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Recently there has been considerable emphasis placed in higher education on the recruitment and retention of minority faculty. There is an expanding literature indicating the problems relating to the inadequate pool of such faculty and strategies and approaches related to effective recruitment and retention. 1 It is apparent that there is consi­ derable interest in this area. Given the predicted demographic patterns and characteristics in the population during the remainder of this century, it is understandable that colleges and universities are pursuing a more diverse faculty. The recruitment and retention of minority faculty, however, is only one component-though a critically important one-of the total university environment. The extent of effectiveness in this area will depend upon the totality of the other components in which it is embedded and that characterize the university as a whole. The present paper presents a conceptual model that can be used in analyzing the university system and relates this model specifically to the issue of minority recruitment and retention. The main thesis of the present paper is that effective recruitment and retention of minority faculty will be maximal in a university that has the components of a pluralistic system and minimal in a university that has the components of a monolithic system. Basically, these are the same conditions discussed by Amir as leading to positive inter-racial group relations.2 The differ­ ences between these two types of general systems have been discussed previously and are presented here within the specific context of a university system.3 The Monolithic University System The discussion will begin with the monolithic university system, since unfortunately it is this system that characterizes the condition of many

The University as a Pluralistic System: The Case of Minority Faculty Recruitment and Retention