Presentation is loading. Please wait.

Presentation is loading. Please wait.

ELEMENTS OF AN EFFECTIVE STRATEGIC DIVERSITY PLAN Organic Linkages with the Mission Coherent Understanding of Diversity Systemic, Impacts All Aspects of.

Similar presentations


Presentation on theme: "ELEMENTS OF AN EFFECTIVE STRATEGIC DIVERSITY PLAN Organic Linkages with the Mission Coherent Understanding of Diversity Systemic, Impacts All Aspects of."— Presentation transcript:

1 ELEMENTS OF AN EFFECTIVE STRATEGIC DIVERSITY PLAN Organic Linkages with the Mission Coherent Understanding of Diversity Systemic, Impacts All Aspects of the Institutional Structure Top-down and Bottom-up Investment Framework of Accountability and Assessment Infrastructure of Incentives and Rewards Flexibility and Responsiveness

2 FRAMING AN UNDERSTANDING OF DIVERSITY Institutional Transformation Educational/School Mission Response to Intolerant Climate Representation

3 Transformation Education/ Scholarship Student Access/ Success Campus Climate/ Inter-cultural Relations Systemic Interdependency

4 STUDENT ACCESS AND SUCCESS (Race, Ethnicity, Gender) Access Yield Recruitment Enrollment Participation Rates Success GPAs Course Completions Honors Retention Persistence Graduation Rates Graduate School Attendance Engagement

5 CAMPUS CLIMATE/INTER-CULTURAL RELATIONS (Race, Ethnicity, Gender Sexual Orientation, Language, Religion, Age, Nationality, Class, and Ability) Perceptions of Campus Climate Quality of Inter-cultural Relations

6 Education and Scholarship (all groups) New Academic Fields New Course Content New Pedagogies Diversity Requirements

7 INSTITUTIONAL TRANSFORMATION Congruence of Leadership Statements with Diversity Agenda Incentive and Rewards Structures to Support Participation Policies to Prevent and Address Discrimination Strategic Hiring Initiatives Healthy Interactions With Community Capacity for and Visibility of Institutional Leadership for Diversity

8 Diversity Plan Principles Negative outcomes that are correlated with group membership are suspect and should prompt institutional inquiry and intervention. The Diversity Plan tracks negative outcomes that have a basis in group membership, not individuals who are members of groups. Strategies that eliminate group-based disadvantage confer benefits on more than their intended targets and improve the institution as a whole. The plan must measure progress in terms of equity and not merely positive numerical change. Without a sufficient infrastructure of support (incentives and rewards, policy development, accountability mechanisms) the diversity plan has no teeth Diversity and excellence must be viewed as commutual

9 Diversity Plan Resources The Goals Ten goals across 4 dimensions of the institution The Institutional Indicators (Institutional Measures of Progress) The macro-level measures used to gauge the success of the Plan from a broad institutional perspective. Derived from Strategic Plan Planning Guidelines Includes an introduction that frames an understanding of the Plan; the diversity goals; strategy templates and submission criteria; and timelines for planning and review. The Strategic Plans (Unit-level planning and assessment of progress) Summary Progress Reports “Inventory of Campus Diversity Resources” Annual update of campus resources in support of diversity agenda.

10 DIVERSITY PLAN GOALS STUDENT ACCESS AND SUCCESS Goal/Outcome 1:Support the Enrollment of a Diverse Student Body Goal/Outcome 2:Support the Retention and Success of a Diverse Student Body CAMPUS CLIMATE AND INTERGROUP RELATIONS Goal/Outcome 3:Foster a Campus Climate that is Welcoming to All Goal/Outcome 4:Foster Inter-cultural Respect, Communication, and Collaboration EDUCATION & SCHOLARSHIP Goal/Outcome 5:Support the Incorporation of Diversity and Inclusion Across the Curriculum INSTITUTIONAL TRANSFORMATION Goal/Outcome 6:Enhance the Recruitment and Retention of Diverse Faculty, Staff and Administrators Goal/Outcome 7:Ensure Accessibility of Facilities and Programs Goal/Outcome 8:Foster Healthy Relationships with our Community Partners Goal/Outcome 9:Enhance the Capacity for and Visibility of Institutional Diversity Leadership Goal/Outcome 10:Institutionalize a Culture of Diversity Planning and Assessment

11 INSTITUTIONAL INDICATORS Student Access and Success Goal/Outcome 1: Support the Enrollment of a Diverse Student Body Undergraduate Enrollment IndicatorsBaselineBenchmarkData SourceData ManagerTime Frame for Review Yield rates of first-time, full- time, trad, deg. - seeking undergrad. admitted by race/ethnicity and gender Fall ‘05Continuous Progress Admissions Data AdmissionsAnnual Evaluation template adapted from James Irvine Foundation Campus Diversity Initiative Evaluation Project. Indicators based on model by Daryl Smith (Diversity Works: The Emerging Picture of How Students Benefit).Diversity Works: The Emerging Picture of How Students Benefit)

12 INSTITUTIONAL INDICATORS Student Access and Success Goal/Outcome 2: Support the Retention & Success of a Diverse Student Body Undergraduate Graduation Rates IndicatorsBaselineBenchmarkData SourceData Manager Time Frame for Review Grad rates for full-time, degree- seeking undergrads by race/ethnicity, gender, disability, SES, and international status Dec. ’04 – May, ’05 Close the Gaps Graduation Data RegistrarAnnual

13 INSTITUTIONAL INDICATORS Campus Climate/Inter-cultural Relations Goal/Outcome 4: Foster a Campus Climate that is Welcoming to All Campus Climate IndicatorsBaselineBenchmarkData SourceData Manager Time Frame for Review Faculty and staff perceptions of campus climate by race/eth., gender, age, religion, sex. orientation, nationality, and job classification Fall ’05Close the gaps Employee Survey of Campus Climate DAC, VP for Diversity, Inst. Research, HR Three Years

14 INSTITUTIONAL INDICATORS Education & Scholarship Goal/Outcome 5: Support the incorporation of diversity and inclusion across the curriculum IndicatorsBaselineBenchmarkData SourceData Manager Time Frame for Review # of courses offered in support of Core Diversity Requirement TBD GDSTAnnual # of tenure- track faculty hired for specialization in scholarships of diversity Fall ’05Continuous Improvement College Hiring Files Academic Deans Annual

15 INSTITUTIONAL INDICATORS Institutional Transformation Goal/Outcome 6: Enhance the Recruitment and Retention of Diverse Faculty, Staff and Administrators Employee Recruitment IndicatorsBaselineBenchmarkData SourceData Manager Time Frame for Review Utilization analysis of job groups by college Fall ’05 Utilization Affirmative Action Plan Goals Affirmative Action Plan Utilization Analysis Human Resources Annual

16 STRATEGY PLANS Student Access and Success Goal/Outcome 2 Support the Retention and Success of a Diverse Student Body Strategy: Recruit LAC tutors who reflect the racial and gender diversity of the undergraduate population IndicatorsBaselineBenchmarkData SourceResponsible Party Time Frame for Review # and % of LAC tutors by race/ethnicity and gender relative to % of participants in undergraduate population 04 – 05 Levels The diversity of the tutoring staff will meet or exceed the diversity of the student population LAC RecordsLACAnnual

17 STRATEGY PLANS Campus Climate/Intercultural Relations Goal/Outcome 4:Foster Intercultural respect, communication, and collaboration Strategy: Offer more awareness-enhancing programs, services, and events through such efforts as Theater of Conscience, Heritage Fest, clubs, and organizations that embrace diversity and campus-wide student-oriented diversity programs IndicatorsBaselineBenchmarkData SourceResponsible Party Time Frame for Review # and % of undergrads who participate levelsTBDStudent Life Records Student LifeAnnual Participant evaluations of Impact

18 STRATEGY PLANS Education and Scholarship Goal/Outcome 5: Support the Incorporation of Diversity and Inclusion Across the Curriculum Sample Strategy: Department X will collaborate with the Library to produce Xtreme Multicultural Subject Guides as resources for course revision IndicatorsBaselineBenchmarkData SourceResponsible Party Time Frame for Review # of courses in the department that are revised 04 – 05 levelsContinuous Progress Department XAnnual Faculty assessments of the Subject Guides

19 STRATEGY PLANS Institutional Transformation Goal/Outcome 6: Enhance the Recruitment and Retention of Diverse Faculty, Staff and Administrators Sample Strategy: X will purchase the Doctoral Scholars Directory for use by academic search committees IndicatorBaselineBenchmarkData SourceResponsible Party Time Frame for Review # of search committees utilizing this resource 04 – 05 levels (0) At least 50%Search Committee Records XAnnual # of candidates (or hires) identified through this resource At least 1

20 STRATEGY PLANS Institutional Transformation Goal/Outcome 9: Enhance the Capacity for and Visibility of Institutional Diversity Leadership Sample Strategy: Planning Unit X will incorporate a diversity statement from the administrator on its web page, in new employee orientations, and in its print publication IndicatorsBaselineBenchmarkData SourceResponsible Party Time Frame for Review Student and/or employee perceptions of Unit commitment to diversity N/AAt least 75 % perceive high commitment Survey XPlanning Unit X Annual

21 Planning Exercise Goal/Outcome 2:Support the Retention and Success of a Diverse Student Body Goal/Outcome 4:Foster Intercultural Contact and Collaboration Goal/Outcome 6:Enhance the Recruitment and Retention of Diverse Faculty, Staff and Administrators Goal/Outcome 10:Institutionalize a Culture of Diversity Planning and Assessment Strategy: IndicatorBaselineBenchmarkData Source Data ManagersTime Frame for Review

22 Recommendations for Accountability Guidelines RECOMMENDATION 1: Reporting Chain Divisional/Collegiate Unit-Level Planning ( VPs and Deans) ADVANTAGES: Follows the Natural Leadership Hierarchies Allows for Flexibility Simplicity/Less Administrative Burden More likely to Produce Substantive Effort DISADVANTAGES: ?

23 Recommendations for Accountability Guidelines RECOMMENDATION 2: Plan Time Frame 5 - Year Plan (2005 – 2010) (becomes 6 – year plan during next cycle) ADVANTAGES:Alignment with University Strategic Plan Facilitates alignment with Budget Coherency with Mission Allows time for Progress DISADVANTAGES:?

24 Recommendations for Accountability Guidelines RECOMMENDATION 3: Planning and Assessment Timeline Review and Acceptance of Strategies Semester Prior to Start of Plan (Fall 2005) Annual Review and Summaries of Strategy Progress to the President and University Community Interim and Final Review and Summary of Institution-level Indicators of Progress to the President and University Community ADVANTAGES:Continuous assessment reinforces culture of diversity planning & assessment Annual summary rewards promising practices and highlights inactivity Allows for ongoing adjustment DISADVANTAGES:?

25 Recommendations for Accountability Guidelines RECOMMENDATION 4: DAC as Standing Oversight Committee with Other Duties as Assigned (additional subcommittee members from planning unit) ADVANTAGES:Continuity of DAC role in Plan development Draws upon the existing understanding and commitment of the DAC Vehicle for ongoing capacity development within units Collaborative, not just top-down DISADVANTAGES:?

26 ELEMENTS OF AN EFFECTIVE DIVERSITY PLAN Coherent Understanding of Diversity Systemic, Impacts All Aspects of the Institutional Structure Organic Linkages with the Mission Top-down and Bottom-up Investment Framework of Accountability and Assessment Infrastructure of Incentives and Rewards Flexibility and Responsiveness


Download ppt "ELEMENTS OF AN EFFECTIVE STRATEGIC DIVERSITY PLAN Organic Linkages with the Mission Coherent Understanding of Diversity Systemic, Impacts All Aspects of."

Similar presentations


Ads by Google