President’s Commission on DIVERSITY Presented by: Jackee Schwartz, CEO Global Access Now, LLC

DIVERSITY PCD Charge: 1. Advise President -Issues, Policies, Practices -Issues, Policies, Practices 2. Report to President and University community -Matters of racial & ethnic diversity in employment, working environment, compensation & Leadership 3. Offer recommendations (recruit & retain students & faculty & staff) 4. Propose Initiatives

Today’s Objectives To assess the real issues:  What is the level of awareness?  What are we really trying to change?  How does change occur?  How do we get the Power?  What are the barriers?  How do we make it happen?

Indicators Of Low Appreciation For Diversity Many EEOC Suits—People leaving Many EEOC Suits—People leaving Retention Problems Retention Problems Continuous Conflict Continuous Conflict Many Complaints Many Complaints Cultural Faux Pas That Are Unintentional Cultural Faux Pas That Are Unintentional Diversity-related Blocks in Communication Diversity-related Blocks in Communication People Feeling Isolated People Feeling Isolated Lack of Value For Uniqueness Lack of Value For Uniqueness

Shotgun Approach Confusion makes action difficult Confusion makes action difficult Give real life examplesGive real life examples A scattering of practices is ineffective A scattering of practices is ineffective Why?Why?

Diversity Obstacles What are they at UK? What are they at UK?

Best Practices Business Diversity Network Business Diversity Network Purpose: To benchmark best practices Purpose: To benchmark best practices Advice from U of L, Toyota, Lexmark and LG&E Advice from U of L, Toyota, Lexmark and LG&E

BEST PRACTICES All agreed first and foremost: Without SENIOR LEVEL SUPPORT, an effective diversity initiative will never happen How do you get sustained, passionate support of senior leadership?

Change How open to change is your organizational structure? How open to change is your organizational structure? What, if anything, needs to happen to make the culture more open and flexible? What, if anything, needs to happen to make the culture more open and flexible?

How Critical Is Accountability How do you build it into a diversity effort? How do you build it into a diversity effort? What should you be measuring? What should you be measuring? Set goals that are reasonable and specific Set goals that are reasonable and specific S.M.A.R.T. Goals S.M.A.R.T. Goals Monitor and communicate progress Monitor and communicate progress

Summary What is the critical first, next step? Ohio State University stated in its Diversity Plan: “The goals are extensive…they should be prioritized, and deliberate. Many of the actions are doable with current resources, it is likely that real progress and success will require additional resources.”