<strong>Tulane</strong> University<strong>Architecture</strong> <strong>Program</strong> <strong>Report</strong>September <strong>2013</strong>Faculty/Staff Term Matrix – Summer <strong>2013</strong>Faculty MemberSummary <strong>of</strong> expertise, recentresearch, or experience:ADGM 1200AHST 1110AVSM 1100DSGN 1100DSGN 1200Keil, Irene Design, design build, urban design XLiles, Andrew Design, technology, sustainability XRedfield, Wendy Design, theory, urbanism XRuff, Scott Design, Theory, Comm. Design, design build XStoll, Jill Fine Art, drawing, photography XTsubaki, Kentaro Design, structures, physics XZarse, Thaddeus Design and digital representation X19
<strong>Tulane</strong> University<strong>Architecture</strong> <strong>Program</strong> <strong>Report</strong>September <strong>2013</strong>Faculty Resumes(See IV.2: Faculty Resumes:http://architecture.tulane.edu/sites/default/files/pdf/<strong>2013</strong>/naab_cvs.final_.pdf and website bios -http://architecture.tulane.edu/people)Institutional Policies and Procedures Relative to EEO/AA for faculty, staff, and students<strong>Tulane</strong> University’s policies and procedures are administered by the Office <strong>of</strong> Institutional Equity.http://tulane.edu/studentaffairs/upload/07EqualOpportunity.pdf<strong>Tulane</strong> University is committed to providing equal employment opportunity to qualified persons withoutregard to race, sex, color, religion, national origin, citizenship, marital status, sexual orientation, age,disability, military, veteran status or any other protected status or classification under federal, state orlocal law. This commitment to equality extends to all personnel actions, including recruitment,advertising for employment, selection for employment, compensation, performance evaluation, andselection for training or education, treatment during employment, promotion, transfer, demotion,discipline, lay<strong>of</strong>f and termination. Discrimination on the basis <strong>of</strong> any protected classification is nottolerated. <strong>Tulane</strong> maintains a written affirmative action policy. <strong>Tulane</strong> invites qualified individuals withdisabilities, special disabled veterans and Vietnam-era veterans to identify themselves if they wish to doso. Discrimination against any individual in any and all areas <strong>of</strong> the University’s environment, includingany aspect <strong>of</strong> his or her study or his or her employment, such as hiring, discharge, compensation, orany other terms, conditions, or privileges <strong>of</strong> employment, because <strong>of</strong> an individual’s race, sex, color,religion, national origin, citizenship, marital status, sexual orientation, age, disability, military, veteranstatus or any other protected status or classification under federal, state or local law is illegal and is nottolerated at the University.Diversity Initiatives within the <strong>School</strong> <strong>of</strong> <strong>Architecture</strong>During AY 2012-<strong>2013</strong>, the <strong>School</strong> <strong>of</strong> <strong>Architecture</strong> was selected as one <strong>of</strong> two units within the Universityto engage a Diversity and Inclusive Excellence Feasibility Pilot <strong>Report</strong> (D&IE). The <strong>Architecture</strong> <strong>School</strong>is recognized across the University for its commitment to maintaining and increasing intellectual, racial,and gender diversity among our faculty, staff, students, and as it relates to the teaching mission. Thefollowing brief report presents the findings <strong>of</strong> one <strong>of</strong> these pilot feasibility studies, which focused on theD&IE goals, strategic imperatives, and initiatives <strong>of</strong> the <strong>Tulane</strong> <strong>School</strong> <strong>of</strong> <strong>Architecture</strong>.Significance / BackgroundThe <strong>Tulane</strong> <strong>School</strong> <strong>of</strong> <strong>Architecture</strong> (TSA) has focused on the value <strong>of</strong> diversity recruitment and retentionfor some time. Since 2008, the school’s leadership has actively promoted the notion <strong>of</strong> a correlationbetween increased diversity in an institution’s faculty, staff, and student community and increasedacademic excellence <strong>of</strong> TSA. Through collaborative efforts with the Office <strong>of</strong> Academic Affairs andProvost, the school has made key strategic hires to anchor its diversity efforts and has been successfulin effecting a significantly positive shift in TSA faculty’s demographic pr<strong>of</strong>ile. The following table reflectsthe composition <strong>of</strong> the current faculty (not including adjunct faculty) according to key demographics:20
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