1. Recommendations March, 2002

2. Administrative Implementation RECOMMENDATIONS *Immediate *1. The University leaders will visibly demonstrate commitment to cultural diversity and the elimination of discrimination against employees –A statement will be issued to the university community indicating the University’s policy on diversity and a policy statement will be placed in the University Governing Regulations *2a. The University leaders will promote the hiring of senior level administrators of culturally diverse backgrounds with broad-based decision making responsibilities –Establish a visible goal for promoting diverse administrators and other non- traditional positions –Develop a mentoring program for employees in administrative and professional positions *2b. Establish a senior level community relations and outreach initiative whose goal is to achieve culturally diverse individuals’ participation through planned programs *3. Establish an award similar to the Nestor Award (i.e. bestowed annually to an individual) to promote and recognize the value of cultural diversity in the University *4. Develop a website that is historical and informational to reshape the image of UK

3. Administrative Implementation RECOMMENDATIONS *5. Provide incentives for departments and colleges to recruit and retain qualified diverse faculty –Develop a “new faculty line” program –Provide competitive funding to recruit diverse faculty –Require evidence of mentoring (I.e. more nurturing, sensitive and supportive) programs for all junior faculty –Require deans to conduct annual professional development on promotion and tenure 6. A proactive Affirmative Action plan will be promoted and implemented in the University that is more employee centered –Assume the leadership in the facilitation of prejudice reduction professional development –Evaluate affirmative action efforts over all in each unit of the University to discern what has been done to improve hiring/retention of culturally diverse individuals and cite recommendations for further improvement 7. Require all administering academic and non-academic units to show evidence through merit evaluations their efforts to improve and encourage a valuing of diversity

4. College (Academic Unit) Implementation RECOMMENDATIONS *1. All academic units will ensure a continuing commitment to the values of cultural diversity by explicitly embedding them in the units’ mission statements, strategic plans and in the units’ criteria for leadership selection and evaluation. Descriptions of leadership positions and the criteria for evaluation of University leaders to begin September, 2002. *2. All academic units will establish a visible, aggressive, and pro-active plan to ensure and enhance the diversity of units’ faculty, graduate students, and undergraduate students. The plans will have clear goals, including targeted percentage increases of persons from underrepresented groups in faculty, graduate student, and undergraduate student populations, over the next three, five, and ten year periods with annual reviews. 3. All academic units will amend exiting performance criteria beginning January 1, 2003 and procedures to evaluate academic unit leaders according to their progress towards the three, five, and ten year goals that have been established to increase diversity. Academic unit leaders will also be explicitly assessed regarding their efforts to recruit, mentor, and retain diverse faculty, graduate students, and undergraduate students, and their efforts to establish programs to ensure a positive climate for diverse groups (including, but not limited to the development and operation of strict policies against discrimination and harassment). All Academic unit leaders’ assessment should be completed by the end of Spring 2004.

5. College (Academic Unit) Implementation RECOMMENDATIONS 4. All academic units will provide support for departments to recruit, mentor, and retain diverse faculty at all ranks to begin July 1, 2002 with purposes of budget implementation for July 1, 2003. Establish “new” faculty lines with start- up funds designated for faculty from underrepresented groups. –Establish a goal of 7% African American faculty (Administrators- 8%) tenured or tenure-track to be reached within three years, with annual increases commensurate attaining the three-year goal (i.e. 1 to 2 percent per year). Any college who presents a goal lower than 7% would have to present justification. All colleges are encouraged to exceed the 7% goal with the chief administrators offering incentives to colleges who go beyond the 7% goal –Provide incentives and rewards for academic units leaders who meet or exceed targets for faculty recruitment, mentoring, and retention. –Establish networks and support groups within (and possibly also across) academic units for faculty from underrepresented groups, especially those who are pre- tenure.

6. College (Academic Unit) Implementation RECOMMENDATIONS 5.All academic units will provide support for departments to recruit, mentor, and graduate diverse graduate, and professional students with budget considerations beginning July 1, 2004. –Establish “new” assistantships, scholarships and fellowships designated for graduate and professional students from underrepresented groups –Provide incentives and rewards for academic unit leaders who meet or exceed targets for graduate and professional student recruitment, mentoring, and graduation. –Establish channels to disseminate to all departments information regarding successful models for the recruitment, mentoring, and graduation of graduate and professional students and information regarding extramural funds for graduate and professional students from underrepresented groups. –Join national consortia of higher education institutions to network and increase the pool of diverse potential graduate and professional student applicants, and the pool of potential faculty. –Support the awarding of post- doctoral fellowships for persons from underrepresented groups.

7. College (Academic Unit) Implementation RECOMMENDATIONS 6. All academic units will provide support for departments to recruit, mentor, and graduate diverse undergraduate students. –Establish “new” scholarships designated for students from underrepresented groups to begin July 1, 2004. –Establish networks and support within ( and possibly also across) academic units for undergraduate students from underrepresented groups to begin July 1, 2002. –Establish mentoring programs in each major for undergraduate students from underrepresented groups to begin July 1, 2002.

8. Staff Implementation RECOMMENDATIONS *1. Provide prejudice reduction professional development for all staff –Create an office external to HR with a director and funding. This office should report directly to the President. Consider existing staff for this office such as Mildred Bailey of Minority Affairs. Timeline: January 1, 2003. –Work with city officials on ways to promote diversity and deter discrimination in the community –Work with churches and community groups (i.e. Black Achievers) to develop strategies and programs that will be mutually beneficial *2. The Personnel Division will develop, implement and monitor a mandatory seminar program structured to inform managers of their responsibility in eliminating discrimination (i.e. racism, sexism, homophobia) in the work place –This is the responsibility of HR which should provide the following: 1) All supervisors & managers (new & existing) must complete this training--excluding those with prior raining. 2) This training must include a two- day prejudice reduction workshop –Train all first line supervisors on techniques to deal with problem resolution, valuing differences of a diverse work force, misinformation, guilt, etc.

9. Staff Implementation RECOMMENDATIONS 3. The Personnel Division will review its policies and procedures and develop a more effective personnel management system –Assure attention be given to issues of advancement, including evaluations, transfers, promote-from- within, job reclassifications,promotions and raises –Orientation of all new employees regarding cultural diversity This is an HR responsibility and should be given the first week of employment *Make sure all employees attend (monitored). *Review Affirmative Action complaints to measure effectiveness of the orientations *4. The University staff leaders will provide an orientation for all new employees about the University’s position on cultural diversity 5. The University will contribute to its employee health costs and the cost of a University early childhood education facility to be scaled to reflect ability to pay –Assure that employee benefits cover basic family health insurance costs with culturally diverse employees in mind since many are at the lowest level of employment

10. Staff Implementation RECOMMENDATIONS 5. (cont.) –Assure that all employees who need the services of the University daycare be able to afford to pay for their child’s (children) through the use of a sliding scale fee based on the employees family income 6. The University staff leaders will be directed to expand the number and the scope of its training activities with particular attention given to the development of workshops in the basic crafts –Assure that all employees have access to training necessary for higher paying skilled craft positions –Continue emphasis of Operation Read to develop employees –Develop skills assessment tools to identify and improve employee skills –Develop data base of skill levels that can be managed and used for training and promotional opportunities –Develop incentives for departments and units that employ and/or promote culturally diverse staff –Develop a career ladder through the use of skill assessment tools