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1 UC│DIVERSITY Exploring Commonalities & Celebrating Differences.

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Presentation on theme: "1 UC│DIVERSITY Exploring Commonalities & Celebrating Differences."— Presentation transcript:

1 1 UC│DIVERSITY Exploring Commonalities & Celebrating Differences

2 2 Diversity is not just about numbers, statistics and demographics; it is much more than compliance with laws and directives; it is about culture, inclusion and creating an environment that supports diversity and affirms each individual’s value, potential and contribution to the UC community. Point to Ponder 2

3 3 Definition of Diversity The task force recognized a very broad and inclusive concept of diversity that included commonly recognized considerations such as race, ethnicity, gender, age, disability status, socioeconomic status, sexual identity, sexual orientation, religion, and regional or national origin. Going forward the task force emphasized that UC’s concept of diversity should retain the capacity for growth with our understanding. Diversity Task Force,

4 4 Today: Where we are Completed UC|21 Diversity Task Force Report, chaired by Dean Lou Bilionis Appointment of Chief Diversity Officer – Mitchel Livingston Creation of a Diversity Council and appointment of a Chair – Cynthia Berryman-Fink Diversity Council Sub-committees 4

5 5 Dimensions of Diversity Source: Diverse Team Gardenswartz & Rowe 5

6 6 Diversity Support System President Chief Diversity OfficerDiversity Council Support Offices InternationalStudent Affairs Disability Enrollment/ Admissions Ethnic Programs & Services SALD Diversity Education Women’s Center Campus Ministries Just Community Governance Faculty Senate (Human Relations) Undergraduate Student Government (Special Interest Collaborative) Graduate Student Association (TBD) Equal Opportunity Human Resources Alumni Association Academic Operations Council or Council of Deans Department of Athletics Provost Offices (East & West) Other Administrative Units (e.g. Purchasing) Possible Governance Committees  Committee on International Affairs  Athletics Advisory Committee  Civic Engagement Council 6

7 7 Diversity Council Chief Diversity Officer Faculty Governance Diversity Support Offices Student Governance Diversity Support Offices Academic Operations Council Alumni Association Athletics Campus Interfaith Community Communications Equal Opportunity Graduate School Human Resources Institutional Planning Provost Offices Student Affairs UC International Faculty Governance Faculty Senate (Human Relations) Student Governance Undergraduate Student Government (Special Interest Collaborative Graduate Student Association (TBD) *Need to identify how Just Community fits in the support system. Administration Diversity Support System 7

8 8 Diversity Council Composition 1 Chief Diversity Officer 1 Chair 2 Students (Student Government, Graduate Student Association) 3 Faculty 2 Deans 2 Representatives of Academic Units (Provosts Appointments) 2 Representatives of Administrative Units 4 Representatives of Student Affairs & Services 1 Senior Associate Vice President, Enrollment Management 1 Senior Associate Vice President, Human Resources 1 Director of Equal Opportunity 1 Representative of UC│International 1 Representative of University Communications 1 Representative of the University President 2 members of the Cincinnati community (alumna and non-alumnus) 1 Representative of the Center for the City 1 Representative of Institutional Planning 1 Representative of Branch Campus 1 Representative of Alumni Affairs 1 Representative of Athletics 1 Representative of Campus Ministries 8

9 9 Diversity Council Activities Participated in team-building exercises Discussed advances and hindrances to diversity Review of task force recommendations Developed sub-committees Prioritized phase 1 recommendations Revised and approved UC Mission Statement 9

10 10 Mission Statement The University of Cincinnati serves the people of Ohio, the nation, and the world as a premier, public, urban research university. We are committed to excellence and diversity in our students, faculty, staff, undergraduate and graduate education, experience-based learning, and research. The University strives to provide an inclusive environment where innovation and freedom of intellectual inquiry flourish. Through scholarship, service, partnerships, and leadership, we create opportunity, develop educated and engaged citizens, enhance the economy and enrich our University, city, and global community. 10

11 11 Diversity Council Sub-committees Recruitment & Retention (Karen Faaborg & Caroline Miller) Campus Life & Climate (Stacy Downing & Barb Rinto) Assessment & Accountability (Gary Dent & Lee Mortimer) Community Collaboration (Ed Owens & Mary Stagaman) Leadership/Logistics (Cindy Berryman-Fink, Lou Bilionis, Greg Hand, Mitchel Livingston, Bleu Marshall) 11

12 12 Recruitment & Retention Sub-committee (examples) Cluster hiring of faculty Grow our own faculty of color Involve faculty, staff and alumni of color in recruiting Assist units in recruiting/retaining staff from underrepresented groups 12

13 13 Campus Life & Climate Sub-committee (examples) Reactivate Racial Incidents Team Elevate RAPP (Racial Awareness Program) Create more viable African & African American Studies Department Involve students of color in organizations, campus life, and leadership 13

14 14 Assessment & Accountability Sub-committee (examples) Conduct periodic climate surveys Create web-based report card to maintain and share diversity data Create centralized exit interview process Perform periodic assessment of NSSE (National Survey of Student Engagement) & SSI (Student Satisfaction Inventory) Build diversity accountability into performance review process 14

15 15 Community Collaboration Sub-committee (examples) Incorporate diverse community issues into Center for the City Enhance contractor/vendor processes Recognize alumni of color Community involvement to attract and enroll students of color 15

16 16 Today: Where we are UC ranks fourth among Ohio’s 14 public universities in African American enrollment diversity (behind Central State, Cleveland State and University of Akron). –All Minorities14.9% –African American10.3% –Asian 2.8% –Hispanic 1.5% –American Indian 0.4% UC has 4% African American faculty and 9.7% African American staff. NSSE ( National Survey of Student Engagement) & SSI (Student Satisfaction Inventory) results indicate that students of color report higher levels of engagement and satisfaction in both their curricular and co-curricular lives when compared to majority students. 16

17 17 Current Diversity Council Activities Populate sub-committees Implement the phase 1 recommendations Develop a 5-year plan with budget Conduct information sessions with governance groups Create an inventory of diverse practices 17

18 18 DIVERSITY INITIATIVES INVENTORY College/Unit: _____________________________________Contact Person: ____________________________________ Address: ____________________________________Phone Number: ____________________________________ InitiativeStart DateResources (staff & dollars) Completion Date Evaluation e.g. Revamp orientation for new faculty, staff and students to include a review of the University’s diversity plan January program coordinator $10,000 OngoingEnhanced awareness of the university’s diversity goals and the integration of diversity within the curriculum. 18

19 19 Phase 1 Recommendations Implement an integrated institutional plan for diversity Engage the university in a process to define diversity Create the senior-level position of Director of Diversity Establish an all-university Committee on Diversity in charge of maintaining the task force report as a living document, holding responsible parties accountable and reporting on at least an annual basis to the community at large 19

20 20 Phase 1 Recommendations (continued) Develop, implement and monitor a Communication Plan Revise the UC Mission Statement to include a continuing commitment to diversity and inclusion Reaffirm the university’s commitment to the existence of the African American Cultural & Research Center and clarify the separate issue of a multicultural center for broader interests 20

21 21 Phase 1 Recommendations (continued) Develop a community dialogue regarding recommendations of the Just Community Task Force. Included in these discussions will be the development of the Core University Values Reactivate the Racial Incidents Team Incorporate Cincinnati community issues regarding diversity into the university’s Center for the City 21

22 22 Phase 1 Recommendations (continued) Encourage greater levels of involvement by students in student organizations, in campus life, and leadership positions; encourage student organizations to become more active and provide them with leadership training; encourage more faculty mentoring to students through faculty involvement as organizational advisors and attendance at student programs Expand the concept of cultural competence to include greater focus on race and ethnicity 22

23 23 Phase 1 Recommendations (continued) Encourage involvement of alumni of color to assist in the recruitment of students of color Enhance faculty search committees to ensure that each search committee meets with appropriate personnel from the Office of Equal Opportunity to discuss venues to advertise for faculty of color and to make sure that no search goes forward without documented best efforts to create a diverse pool Grow our own faculty of color 23

24 24 Diversity Timeline Time Frame January 2007October 2007December 2007January 2008 Diversity Activity UC|21 Diversity Task Force Recommendations Diversity support system in place Diversity Council Chief Diversity Officer Mission Statement Diversity sub- committees formed Recruitment & Retention Campus Life & Climate Assessment & Accountability Community Collaboration Implementation of Phase I recommendations Prioritize Phase II recommendations Assessment of current diversity initiatives across the university Key Messages Diversity defined broadly Recommendations begin with race and ethnicity Permanent support system in place to drive the diversity agenda for the university Reinforcing the inherent value of diversity Prioritize Phase I recommendations Develop Phase II recommendations given our broader understanding of diversity Roll out of initial recommendations Communication with community regarding specific actions taken Establish a base line in terms of where we are Provide data to inform emerging recommendations 24


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