By any measure, the representation of racially and ethnically underrepresented groups in the ranks of college and university faculty is disproportionately low compared with the general population or with the demographics of the undergraduate and graduate student populations, who are the training pool for higher education. In 2005-2006, approximately 5.4 percent of all tenure-eligible and contingent faculty members were African-American, 4.5 percent were Hispanic, and 0.04 percent were Native American, even though these groups represented, respectively, 12 percent, 14 percent and 0.8 percent of the total U.S. population. Despite administrators and faculty members around the country expressing strong support for improving faculty diversity, there has not been significant movement on the diversity front. To understand the challenge of increasing faculty diversity, it is important to look at the educational pathway along with hiring and retention practices. Without a more diverse undergraduate and graduate student population--one that is encouraged to pursue careers in academe--efforts to recruit and retain faculty of color are much less likely to succeed. In addition to background information about the educational pathway, hiring and retention in the context of diversity, this report also provides a series of recommendations and activities that local unions can consider to promote diversity on their campuses. A Diverse and Democratic Labor Movement is appended. A bibliography is included. (Contains 8 figures and 19 endnotes.)