-search has focused on how factors such as

PHOTOS COURTESY OF THE PHD PROJECT

Julie and Kenneth Kendall, Rutgers School of Business; Eli Jones, Texas A&M University’s Mays Business School; José Rosa, University of Wyoming College of Business

PHOTO LICENSED BY INGRAM IM AG E

When The PhD Project was created, there were only 294 doctorally qualified AfricanAmerican, Hispanic American or Native American business professors in all U.S. business schools.

Today, there are 1,344 minority business professors. hope and family influence the innovativeness and success of subsistence consumers and subsistence consumer-merchants in countries such as India, Colombia and Fiji. He is also doing work on factors that influence consumer persistence with virtuous goals such as healthcare and sustainability, and on how female consumer merchants negotiate ambiguity in marketplaces. At Iowa State and other universities, Rosa has taught courses in marketing management, organizational change, managing for creativity, consumer behavior and business-to-business marketing. He received the American Marketing Association Williams-Qualls-Spratlen Multicultural Mentoring Award and was inducted to the PhD Project Hall of Fame in 2016. He was an American Council on Education Fellows in 2013-2014.

When The PhD Project was created, there were only 294 doctorally

qualified African-American, Hispanic American or Native American business professors in all U.S. business schools. Today, there are 1,344 minority business professors.

Further, 278 minorities are currently enrolled in doctoral programs and will take a place at the front of the classroom over the next few years. The PhD Project provides direct access to these individuals, so companies providing funding at or above a certain level can connect with participants and their students to share information about careers, scholarships and other educational initiatives.

The PhD Project 2016 Hall of Fame’s inductees will be honored at the organization’s annual conference in November. A new class of inductees is selected annually with supporters of The PhD Project and the public invited to submit nominations for each year’s class.

The PhD Project has received ongoing support from its sponsoring companies, participating universities and organizations, and supply alliance members. Its founding organizations in addition to the KPMG Foundation, are the Graduate Management Admission Council, Citi Foundation, AACSB International. The leading corporations, foundations and associations funding it include: 300+ Participating Universities, AICPA Foundation, DiversityInc, Dixon Hughes Goodman LLP, Rockwell Collins, Wal-Mart Stores, Inc., American Marketing Association, John Deere Foundation, CIGNA, Edison International (on behalf of the California State University System), Lincoln Financial Group, Aerotek/TEKsystems (operating companies of Allegis Group), American Accounting Association, The Hershey Company, Academy of Management, NASBA, OCWEN and Thrivent Financial. • www.HispanicOutlook.com • 15

SCOTUS RULING SIGNALS ‘YELLOW LIGHT’ ON COLLEGE AFFIRMATIVE ACTION Written By Lisa Leff, Associated Press

S

AN FRANCISCO (AP) — In upholding an affirmative action program at the University of Texas this summer, the U.S. Supreme Court provided some reassurance to the minority of the nation’s colleges that continue to consider an applicant’s race in admissions. But the ruling is unlikely to result in an expansion of more explicit race-conscious practices that have fallen out of favor in the past two decades due to shifting public opinion, previous court rulings and state bans for public institutions, legal and education experts said.

[And now, with the prospect of a new administration filling a current SCOTUS vacancy and future vacancies with conservative judges, affirmative action programs might become less politically viable in the future].

In a 4-3 opinion, a court majority held that Texas demonstrated its narrowly tailored policy of looking at race to fill one-quarter of its freshman classes was necessary because a strictly “nonracial approach” failed to produce enough student diversity.

The prevailing justices also noted, though, that higher education leaders must ensure their affirmative action measures are based on strong evidence of their need and efficacy.

They also said the measures must be periodically reassessed to determine if they remain valid.

16 • December 2016

“I think this is a yellow light, a continuing yellow light that says you can proceed here, but you must proceed with caution because these are challenging issues that require intense thought, review and deliberation,” said Arthur Coleman, co-founder of education consulting firm EducationCounsel.

Only one-quarter of the nation’s four-year colleges take into account race and ethnicity when assessing applicants, according to survey data from The College Board, a nonprofit that administers the SAT and AP tests. Highly selective private schools are the most likely to, with 62 percent listing race and ethnicity among their evaluation criteria compared with 21 percent of the most selective public colleges.

The vast majority of the campuses with race-conscious programs — including the eight Ivy League schools and the nation’s service academies — say race is not as important to their deliberations as a student’s gradepoint average, personal essay, high school course load and standardized test scores, The College Board data show.

The outcome of the Texas case should be welcome news to schools that use race along with other markers of student diversity, such as parental education or experience overcoming adversity, in deciding whom to ad-

mit, American Council on Education general counsel Peter McDonough said.

“Today’s decision recognizes that the formula for educational excellence is elusive, that it changes over time and that it is usually affected by context,” McDonough said. “If you feel as an institution you have gone about this in a defensible, sensible way and you really believe in the value of a diverse learning community, you should feel very good today about what you can accomplish tomorrow.”

The high court repeatedly has held in the years since it outlawed the use of quota systems in 1978 that higher education institutions must have sound reasons for seeking diversity in their student bodies. But it also has limited the methods they can use to bring it about.

In a pair of cases challenging University of Michigan admission policies, court majorities ruled in 2003 that admissions officers can look at race but only as one of several factors determining an individual’s acceptance or rejection and only if no viable alternatives for creating racially diverse classes exist.

Century Foundation Senior Fellow Richard Kahlenberg said the earlier rulings and the unpopularity of race-based policies among the public drove schools to employ alternative strategies, such as recruiting students from low-income families and disadvantaged schools. He worries they might be less motivated to make use of those approaches now.

“Every dollar universities spend on financial aid for needy students is a dollar they can’t spend on boosting their rankings, so they are very reluctant to take on class diversity,”

Only one-quarter of the nation’s fouryear colleges take into account race and ethnicity when assessing applicants, according to survey data from The College Board, a nonprofit that administers the SAT and AP tests.

Kahlenberg said. “The one incentive they had was socio-economic affirmative action was a legal way of producing racial diversity, and now I think the Supreme Court has reduced that pressure.”

Eight states — Arizona, California, Florida, Michigan, Nebraska, New Hampshire, Oklahoma and Washington — have banned public colleges and universities from practicing affirmative action in any form.

Elsewhere around the country, policies vary considerably.

None of the public universities in Alabama, Alaska, Arkansas, Hawaii, Idaho, Iowa, Kansas, Mississippi, New Mexico and Wyoming have race-sensitive admission policies, while majorities do in Connecticut, Wisconsin and Virginia.

Even at the University of Texas, Austin, the school at the center of the ruling, three-quarters of the incoming freshman classes are made up of Texas residents who automatically gain admission by graduating at the top of their classes. •

Some Key Figures and People in the Affirmative Action Case Written By Jim Vertuno, Associated Press as chose to include race as a factor, Texas USTIN, Texas (AP) — A look at some factors and key players in Fisher vs. the A&M opted for a program that aggressively recruits first-generation students from lowUniversity of Texas, the years-long case that ended Thursday when the Supreme Court er-income families. handed affirmative action a major victory Q: Who is Abigail Fisher? by upholding the school’s admissions program that takes account of race: A: Fisher is the white plaintiff who sued Texas over the admissions policy in 2008 when her application was denied after gradQ: How many students are estimated uating her Houston-area high school in the to benefit from the Texas policy that intop 11 percent of her class. She enrolled and cludes race as a factor?

A: Texas caps automatic admissions under graduated from Louisiana State University.

Fisher, now 25, lives in Austin, just a the state’s Top 10 percent law — which few miles from the UT campus. Fisher is a guarantees entry into a public university for financial analyst, plays the cello in two local high school students who graduate in the orchestras and leads a “low-profile life,” said top 10 percent of their class — at 75 percent. That leaves 25 percent selected within Edward Blum, head of the Project on Fair Representation, who recruited Fisher to the the holistic admissions plan that includes case. race and other factors.

“I am disappointed that the Supreme White students made up a majority Court has ruled that students applying to of the University of Texas population unthe University of Texas can be treated diftil 2010, but no longer. According to fall ferently because of their race or ethnicity.

2015 enrollment figures, Texas had a total I hope that the nation will one day move enrollment of almost 51,000 with 45 perbeyond affirmative action,” Fisher said in a cent white, 19.5 percent Hispanic, 17 perstatement. cent Asian and 4 percent black. In 2002, Hispanics made up 12 percent of the UT Q: Who is Edward Blum? population and blacks were at 3 percent.

A: A former stockbroker and one-time los“We don’t have a (racial) quota. It is not ing congressional candidate, the 64-yearconstitutional to say our target is to reach a old Blum (pronounced BLOOM) considpercentage in any category,” Texas President Greg Fenves said. “What we look at is the ers himself a crusader for “colorblind” civil education environment, students of a difrights.

He has had several cases before the ferent background, different point of view.”

Supreme Court. In 1996, the court struck down a Houston voting district Blum chalQ: Do other Texas schools use race as a factor in admissions? lenged as racially gerrymandered. And he A: Texas’ admissions policy is unique within was behind a landmark 2013 case from Alabama that knocked down a key portion the nine academic campuses of the Univerof the Voting Rights Act. Civil rights advosity of Texas System, but some of the medicates have criticized that case as gutting the cal campuses also use race as a factor.

The state’s other flagship research instiVoting Rights Act and opening the door for tution, Texas A&M University, does not use Republican-led states to pass voter ID laws.

A University of Texas graduate, Blum race as a factor in admissions. In 2015, Texas searched a couple of years for a plaintiff to A&M’s 23 percent Hispanic and black enchallenge the admissions policy and found rollment mirrored the University of Texas. her in Fisher, the daughter of a former busiTexas and Texas A&M wrote new admissions policies in 2003. While Texness associate. •

A

www.HispanicOutlook.com • 17

DIVIDED AMERICA

Minorities Missing in Many Legislatures Written By David A. Lieb, Associated Press Editor’s Note: As we put the long national election in the rear-view mirror, state and local legislatures take center stage as the next front in the effort to bring more minorities into government service and the polling booth. Journalist David A. Lieb has drilled down on this grass roots movement earlier this year before the presidential election. The sidebar that follows by Matthew Daly reflects how the results of this year’s election has affected the minority representation going forward.

A

s Virginia’s only Latino state lawmaker, Alfonso Lopez made it his first order of business to push for a law granting in-state college tuition to immigrants living in the U.S. illegally since childhood.

The bill died in committee.

So Lopez tried again the next year. And the year after that.

Now, in his fifth year in office, Lopez is gearing up for one more attempt in 2017.

“If we had a more diverse (legislature) and more Latinos in the House of Delegates,” he says, “I don’t think it would be as difficult.”

America’s government is much whiter than America itself, and not just in Virginia.

While minorities have made some political gains in recent decades, they remain significantly underrepresented in Congress and nearly every state legislature though they comprise a growing share of the U.S. population, according to an analysis of demographic data by The Associated Press. The disparity in elected representation is especially large for Hispanics, even though they are now the nation’s largest ethnic minority.

18 • December 2016

A lack of political representation can carry real-life consequences, and not only on hot-button immigration issues. State spending for public schools, housing and social programs all can have big implications for minority communities. So can decisions on issues such as criminal justice reform, election laws or the printing of public documents in other languages besides English.

When the people elected don’t look, think, talk or act like the people they represent, it can deepen divisions that naturally exist in the U.S. Campaigning door-to-door in the heavily Latino neighborhoods of south Omaha, Nebraska, first-time legislative candidate Tony Vargas has talked with numerous people afraid to participate in democracy. Some felt shunned or confused when they once attempted to vote. Others have misconceptions about the legal requirements to do so. Some simply believe their vote doesn’t matter.

“You can hear the fear in people’s voices, and you can hear that they feel like less of a member of society, less of an American,” says Vargas,

whose parents came to the U.S. from Peru.

Though Hispanics now make up 10 percent of Nebraska’s population, there is not a single Latino lawmaker in its Legislature.

Racial minorities aren’t the only ones underrepresented in legislatures. The percentage of state lawmakers who are women tripled from 8 percent in 1975 to a high of nearly 25 percent this year, yet that remains well short of their majority in the total population. Legislators also fail to mirror the people they represent in other ways: Statistics show lawmakers generally are older and more likely to have advanced college degrees than the public as a whole.

But the effects of underrepresentation are keenly felt by groups that have not had a full share of the American dream.

The AP analyzed the most recent data from the U.S. Census Bureau, Congress and the National Conference of State Legislatures to determine the extent to which the nation’s thousands of lawmakers match the demographics of its hundreds of millions of residents. The result:

PHOTO LICENSED BY ING RAM IM AG E

Non-Hispanic whites make up a little over 60 percent of the U.S. population, but still hold more than 80 percent of all congressional and state legislative seats.

Among major minority groups: • Blacks are the least underrepresented but still face sizable gaps in some places. In Mississippi and Louisiana, about one-third of the population is black. Yet each state has a single black member of Congress and a disproportionately small number in their state legislatures.

• More than half the states still have no lawmakers with Asian or Pacific Islander heritage, and just four states have any in Congress. They represent about 5 percent of the U.S. population.

• Hispanics comprise more than 17 percent of the U.S. population, yet they are fewer than 7 percent in Congress and fewer than 4 percent of state legislators.

In Virginia, for example, the Hispanic population grew by 46 per-

cent from 2007 to 2014 — nearly six times the rate of the state’s overall growth. Yet the number of Latino lawmakers just rose to two this year.

“Even in Texas, New Mexico and California that have the largest delegations, we’re still far short of parity with the population,” says Arturo Vargas, executive director of the National Association of Latino Elected and Appointed Officials.

California’s Latino population has surpassed that of whites, and Latinos now lead the state Senate and Assembly. Yet whites held three times as many legislative seats as Latinos last year, and the gap between the percentages of Hispanic residents and California lawmakers was the largest in the nation.

There are many reasons for the disparities.

The U.S. Hispanic population generally is younger and less likely to be eligible voters. And those who can vote often don’t. Voter turnout among Hispanics (as well as Asian Americans) was just 27 percent in 2014, compared with 41 percent for

blacks and 46 percent for whites, according to the Pew Research Center.

[The exact figures for 2016 are still in question.]

That gap is evident in Oklahoma House District 89, where Latinos comprise two-thirds of the residents.

The district has the fewest registered voters in the state, and even fewer bother to vote. In 2014, barely 650 of the nearly 4,000 registered Democrats voted in a primary runoff for an open seat where Latina community leader Mary Sosa was defeated by construction superintendent Shane Stone, who is white. Sosa was vying to become just the second Hispanic lawmaker in the state.

Ramiro Padilla, the owner of a Mexican bakery in the south Oklahoma City district, says Latinos in his area feel disconnected from local and state government.

“Really, I think we don’t have any voice,” Padilla said.

Low voter involvement can make it harder to recruit minority candidates, and less likely for minority communities to be targeted by campaigns.

“It becomes sort of self-fulfilling — they’re not likely voters, so you don’t talk to them, and because you don’t talk to them, they don’t become likely voters,” says political consultant Roger Salazar, whose clients include California’s legislative Latino caucus.

The power of incumbency also can work against minority representation. Decades of deeply ingrained name recognition have helped white lawmakers continue to get elected in numerous districts where population shifts have gradually made racial minorities the majority. www.HispanicOutlook.com • 19

PHOTO LICENSED BY INGRAM IMAGE

In Berks County, Pennsylvania, about 100 miles west of New York City, the Hispanic population has risen 850 percent since 1980 — from about 9,000 to 77,000 in the most recent Census Bureau estimate.

The 127th House District in Reading has been held that whole time by Democratic Rep. Thomas Caltagirone, who is white, even though his district is now 59 percent Hispanic.

Of the 253 seats in the Pennsylvania General Assembly, just two are held by Latinos.

Some local Hispanics say Caltagirone has striven to serve a diverse district that includes Puerto Ricans, Dominicans, Mexicans and Salvadorans. He has several Hispanic staff members.

Abraham Cepeda, a Dominican-American immigration attorney in Reading, Pennsylvania, says having lawmakers who connect with 20 • December 2016

their minority constituents is as critical as having minorities elected.

“The person is more important than the race or ethnicity,” says Cepeda, a local school board member.

Karl Kurtz, a retired NCSL employee who has analyzed the demographics of legislatures, agrees.

“It’s desirable to have our legislators look like America, but you kind of have to draw lines with that,” he says. “The task is not whether or not you look like your constituents, it’s whether you fairly represent them, whether you listen to them and pay attention to their views.”

But others say that’s not enough.

“I’m not saying a non-Hispanic lawmaker cannot represent a majority community of Hispanics, but any elected body, be it a state legislature or Congress, needs to include those who have lived through the Hispan-

ic experience,” says Bernardo Carbajal, a Mexican-American lawyer and school board member in Reading.

“If Hispanics don’t see themselves being represented, they see that they aren’t part of the community,” Carbajal adds.

Another factor is the way legislative districts have been drawn — gerrymandered, in some cases, to protect those people or political parties already in power. Racial gerrymandering can occur either when minority communities are divided among multiple districts to dilute their voting strength or when they are packed heavily into a single district to diminish the likelihood of minorities winning multiple seats.

Federal judges ruled recently that lawmakers illegally packed large numbers of black voters into congressional districts in North Carolina and Virginia. Lawsuits alleging

racial gerrymandering from the last redistricting also are pending in several other states.

In some states, most minority lawmakers also are members of the minority political party, which further diminishes their influence. Nationwide, 98 percent of black state lawmakers are Democrats, and 70 percent of them are in states where Democrats are in the minority, according to figures from the National Black Caucus of State Legislators.

The disparity in racial political power is particularly pronounced in the 11 Southern states that once formed the Confederacy, all of which now have Republican-controlled legislatures.

The National Black Caucus of State Legislators listed 347 black lawmakers in those states — 343 Democrats and just four Republicans.

The role of minority caucuses in Southern states used to be to compel Democratic leaders to listen to their issues, says Georgia House Minority Leader Stacey Abrams, who is black.

But the Black Caucus and Democratic Caucus now are effectively the same. Of Georgia’s 78 Democratic lawmakers, 60 are black.

In states that have elected a critical mass of minority legislators, they’ve claimed some successes.

In California, a new law expands the state’s Medi-Cal health care program for low-income residents to immigrant children, regardless of their legal status. The state budget includes $15 million for nonprofits to help immigrants gain U.S. citizenship or remain in the country.

And a law that kicked in last year provided drivers’ licenses to more than 600,000 people living in the country illegally.

The Texas Legislature, which is more than one-fifth Hispanic, in 2013 restored most of the $5.4 billion of cuts that had been made to public schools just two years earlier — a move that particularly benefited Hispanics because they now comprise a majority of the state’s public school students.

“It would not have happened without the members of our caucus raising those objections,” says Rep. Trey Martinez Fischer, chairman of the Mexican American Legislative Caucus.

But again and again, minority legislators in other states told the AP that their priorities have been stymied partly due to a lack of others like them.

For 22 years, Delaware state Sen. Margaret Rose Henry has been the only black senator in a state where African-Americans comprise more than one-fifth of all residents. Henry says she has long sought to improve the educational opportunities for black children bused under a Wilmington desegregation plan to suburban schools. But recommendations from multiple studies have gone nowhere over the years.

Now, a new commission has recommended realigning Wilmington area school districts and revising the state funding formula to direct more money to schools with larger numbers of students who are low-income, learning English or at high risk of not completing school.

Henry fears the plan will again be difficult to pass.

“If there were more black elected officials, we would have a better chance to get something done,” she says.

Washington state Rep. Sharon Tomiko Santos tells a similar story.

In 2004, Santos introduced legislation that would have required state agencies to provide public health, safety and welfare notices in other languages if at least 5 percent of the people in an affected area spoke something other than English.

The bill hadn’t passed by December 2006, when scores of people — most of whom didn’t speak English as their primary language —suffered carbon-monoxide poisoning from bringing barbecue grills or portable generators into their homes after a severe windstorm knocked out power. An after-the-fact report by the state Military Department cited the need to translate public safety messages into more languages.

Yet almost 10 years later — and a dozen years after Santos first filed her bill — it still hasn’t passed, partly because of concerns it could cost hundreds of thousands of dollars to implement.

Santos, chairwoman of the National Asian Pacific American Caucus of State Legislators, believes the measure would have fared better if Washington’s legislature — which is more than 90 percent white — more closely resembled its 30 percent minority population.

When lawmakers and policymakers better understand “the way policies are experienced in communities of color,” she says, “I think it changes the type of policies we adopt.” • Associated Press writers Sergio Bustos in Miami, Daniel Houston in Oklahoma City and Errin Whack in Philadelphia contributed to this report. www.HispanicOutlook.com • 21

SCOTUS RULING SIGNALS ‘YELLOW LIGHT’ Graduates of those public programs ON COLLEGE AFFIRMATIVE ACTION also tended to have Written By higher incomes than Lisa Leff, Associated Press grads in the same ASHINGTON (AP) — that outperformed similar programs Graduates of career training at for-profit schools. fields of study at programs at public colleges The report said certificate protend to land better paygrams at public undergraduate for-profits.

W

ing jobs than those who attended for-profit schools, according to government data released in November.

The Education Department data show average earnings of those with certificates from public schools were nearly $9,000 higher than those with for-profit certificate programs.

The report also found nearly a third of for-profit students graduated from programs with median earnings below the federal minimum wage, which now stands at $7.25 an hour.

That’s compared with only 14 percent in the public sector.

“College is the best investment a person can make in their long-term future,” Education Secretary John B. King Jr. said as the report was released. The earnings information “is an important thing for students to pay attention to as they decide what programs to pursue and where to pursue them.”

About 1.3 million students are enrolled in career college programs in a variety of fields from nursing, welding, and culinary arts to certificate programs for auto mechanics, pharmacy technicians and dental assistants.

Community colleges in particular, the report said, offered programs 22 • December 2016

schools usually had more students enrolled in high-earning fields, such as nursing.

Graduates of those public programs also tended to have higher incomes than grads in the same fields of study at for-profits. That was true for most of the 14 fields of study examined. A few, including culinary arts and cosmetology, had better average earnings at for-profit schools. The report didn’t address why that is.

The report looked at career programs at about 3,700 public and for-profit schools that are covered by the “gainful employment” regulations that went into effect last year soon after the troubled for-profit giant Corinthian Colleges filed for bankruptcy protection.

The rules require career training programs to show that students can earn enough money after graduation to pay off their student loans. They’re aimed at shutting down programs that make phony promises to prospective students, push them to take out government-backed loans, and then leave them with mountains of debt and sometimes worthless degrees.

“For far too long, some career colleges have made dubious promises

about the employment prospects of their graduates, promising high salaries that rarely live up to the hype,” said Undersecretary of Education Ted Mitchell. “The earnings data released today shine a light on how graduates are actually faring when they enter the job market.”

The data reflect 2014 earnings data for students who graduated between 2008 and 2012, depending on the size and type of their program.

Average annual earnings over the 14 fields of study ranged from $33,835 for nursing at the top of the list, followed by welding at $29,587, down to cosmetology at the bottom of the list with mean earnings of $14,130 per year.

In January, the department plans to release student debt-to-earnings data for college career programs. If the programs don’t meet the new “gainful employment” requirements and fail to improve, they will lose eligibility for federal student aid. More than 80 percent of students at for-profits borrow federal student loans to pay for college, compared to fewer than half of students at public schools who do the same. •

When Training Programs Unleash Success Tech Program Makes Reluctant Student Productive Written By Suzanne Boyle, Belleville News-Democrat

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RANITE CITY, Ill. (AP) — Lucas Cooper admits sitting in a classroom hasn’t always been his favorite thing to do.

“I never liked school a lot until I came here,” the 20-year-old from Edwardsville said. “I like working with my hands and finding a place where I could make something of myself.”

Lucas is a student at the Sam Wolf Granite City Campus of Southwestern Illinois College.

He plans to graduate in December with an associate degree in precision machining technology.

Students in the program receive training to operate equipment such as lathes, mills, drill presses and grinders. They also learn computer software programs to design parts and create programs used on what are called CNC (Computerized Numerical Control) machines used in business and industry.

Last spring, Lucas was part of a team of three students who won second place in the Automated Manufacturing Technology category at an annual state competition called Illinois SkillsUSA, held in Springfield.

Before finding his career path, though, he spent a year at another community college taking general studies. “But I didn’t do very well,” Lucas said. “I struggled with regular classes.”

A friend of his father’s told him about the Precision Machining Technology program at SWIC (which wasn’t offered at the other school), and there’s been no looking back since.

“I liked it from the beginning. I actually am productive — I like to work on machines,” Lucas said. “It gives me pride in what I do, and I feel accomplished.”

SWIC’s Industrial Technology Program Coordinator Mark Bosworth said Lucas quickly stood out in the two-year program.

“He’s here every day on time, and he helps other students when I’m not available,” said Bosworth who has been the program coordinator for nine years. He added that the precision machining technology program is popular at SWIC with 60 to 70 students entering in fall and another 20 to 30 in January. Besides the associate degree, the program offers five certifications.

Lucas understands what newcomers are going through.

“I didn’t know how to even turn things on,” he said, grinning. “But I picked it up pretty quickly.”

Bosworth said the machining skill set is universally important.

“Anything you buy or produce starts with a machinist,” he said. “An engineer may design it, then a machinist produces it.”

Lucas already has put his skills to work. Besides going to school full time for the past year Lucas has worked a part-time job at Roller Technologies in Maryland Heights, Mo., polishing urethane rollers on lathes for canning companies.

It’s a starting position, but that’s alright with him; he’s gaining shop experience and possibly a full-time job, he said.

As for that second place at the state competition, SWIC’s other team of three went on to become the best in the nation. The teams each had to design and then produce a part using a computer-aided manufacturing program.

Lucas said he’s looking forward to taking part in it again and earning first place this time. •

www.HispanicOutlook.com • 23

TARGETING HIGHER EDUCATION

GRADUATE DEGREES AND JOBS Written By Gustavo A. Mellander

M

ore Hispanic students are pursuing graduate studies. Some graduate degrees lead to enhanced employment opportunities at significantly higher salaries; some don’t.

I report on both.

A look back For over 20 years, I have written about graduate education. I have suggested that Hispanics consider careers other than service professions such as teachers, counselors and nursing. But if they did select those fields, I urged them to pursue graduate degrees. For more than 10 years, ever since President George Bush mobilized Congress to increase funding for science, technology, engineering and mathematics (STEM) programs, I have urged Hispanics to consider those fields.

In 2015, 26 percent of recent baccalaureates enrolled in graduate programs.

They stated they had been influenced by the significant salary differences between those with advanced degrees and those without them. Employers place a premium in hiring and promoting those with graduate degrees.

To determine “the best and worst graduate degrees for jobs,” Fortune Magazine contracted PayScale, a careers site, to analyze and rank a wide distribution of Ph.D.s and master’s degrees. I have drawn extensively from that report. The factors studied were: 1) Long-term outlook for job growth--PayScale projected growth based on the Bureau of Labor Statistics’ 2014 to 2024 projections. 2) Median pay--the national median total compensation (base salary plus bonus-

24 • December 2016

es, commissions, profit-sharing, etc.) at mid-career or after 10 or more years of experience. 3) Job satisfaction and stress --percentages who reported they were “extremely” or “fairly satisfied” with their jobs and who reported their work was “relaxing” or “not stressful.”

The top rankings and the lowest Graduate degrees in STEM (science, technology, engineering and math) fields dominated the top rankings. They commanded starting salaries from $68,000 for a master’s degree in information systems to $117,000 with a computer science Ph.D. Furthermore, in almost all the STEM fields, employees said they were extremely satisfied and less stressed.

The lowest financial return was for graduate degrees in various education fields. At mid-career, an early childhood educator with a master’s degree can expect annual pay of around $48,700.

Still, the majority of education-degree holders reported their jobs offer considerable satisfaction despite the low paychecks. A full 87 percent of reading and literacy teachers report being extremely satisfied with their work. Further, the anticipated job growth rate in education is quite healthy.

THE BEST 15 GRADUATE DEGREES FOR JOBS 1. Master’s, Biostatistics Median Salary: $105,900 Projected Job Growth by 2024: 23 percent Highly Satisfied: 85 percent Low Stress: 57 percent

2. Master’s, Statistics Median Salary: $113,700 Projected Job Growth by 2024: 16.4 percent Highly Satisfied: 75 percent Low Stress: 57 percent 3. Ph.D., Computer Science Median Salary: $147,400 Projected Job Growth by 2024: 12 percent Highly Satisfied: 77 percent Low Stress: 45 percent 4. Ph.D., Economics Median Salary: $125,800 Projected Growth in Jobs by 2024: 11.3 percent Highly Satisfied: 88 percent Low Stress: 59 percent 5. Master’s, Applied Mathematics Median Salary: $124,900 Projected Job Growth by 2024: 12.7 percent Highly Satisfied: 71 percent Low Stress: 49 percent 6. Master’s, Computer Science Median Salary: $125,700 Projected Job Growth by 2024: 11.9 percent Highly Satisfied: 69 percent Low Stress: 51 percent 7. Ph.D., Pharmacy Median Salary: $126,000 Projected Job Growth by 2024: 13.8 percent Highly Satisfied: 81 percent Low Stress: 32 percent

TARGETING HIGHER EDUCATION 8. Ph.D., Mathematics Median Salary: $106,600 Projected Job Growth by 2024: 13.7 percent Highly Satisfied: 72 percent Low Stress: 53 percent 9. Ph.D., Physics Median Salary: $137,800 Projected Growth in Jobs by 2024: 9.1 percent Highly Satisfied: 82 percent Low Stress: 49 percent 10. Master’s, Software Engineering Median Salary: $118,900 Projected Growth in Jobs by 2024: 11.9 percent Highly Satisfied: 66 percent Low Stress: 51 percent 11. Ph.D., Physical Chemistry Median Salary: $134,800 Projected Job Growth by 2024: 8.8 percent Highly Satisfied: 81 percent Low Stress: 47 percent 12. Master’s, Information Systems Median Salary: $116,100 Projected Job Growth by 2024: 11.2 percent Highly Satisfied: 71 percent Low Stress: 48 percent 13. Masters, Physician Assistant Studies Median Salary: $103,600 Projected Job Growth by 2024: 16.7 percent Highly Satisfied: 77 percent Low Stress: 25 percent 14. MBA, Management Information Systems Median Salary: $117,800 Projected Job Growth by 2024: 10.3 percent

Highly Satisfied: 81 percent Low Stress: 44 percent

Highly Satisfied: 68 percent Low Stress: 33 percent

15. Ph.D., Political Science Median Salary: $116,700 Projected Job Growth by 2024: 9.9 percent Highly Satisfied: 78 percent Low Stress: 48 percent

Bottom Line This is really a wonderful list. It is surprising at times but very useful and insightful. It could help students solidify their plans. Money should not be the main motivator in selecting a career, but it is a pleasant reward. Satisfaction at work is extremely important as well.

I was not surprised by any of the 15 best. I was surprised that ESL and Architecture were so low on the least desirable totem pole.

Pragmatically, STEM professions are the way to go for enhanced income and personal satisfaction.

More has to be done to encourage young Hispanics to enter STEM fields.

Said encouragement must begin in the home as early as the elementary school years. More students should be encouraged to compete in science fairs, attend computer enrichment classes and enjoy the magic of mathematics. “Hard sciences” may require more effort, but the rewards are enormous. •

THE WORST FIVE GRADUATE DEGREES FOR JOBS 1. Master’s, Curriculum and Instruction Median Salary: $60,600 Projected Job Growth by 2024: 5.7 percent Highly Satisfied: 79 percent Low Stress: 40 percent 2. Master’s, Teaching English as a Second Language (ESL) – tied with Pastoral Ministry Median Salary: $55,000 Projected Job Growth by 2024: 7.5 percent Highly Satisfied: 68 percent Low Stress: 36 percent 3. Master’s, Pastoral Ministry – tied with ESL Median Salary: $60,800 Projected Job Growth by 2024: 5.3 percent Highly Satisfied: 95 percent Low Stress: 40 percent 4. Master of Architecture (MArch) Median Salary: $81,100 Projected Job Growth by 2024: 4.5 percent Highly Satisfied: 70 percent Low Stress: 42 percent 5. Master’s, English Literature Median Salary: $69,500 Projected Job Growth by 2024: 6.2 percent

Dr. Mellander was a university dean for 15 years and a college president for 20.

www.HispanicOutlook.com • 25

DERMATOLOGIST The University of California, Davis, School of Medicine, Department of Dermatology, is recruiting for four academic dermatologists in the Clinical X series or Health Sciences Clinical Professor (HSCP) series at the Assistant/Associate/Professor level based on experience and qualifications. Three of these positions are for general medical dermatologists, and one is for a fellowship-trained Mohs surgeon/procedural dermatologist. The appointments may be made up to 100%.

For the three general medical dermatology positions at the Assistant/Associate/Professor level in the Clinical X series or Health Sciences Clinical Professor (HSCP) series, subspecialty expertise or experience in the following areas of dermatology are not required but would be preferred: contact dermatitis, neuropsychiatric dermatology, and dermatologic oncology. The appointment may be made up to 100%.

For the surgical/procedural dermatologist position at the Assistant/Associate/Professor level in the Clinical X series or Health Sciences Clinical Professor (HSCP) series, we seek a fellowship-trained dermatologic surgeon with specific expertise in Mohs Micrographic Surgery. Interest and experience with the surgical management of melanoma and rare skin cancers such as Merkel cell carcinoma, laser therapy and cosmetic procedures are preferred. The appointment may be made up to 100%.

General Medical Dermatologist Basic Qualifications: Candidates must possess an MD or MD/PhD, can be board eligible, but must be board-certified in dermatology at the time of starting employment and must be eligible for medical licensure in the State of California.

• Successful completion of an approved dermatology residency training program (ACGME accredited).

• Demonstrated proficiency in the teaching of students and housestaff.

• Service including committees, leadership ability, and community outreach.

• Ability to work cooperatively and collegially within a diverse environment.

• Ability to adhere to policies and procedures, and leadership experience and abilities.

• Selected candidates will be expected to participate in clinical care, teaching, research and university service.

Surgical/Procedural Dermatologist Basic Qualifications: Candidates must possess an MD or MD/PhD, can be board eligible, but must be board-certified in dermatology at the time of starting employment and must be eligible for medical licensure in the State of California.

• Successful completion of an approved dermatology residency training program (ACGME accredited).

• Must be fellowship trained dermatologic surgeon with specific expertise in Mohs Micrographic Surgery.

• Demonstrated proficiency in the teaching of students and housestaff.

• Service including committees, leadership ability, and community outreach.

• Ability to work cooperatively and collegially within a diverse environment.

• Ability to adhere to policies and procedures, and leadership experience and abilities.

• Selected candidate will be expected to participate in clinical care, teaching, research and university service.

For first consideration, applications should be received by December 5, 2016; however the positions will be open until filled through June 30, 2017. The following information is required: Cover Letter, Curriculum Vitae, contact information for 6 references and Statement of Contributions to Diversity. Please visit http://academicaffairs.ucdavis.edu/diversity/equity_inclusion/index.html for information about why diversity statements are requested and guidelines for writing a diversity statement. Please upload this information and apply online at https://recruit.ucdavis.edu/apply/JPF01101.

The positions are located in Sacramento, California. The Department of Dermatology (http://www.ucdmc.ucdavis.edu/dermatology/) is a major clinical care, research, and teaching department in the School of Medicine. Our faculty are engaged in multiple collaborations with other Schools and UC Davis campus departments, research centers, clinical centers, and primary care networks, and thus all positions require flexibility in local job locations in addition to the Department of Dermatology. This includes the Veteran's Administration, UCD Medical Center Campus, and other community centers.

The University of California, Davis, is an affirmative action/equal opportunity employer with a strong institutional commitment to the achievement of diversity among its faculty, staff, and students.

26 • December 2016

WESTCHESTER COMMUNITY COLLEGE Great Jobs. Great Benefits.

ADMINISTRATOR, STAFF AND FACULTY POSITIONS

Great place to grow.

Chancellor The Ventura County Community College District (VCCCD) welcomes applications for the position of Chancellor. The Chancellor serves as the Chief Executive Officer responsible for District administration in accordance with the California Education Code, accreditation standards and the policies established by the Board of Trustees. The Chancellor reports directly to the Board of Trustees and is delegated authority for the overall operation of the District, including all programs and services involving educational development, student learning, human resources, facilities planning, business services, fiscal affairs, and legislative relations. The Chancellor provides policy recommendations to the Board of Trustees, engages in strategic planning, provides educational leadership, and supports District policies with state and local constituencies.

The position requires an earned master’s degree from an accredited institution, three years of recent experience in a senior leadership position, and a demonstrated sensitivity to and experience in working with people from diverse racial, ethnic, disabled, and socioeconomic backgrounds.

Our compensation package is highly competitive and commensurate with the position. Applications will be accepted until the position is filled. To ensure initial consideration, please apply by January 16, 2017. All application materials must be submitted electronically through the District’s online application system. For more information on the position and to apply, visit http://apptrkr.com/907293

VCCCD is an Equal Opportunity Employer.

Westchester Community College has entered a new era of student service and success, and is committed to hiring innovative administrators, faculty members, and staff. Women, minorities and those dedicated to diversity and multiculturalism are strongly encouraged to apply. Full-time positions include excellent benefits.

Full-time facultyofpositions are available Hiring subject to availability funds.

The Community College of Baltimore County

Administrators. for Fall 2017. For more details, visit: Dean of School of Arts, Humanities and Social Sciences.

WWW.CCBCMD.EDU/JOBS

Provost/Vice President of Academic Affairs (search reopened, previous applicants need not apply).

CCBC is an EOE/Affirmative Action Employer

Full-time faculty positions. Chemistry, Health Information Technology, Nursing faculty. Also, Testing Coordinator. Instructor-level positions start in Fall 2017 and require Masters plus one-year related experience, unless otherwise indicated on website.

Adjunct Faculty. Spring 2017 openings. Specify day/evening/ weekend availability.

Credit Adjuncts (Masters and one-year related experience required unless otherwise indicated on website): Adjunct Counselor for Academic Counseling and Student Life. Also, adjuncts in Anthropology, Biology, Chemistry, Economics, English, Fashion Design/Technology, Fashion Merchandising, Film, Geography, Nursing, Political Science, Psychology, Sociology, Visual Arts.

Great Jobs. Great Benefits.

Great place to grow.

Non-Credit Adjuncts (Bachelors required): Classes for lifelong learners may include children, adults, and seniors in various locations with day, evening, and weekend options. Also interested in candidates with ESL teaching experience (MA or certificate in TESOL preferred) or with corporate training background. Submit proposals for new classes at www.sunywcc.edu/CE.

Community College, 75 Grasslands Road, Valhalla, NY 10595; fax 914606-7838; email Word documents to humanresources@sunywcc.edu.

Please indicate position of interest on envelope or in email “subject” field. AA/EOE.

Full-time faculty positions are available for Fall 2017.

For more details, visit:

WWW.CCBCMD.EDU/JOBS CCBC is an EOE/ Affirmative Action Employer

Hispa

Great Jobs. Great Benefits.

Great place to grow.

The Community College of Baltimore County Full-time faculty positions are available for Fall 2017.

For more details, visit:

VISIT

WWW.CCBCMD.EDU/JOBS

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The Community College of For details, visit www.sunywcc.edu/jobs. Applications accepted until positions are filled. Resumes to Human County Resources, Westchester Baltimore

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CCBC is an EOE/ Affirmative Action Employer

www.HispanicOutlook.com • 27

California State University, Long Beach (CSULB) is one of the largest and most comprehensive public universities in the nation, enrolling approximately 37,000 students. CSULB is located in Long Beach, the seventh largest city in California, on a beautifully landscaped 320-acre campus near the ocean and in close proximity to the thriving downtown Long Beach area. CSULB is a diverse and ambitious institution that is proud to be among the nation’s premier comprehensive universities.

The faculty and staff of CSULB are engaged in a broad array of highquality undergraduate and graduate programs, significant research and creative activities, and a wide range of community and professional service activities. CSULB seeks outstanding, publicly engaged leaders to join a dedicated leadership team that is committed to advancing the University’s broad and forward-seeking mission. Read more at www.csulb.edu.

Dean College of Natural Sciences and Mathematics California State University, Long Beach invites nominations and applications for the position of Richard D. Green Dean of the College of Natural Sciences and Mathematics. We seek an experienced, creative, and inspiring leader who will articulate a compelling vision for the College that builds upon its reputation for academic excellence, innovative educational reform, outstanding teacher preparation and educational leadership preparation, and strong K-16 and community partnerships.

The College of Natural Sciences comprises the Departments of Biological Sciences, Chemistry and Biochemistry, Geological Sciences, Mathematics and Statistics, Physics and Astronomy, and Science Education. The College has 123 full-time faculty, 56 support staff, and 2,900 student majors and enrolls over 20,000 students each semester. The College budget exceeds $13M, augmented by over $7M in external funding. The College distinguishes itself through its emphasis on research and education, and through its active role in the Long Beach K-16 Education Partnership. We are committed to undergraduate and graduate research in providing a student-centered environment typical of a smaller institution while employing the resources of a large, urban university. The College’s science facilities complex was completed with the opening of the new 164,000+ sq. ft.

Hall of Science building in fall 2011.

For a more detailed job description and to apply visit http://apptrkr.com/919890 Appointment is effective on or about July 3, 2017. Review of applications will begin no sooner than December 19, 2016. Position open until filled.

An EO Employer CSULB is committed to creating a community in which a diverse population can learn, live, and work in an atmosphere of tolerance, civility and respect for the rights and sensibilities of each individual, without regard to race, color, national origin, ancestry, religious creed, sex, gender identity, sexual orientation, marital status, disability, medical condition, age, Vietnam era veteran status, or any other veteran’s status. CSULB is an Equal Opportunity Employer.

CSULB… Among the Nation’s Best 28 • December 2016

Vice Chancellor and Dean College of Agriculture, Food and Natural Resources The University of Missouri invites applications and nominations for the position of Vice Chancellor and Dean of the College of Agriculture, Food and Natural Resources. The University seeks a dynamic and innovative leader who will enhance the reputation of the College of Agriculture, Food and Natural Resources and further its position as one of the premier colleges of its kind in the nation.

The University of Missouri was founded in 1839 in Columbia as the first public university west of the Mississippi River. Today, with an enrollment of more than 33,000 students, 13,000 full-time employees and 300,000 alumni, Mizzou is a $2.2 billion enterprise and an important investment for the state and nation. MU students represent every Missouri county, all 50 states, and 120 countries.

Founded in 1870, the College of Agriculture, Food and Natural Resources (CAFNR) has developed into a collection of academic programs merging personalized teaching and advising, advanced research with global reach, and extension programs with a sustained impact on Missouri’s economy.

CAFNR has over 210 faculty members in six academic units: Animal Sciences, Biochemistry, Applied Social Sciences, Food Systems and Bioengineering, Plant Sciences, and Natural Resources. Degree programs are offered to approximately 2,800 undergraduate and 485 graduate students. Interdisciplinary research and teaching is a hallmark of CAFNR, promoting a collaborative environment within the College and across campus. The faculty of CAFNR exceed $40 million annually in research expenditures Reporting to the Provost and Executive Vice Chancellor, the Vice Chancellor and Dean is the chief academic, administrative, and budgetary officer as well as the primary spokesperson for the College. Candidates must have demonstrated significant achievement in leadership and administration. Candidates should have a distinguished record in research, teaching, and service. Experience outside academia will be valued. The successful candidate will possess the terminal degree in their field and qualify for an appointment as full professor with tenure in one of the divisions within the College. Candidates should have significant experience and demonstrable skills in leading and managing progressive change in the complex environments that exist within a modern land-grant university. The Dean should have a deep understanding of current and emerging challenges and opportunities in agricultural sciences and natural resources.

The full job description can be found here: http://www.baasearch.com/opportunities.htm Nominations and applications may be sent in confidence to the University’s executive search consultant: Martin M. Baker, Senior Vice President Baker and Associates LLC 4799 Olde Towne Parkway – Suite 202 Marietta, GA 30068 mbaker@baasearch.com Commitment to Diversity The University of Missouri is fully committed to achieving the goal of a diverse and inclusive community of faculty, staff, and students. We seek individuals who are committed to this goal of collaboration and inclusion and value the many unique qualities and experiences a diverse environment offers.

The University will recruit and employ qualified personnel and will provide equal opportunities during employment without regard to race, color, religion, sex, sexual orientation, national origin, age, disability or status as a Vietnam-era veteran.

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32 • December 2016

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