This is a question that is often missed in recruiting minority faculty.  Many academic institutions voice a desire to have minority faculty but do not develop support structures for them. We are not hired as faculty solely because we are minorities, but because we have expertise and perspectives that are desirable to the department and university.  However, for a faculty member to stay at that institution, it is important for this individual to receive support from fellow faculty. This will help create an environment in which she or he feels comfortable.
An important component of this issue is that other minority faculty members, especially those who are tenured or established, have to be there to provide support. Young professors need someone to guide them through the system because they are usually not aware of available resources, or where their emphasis should be so that they can attain tenure and do the best job possible. Therefore, it is very important to have someone there who will, essentially, serve as a mentor. Such support goes a long way in the growth of any new faculty hire.
I believe that this is also an institutional obligation. Administrators and other faculty members who are aware of a new minority hire should do whatever they can to help acquaint these newcomers with senior minority faculty. This can be very important — especially for individuals who are the first, and perhaps, only minorities hired within a department.