1. Using Inclusive Excellence as a Lever to Develop a Framework for a Campus Diversity Plan: Our Design for the Future John Queener, Ph.D. & Linda Subich, Ph.D. The University of Akron

2. Our story… Office of Minority Affairs founded 1986Office of Minority Affairs founded 1986 Director of Office of Minority Affairs with Associate Provost status hired in 1995Director of Office of Minority Affairs with Associate Provost status hired in 1995 –Focus changed from reactive to proactive efforts toward retention, graduation and climate issues –Support in Presidents office facilitated transition Institute for Teaching & Learning faculty and staff development re: diversity 2001-2003Institute for Teaching & Learning faculty and staff development re: diversity 2001-2003

3. Our story… Campus involvement in ACE (Cincinnati) 2001 & AAC&U (St. Louis) 2002Campus involvement in ACE (Cincinnati) 2001 & AAC&U (St. Louis) 2002 2004 Greater Expectations Institute application accepted and attendance supported by Provost2004 Greater Expectations Institute application accepted and attendance supported by Provost –Went to launch a diversity climate survey and left with a diversity plan and a team Provost signs on to diversity plan it is presented to campus units 2004-2005Provost signs on to diversity plan it is presented to campus units 2004-2005 Diversity Council formed Spring 2005Diversity Council formed Spring 2005 –Brought together independent efforts

4. UA Diversity Plan Framework Inclusive Excellence Equity Outcomes Excellence Access Retention/Graduation Institutional Receptivity Campus Inclusion Gender Sexual Orientation Race/Ethnicity/Nationality Educational Quality Curriculum Programs for underrepresented student Faculty & Staff Development The Framework for Building UA Diversity Plan was developed within the context of the University mission and Balanced Score Card with recognition that the diversity plan will serve to illustrate university goals and initiatives while influencing university values and priorities. We recognize that the Akron community, as a stakeholder, will play a crucial role in the diversity plan.

5. Our story… Inclusive Excellence (IE) makes its way into UA Academic Plan 2005-2006 as one of 5 design principlesInclusive Excellence (IE) makes its way into UA Academic Plan 2005-2006 as one of 5 design principles Curriculum survey Spring 2006 regarding diversity contentCurriculum survey Spring 2006 regarding diversity content Student Climate survey Spring 2006Student Climate survey Spring 2006 Decision to hire Chief Diversity Officer Spring 2006Decision to hire Chief Diversity Officer Spring 2006 Work toward launching a faculty/staff climate survey Summer and Fall 2006Work toward launching a faculty/staff climate survey Summer and Fall 2006

6. Some bumps… Leadership changes on campus slowed progress in the 1990sLeadership changes on campus slowed progress in the 1990s Data collected by OMA not always flattering and dissemination consequently stalled along with opportunity to address issuesData collected by OMA not always flattering and dissemination consequently stalled along with opportunity to address issues Director of OMA resigns in 2004Director of OMA resigns in 2004 Subsequent Director who pushed IE initiative leaves Spring 2006Subsequent Director who pushed IE initiative leaves Spring 2006 Failed CDO search Fall 2006Failed CDO search Fall 2006

7. Some bumps… Initiatives from Diversity Plan stalledInitiatives from Diversity Plan stalled –Further implementation of Diversity Scorecard –Deliberate introduction and organization of campus- wide intercultural dialogues and other campus diversity activities –Purposive faculty/staff development and curriculum development initiatives

8. Lessons learned… Aim highAim high –You never know what could be achieved Look for friends in high placesLook for friends in high places Tie the initiative to institutional themes/valuesTie the initiative to institutional themes/values –All students benefit –Excellence –Research –Getting connected nationally

9. Lessons learned… Dont expect a linear path of progressDont expect a linear path of progress Expect resistance!Expect resistance! Involve a teamsupport helpsInvolve a teamsupport helps –Build a network over time

10. Contact information John Queener, Ph.D. Dept. of Counseling The University of Akron Akron, OH 44325-5007 jqueener@uakron.edu Linda Subich, Ph.D. Dept. of Psychology The University of Akron Akron, OH 44325-4301 subich@uakron.edu