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Objective 5.1
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Increase the diversity of students, faculty and staff.
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Reference to Previous Strategic Plans: ASP 04. 1.3, 10.3 FPP 01. 5.1, 5.2 FSP 99. 4.10
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ExCom Member:
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All, Chief Diversity Officer
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Assessment Tool:
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Human Resources employment records and student records.
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Baseline:
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Percent of FT faculty from minority race/ethnicity groups: 17.8% (Fall 2005)
Percent of FT staff from minority race/ethnicity groups: 20.4% (Fall 2005)
Percent of students from minority race/ethnicity groups: 17.4% (Fall 2005)
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Goal:
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Continuous Progress
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Progress:
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Percent of FT faculty from minority race/ethnicity groups1,2: 20.5% (Fall 2010)
Percent of FT staff from minority race/ethnicity groups1,2: 22.8% (Fall 2010)
Percent of students from minority race/ethnicity groups1,2: 22.4% (Fall 2010)
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Enabling Activities:
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- Foster a campus climate of tolerance and diversity that will be welcoming of all people regardless of race, ethnicity, religion, national origin, gender, sexual orientation or disability status.
- Educate students toward appreciation for diversity and "multicultural competence."
- Commit additional resources to student financial aid through the Dean's Scholarships focused efforts on recruitment of underrepresented groups.
- Market programs aggressively overseas, via the use of agents, client and family referrals, and periodic international recruitment trips by the IELP director.
- The Offices of Diversity and Equity and Human Resources will jointly train all search committees on search procedures, including equal opportunity principles and affirmative action goals.
- Formal mentoring program approved by Faculty Senate for all new faculty as part of new promotion and tenure guidelines.
- Require Search Committees to utilize the procedures outlined in the Hiring and Search Manual in order to standardize advertising, improve the diversity of the candidate pools, and follow best practices for recruitment and retention.
- Create dedicated HR website pages for prospective applicants with the theme “Great Things Happen Here,” highlighting diversity and cultural benefits on campus and in local area.
- Review and update minimum qualifications for administrative positions to insure that artificial barriers do not exist.
- Expand mentoring of minority students through Africana and Latino centers.
- Enhance mentoring of students in EOP program with Assistance of graduate assistants who will work with students beyond their first year.
- Continue efforts of MOSAIC Center to enhance students’ awareness and understanding of diversity and cultural pluralism.
- Actively recruit diverse students from underrepresented groups for Resident Assistant positions.
- Expand mentoring of minority new hires through the Minority Recruitment and Retention Committee (MRRC – Faculty) and the Minority Recruitment and Mentoring Committee (MRMC – Administrators).
- Increase the ratio of minority faculty and staff on search committees.
- Encourage MRRC and MRMC to plan and execute aggressive sustainable recruitment efforts with use of committee resources.
1 Federal Race/Ethnicity definitions changed in Fall 2010 and these numbers may not be comparable to previous years.
2 Non-Resident Alien students, faculty and staff are included in the minority counts.
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