1. 1 COLLEGE OF ARTS AND SCIENCES STRATEGIC DIVERSITY PLAN

2. 2 ORIGINS OF DIVERSITY PLANNING DEO guidelines issued January 2004 USF mission to achieve educational excellence in teaching, research, service, and community engagement Expected that our faculty will reflect increasingly diverse students (33%) Planning must set new directions to deliver a multifaceted, holistic and university-wide diversity effort

3. 3 DIVERSITY PLANNING PROCESS Arthur Guilford, Associate Dean Paul Dosal, Faculty Coordinator Special Projects Review 1996 CAS Diversity Plan Review 2002 Campus Climate Survey Conduct Diversity Audit

4. 4 DIVERSITY PLANNING PROCESS Chair’s Advance CAS Diversity Committee Meetings with DEO Diversity Summit Diversity and Democracy Conference 3 Diversity Socials Chair’s Steering Committee Women and Minority Faculty Luncheon

5. 5 DIVERSITY PLANING DIALOGUE CAS Diversity Committee Chair’s Steering Committee Committee on Status of Women; Black Faculty and Staff Association; Committee on Issues of Sexual Orientation and Gender Identity; Latinos Association; Asian Alliance Council of Chairs CAS Dean’s Advisory Council CAS Staff CAS Faculty

6. 6 DIVERSITY DEFINED Open and inclusive environment in which men and women of diverse races, ethnicities, national origins, religious beliefs, physical abilities, sexual orientations, and ideologies participate equally Concept acknowledges co-existence, interdependence and difference Implies a dimension of commonality in the condition of being human and individually unique Spirit of fairness and tolerance for difference will promote an environment of greater understanding and respect within our campus community

7. 7 DIVERSITY VIEWED AS A DIVERSION The numbers game is too politicized Achieving diversity in faculty and students is now a diversion from the real battle of achieving full equality in educational access and achievement CAS faculty and students more diverse, but ONLY 33% of black males and 44% of Hispanic males graduate after 6 years

8. 8 RATIONALE FOR DIVERSITY To promote democratic values by teaching civility, tolerance, equity, inclusiveness To reflect the diverse backgrounds and perspectives of the students we teach To accommodate different learning styles To end the marginalization of people

9. 9 VALUE OF DIVERSITY Diverse learning environment promotes critical thinking skills Prepares students for an increasingly pluralistic and democratic society Empowers students for competition in the global marketplace Enriches academic environment for faculty and students

10. 10 MAKING EXCELLENCE INCLUSIVE Quality of education is enhanced Dynamic curriculum, professors, students, and intellectual environment benefits all Closing the achievement gap is an educational imperative Challenge each student to high academic achievement Encourage all students to consider graduate education

11. 11 CLEAR FRAMEWORK CLIMATE: inclusive environment LEADERSHIP: administration, implementation & accountability EXCELLENCE: diversity in the curriculum ACCESS: equal opportunity and achievement in higher education REPRESENTATION: recruit and retain a diverse workforce

12. 12 CLIMATE OBJECTIVES Broaden the concept of diversity Sustain a climate of tolerance and civility through workshops, programs, events Annual online climate survey Reduce incidents of harassment, particularly related to sexual orientation Make all CAS buildings accessible to persons with disabilities

13. 13 LEADERSHIP OBJECTIVES Create administrative structure to implement Plan Associate Dean for Faculty Development monitors all searches to insure compliance with diversity goals Evaluate need for new position to direct diversity initiatives: - Monitor recruiting, retention, mentoring – Organize workshops and programs – Prepare annual reports – Conduct climate surveys – Educational outreach and recruiting – Work with CAS Diversity Committee

14. 14 LEADERSHIP OBJECTIVES Develop leadership enhancement program for women and minorities Promote an active CAS Diversity Committee Women and minorities represented adequately in college governance, advisory councils, search committees, and task forces

15. 15 EXCELLENCE OBJECTIVES Close achievement gap between white and minority students, male and female Increase graduation and retention rates for all students Promote innovative and interactive teaching techniques Satisfy student demand for general education requirements as related to diversity Support Africana Studies, Latin American and Caribbean Studies, Women’s Studies

16. 16 EXCELLENCE OBJECTIVES Enhance departments, programs, institutes, and centers that strengthen diversity initiatives Faculty recognized and rewarded for teaching, research, and service on diversity issues Support for faculty to develop new courses or refine existing ones to introduce more diversity themes Encourage and recognize faculty who participate in recruiting and mentoring programs for minority students

17. 17 ACCESS OBJECTIVES Enroll minorities at a pace that reflects demographic profile of Tampa Bay and Florida Additional support for international students Increase number of CAS faculty involved in outreach and recruitment in community Attract and graduate more minority students in masters and doctoral programs

18. 18 ACCESS OBJECTIVES More educational outreach efforts More collaboration with ENLACE and other groups that reach out to minorities Seek external funding for educational outreach and mentoring More effective outreach to minority students within the college

19. 19 REPRESENTATION OBJECTIVES Increase female faculty by increasing pool of female candidates in all searches Increase minority faculty to keep pace with increasing number of minority students Promote gender/racial equity at professor and associate ranks Develop post-doctoral fellowships programs for recruiting minorities

20. 20 REPRESENTATION OBJECTIVES More rigorous implementation and monitoring of faculty recruitment procedures Encourage departments to search in topical or geographical areas more likely to yield greater pool of women and minority candidates Develop incentives to departments to diversify faculty Develop a spousal hiring and domestic partners policy

21. 21 RESOURCES REQUIRED A new line for Director of Diversity and Special Projects (if necessary) Release time for participation in leadership enhancement program Re-allocation of resources to provide for spousal and opportunity hires Modest resources to sponsor diversity programs and workshops

22. 22 RESOURCES REQUIRED External funding for more outreach and mentoring programs External funding for fellowships and post- doctoral programs Greater commitment to work with existing programs More recognition for faculty engaged in diversity research, teaching, and service

23. 23 TIMELINE Active CAS Diversity Committee fall 2004 Evaluate need for Director of Diversity and Special Projects and hire, if necessary, for fall 2005 Create online climate survey fall 2005 Provide annual reports on diversity beginning spring 2006 New Diversity Plan in 2009

24. 24 DISSEMINATION OF DIVERSITY PLAN CAS Chairs January 2005 Distribution to all departments and faculty Distribution to faculty, staff, and student groups Posting plan on website

25. 25 QUESTIONS AND CONCERNS What have we missed? What can we do better?