This addendum is to address feedback received after presenting the RTE Resolution: Structural Equity and Inclusion for Research, Teaching, and Extension (“RTE”) faculty at the Faculty Senate meeting on April 12th and at the Faculty Forum on April 26th, where it was suggested that a “non-exhaustive list of examples of current inequity be presented as background information for the resolution.” Here is a (non-comprehensive) list of examples provided by RTE faculty:
- RTE faculty do not benefit from job security and academic freedom.
- RTE faculty do not experience the same value and prestige in the academic climate as tenure-track and tenured faculty.
- RTE faculty report feeling marginalized by the hierarchical climate at Cornell.
- RTE faculty do not have opportunities for advancement beyond “senior” titles given the current two-tiered system. The majority of our peer institutions offer three levels using titles similar to those used for the tenure system: Assistant / Associate / Full.
- RTE experience inconsistent search and hiring procedures and seek a formal process similar to tenure-track faculty.
- RTE titles are confusing (e.g. Senior Extension Associate) which often prohibits RTE faculty from being competitive applicants for funding.
- RTE faculty are mostly funded by “soft money” which requires a continuous search for funding to support their positions and those they hire for their projects.
- RTE faculty report not being included in faculty meetings, except for those occasions where departmental business is not discussed, such as department lunches which are also open to staff.
- RTE faculty are often listed separately from University faculty on department websites, or not listed at all.
- RTE faculty are often not included on faculty e-mail lists and thus are not informed of college and departmental events, policies, and other vital information.
