1. ACUI 2011 Diversity and Inclusion Survey Initial Findings

2. ACUI 2011 Diversity and Inclusion Survey Initial Findings Email sent to 5346 members 985 responded for a 18% return rate 46 oped out all responses were self reported and focused on demographic information for the association (ethnicity, gender, sexual orientation, and educational level)

3. ACUI 2011 Diversity and Inclusion Survey Initial Findings Ethnicity - 981 responses White - 74% (725) African American -11 % (106) Hispanic - 5% (50) Biracial/multiracial - 5% (48) Asian - 5% (45) Native American -.7% (7)

4. ACUI 2011 Diversity and Inclusion Survey Initial Findings Gender - 981 responses Women - 51.8% (509) Men - 48% (470) Transgender - 0.2 % (2)

5. ACUI 2011 Diversity and Inclusion Survey Initial Findings Sexual Orientation Straight - 86.7% (852) Gay - 7.5% (73) Bisexual - 2.6% (25) Lesbian - 1.8% (18) Queer -.9% (9) Questioning-.5% (5)

6. ACUI 2011 Diversity and Inclusion Survey Initial Findings Education Completed Master’s - 45.4% (445) Bachelor’s - 15.9% (157) Some Grad. Work - 13% (127) Some Doctoral Work - 7.6% (74) Doctorate - 7.3% (71) HS Diploma - 6.7% (67) AA - 2.1 % (21) Other - 2.0% (20)

7. ACUI 2011 Diversity and Inclusion Survey Initial Findings Part 2 of the survey asked for opinions on the following four questions: 1. How do you define diversity and inclusion? 2. What programs and services do you feel should be offered to address diversity and inclusion within ACUI? 3. How should ACUI address issues of diversity and inclusion? 4. Additional comments

8. ACUI 2011 Diversity and Inclusion Survey Initial Findings 1. How do you define diversity and inclusion? (195 responses) The question elicited a number of responses that focused on the traditional views of diversity (sex, race, gender, class, SES, religion, ability). There were a number of responses that expressed a desire to have the discussion of diversity expanded to include institution type/size, ideas, beliefs and opinions. Many of the respondents also discussed the importance of having a definition of diversity that is all encompassing. Additionally, there were a number of responses that discussed the need for diversity to go beyond tolerance of differences and into acceptance and celebration.

9. ACUI 2011 Diversity and Inclusion Survey Initial Findings 1. How do you define diversity and inclusion? For a majority of the respondents, inclusion means creating a space that is open and inviting to all, where all voices are heard and that people are included in every aspect of the association. There were a few responses that questioned the need for this type of survey and for this type of work to be done at the association level. The respondents also expressed their hope that pursuing this agenda would not derail ACUI’s central focus. Additional responses focused on ensuring that volunteer opportunities are advertised to all members and that there is a concerted effort to extending these opportunities to everyone.

10. ACUI 2011 Diversity and Inclusion Survey Initial Findings 2. What programs and services do you feel should be offered to address diversity and inclusion within ACUI? (188 responses) There is a desire for our organization to do more work mentoring and recruiting people from diverse backgrounds into positions of leadership. On this theme, mentoring was widely suggested as a means for recruiting diverse individuals to the organization as well as leadership within it. The NASPA Undergraduate Fellowship Program (NUFP) was cited as a model for recruiting diverse undergraduates to the organization and profession. Furthermore, it was suggested that mentoring opportunities be expanded for graduate students, new professionals and women.

11. ACUI 2011 Diversity and Inclusion Survey Initial Findings 2. What programs and services do you feel should be offered to address diversity and inclusion within ACUI? (188 responses) There are many small, tangible practices the organization would like to see adopted (gender neutral restrooms, representative marketing, etc.). These suggestions and many more are outlined in the notes below.

12. ACUI 2011 Diversity and Inclusion Survey Initial Findings 3. How should ACUI address issues of diversity and inclusion? (183 responses) Most of the responses focused on providing educational programs and services that focus on issues of diversity and inclusion for member institutions. Forums, communities of practice, best practices, articles, workshops, webinars, keynote speakers, Additionally, there were suggestions to expand the programming to address individual members. There was also mention of utilizing social media and available technology to promote programs and services to the membership. Another theme that emerged through this question focused on having transparency at every level of the association. From recruiting and engaging a diverse population of professionals to selection processes. Be intentional and purposeful in addressing diversity and inclusion.

13. ACUI 2011 Diversity and Inclusion Survey Initial Findings 4. Additional comments (88 responses) Resources for use at institutions. Readings, videos, speaker list, etc. Perhaps even a “steal this idea” with an emphasis on diversity programming and events New professional and student training. It has been mentioned to look at the generational aspects of diversity awareness. Perhaps an IPDS or ILEAD model based on diversity and inclusiveness Organization and Individual history. Chronicling the stories of our past and current champions and experiences, both good and bad, to build a legacy for others to follow Perhaps focus on inclusiveness more than diversity. Many feel we have the diversity within the organization but we are not always inclusive

14. ACUI 2011 Diversity and Inclusion Survey Initial Findings 4. Additional comments (88 responses) Library resources Archives Speaker lists Staff and student training

15. ACUI 2011 Diversity and Inclusion Survey Initial Findings 4. Additional comments (88 responses) Being more inclusive Making it about a celebration not mandatory or oppressive Making it link to our core mission – the university center Leadership team representation Ability to address regional needs and concern – not one size fits all Distance training and resources

16. ACUI 2011 Diversity and Inclusion Survey Initial Findings 4. Additional comments (88 responses) Perhaps focus on inclusiveness more than diversity. Many feel we have the diversity within the organization but we are not always inclusive Celebrating diversity rather than making it about shame or guilt Have transparency at every level of the association. From recruiting and engaging a diverse population of professionals to selection processes.