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Outreach and Statewide Engagement Committee Co-Chairs: Priscilla Salant John Foltz Charge to PDC’s O&E Committee Assess and make recommendations on how UI reaches out & engages with Idaho’s diverse communities and constituents Outreach Engagement Research Teaching Through outreach, we develop engaged scholarship and learning opportunities Examples of UI Engagement With Diverse Communities • Engaged teaching Alternative Service Break: Poverty, Race, and Access to Housing • Engaged research AERS CALS: “Hispanic Immigration, Global Competition, and the Dairy Industry in Rural Communities” • Engaged outreach UI Extension: Fighting Childhood Hunger Status and Recommendations • Outreach and engagement to diverse communities is codified in strategic and accreditation plans • Post—FFF: need transition plan to re-envision outreach and engagement at UI • Role for PDC outreach and engagement committee in transition – Assessment: Update existing inventory of O&E w diverse communities – Make recommendations on and support O&E w diverse communities President’s Diversity Council Student Recruitment/Retention Committee May 5, 2014 Student Recruitment/Retention • Met 6 times this year • Committee Members– Jeff Dodge, co-chair – Susan Bender – Yolanda Bisbee – Guilherme Costa – Michael Highfill – Julia Keleher – Shams Arifeen -Jesse Martinez, co-chair -Jerry McMurtry -Cezar Mesquita -Marilyn Pope -Stacey Smith -Brittany Bowles Topics Discussed • LGBTQ –Campus Pride Index • Multicultural Numbers –Breakdown Ethnicity • Campus Wide Climate Survey –Survey Run by UCLA • Review Recruiting Plans –UG/GR/Law/International Topics Discussed (Con’t) • Admission & Financial Aid – Concern about moving direction to almost exclusively merit based aid • Multicultural Recruiter Role and Plan • International & Multicultural – Retention Coordination Accomplishments • Contributed to Changing Admissions & Enrollment Reports • Participated in Segmented Yield Campaigns (Office of Multicultural Affairs, Chief Diversity Officer, & Women’s Center) • Supported the Addition of an Affinity Question to the Application Planning for the Future • Review the results of the College Board’s Admitted Student Questionnaire with Enrollment Management • 3 Subcommittees working over the Summer – Recruitment – Retention – Campus Climate Survey President’s Diversity Council: Campus Culture & Climate Assessment & Continuous Improvement Committee Co-Chairs: Rula Awwad-Rafferty Jane Baillargeon Brian Hopper http://www.uidaho.edu/diversityandhumanrights/diversitycouncil Committee Members • • • • • • • • • • Gloria Jensen Ro Afatchao Samantha Hansen Olivia Balemba Gregory Moller Dan Campbell Ray Dixon Suzy Bender UNITY representative + the 3 co-chairs http://cdn.3oneseven.com/wpcontent/uploads/HLIC/world-in-hands.jpg Subcommittee’s Mission "Assess campus climate and make recommendations for improvement framed by the University strategic plan and presidential priorities". – Definitions – Measurements – Intersections – Goals, Outcomes, and Impacts Spring 2014 CCC Report • 2013-2014 Accomplishments – Staff Survey – Cultural literacy and competence training • Observations • Recommendations 2013-2014 Accomplishments • Staff Survey designed, completed, conducted, and results analyzed – Executive Summary of Staff Survey results and findings shared with president cabinet and provost. – Items suggested for follow up. – Highlight the need for consistent regard to inclusion and consideration of decisions and implementation on staff. 2013 UI Staff Survey Summary • 1053 Respondents; 58% • Job Satisfaction – Job security, working conditions, work load, retirement benefits, health benefits, salary, Training, opportunities to influence UI governance, personal and professional development, and career enhancement • Campus Climate • Management Conditions • Working Environment • Technology • Organizational Climate Campus Climate % Very Satisfied or Satisfied UI provides a comfortable atmosphere for students,… I have been discriminated against because of: 84% Most administrators with whom I interact treat me… 88% Gender 1% Most faculty with whom I interact treat me with… 1% 87% 4% Age 1% My supervisor treats all employees in my work… 77% My supervisor treats me with consideration and… 3% 91% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Ethnicity Management Conditions “How closely do you agree with the following statements?” Strongly Agree My supervisor encourages me to be innnovative and proactive in my position. My supervisor acknowledges my professional successes. My supervisor operates with openness and transparency when making decisions. Agree 40% 36% 31% 47% 44% 44% Organizational Climate “How closely do you agree with the following statements?” Strongly Agree Agree Disagree UI administration uses staff input and recommendations. UI administrators are effective and competent leaders. There is open, two-way communication in my work area. My supervisor takes employee ideas into account when making important decisions *Totals will not equal 100% due to “don’t know” responses. Strongly Disagree 4% 35% 5% Don't Know/NA 27% 45% 20% 11% 25% 61% 36% 23% 12% 14% 12% 2% 4% 47% 11%3% 4% 2013-2014 Accomplishments • Proposal to Faculty Senate and Staff Affairs Committee for Cultural Competence Training was well received – Feedback requested specific hands on sessions – Identified Stakeholders across institutional level – Proposed Cultural Literacy & Competence Symposium Cultural Literacy & Competence Symposium Symposium agenda emerged after deliberations among three President Diversity Council subcommittees and the Division of Diversity and Human Rights. Cultural Literacy & Competence Symposium became a reality on April 21, 2014 as a result of efforts by Jane Baillargeon, in particular, and the financial and administrative support of Division of Diversity and Human Rights. Cultural Literacy & Competence Symposium Results • • • • Attended by 116 faculty and staff, great success Keynote Luncheon was attended by 135 people. The presence of university leadership was notable. Survey results and comments – Commentary on scope and focus, would prefer more depth and hopes to see more commitment to topic in the future. – attendees found most presentations to be excellent-good. – Attendees rated sessions by keynote speakers Jeff Guillory and Angela Harris as excellent. – Hands-on sessions were highly valued. – Observations made about who is not participating, suggestions for topics, and recommendations for future programs. RECOMMENDATIONS • The critical need for institutional level research and assessment leader, going beyond the numbers • Address staff survey areas of concern and critical impact • Invest in institutional, unit level engagements related to Campus Culture & Climate • Cultural Literacy & Competence Symposium Future – Become an annual event – Incorporate recommendations for improvement – Increase faculty involvement and attendance – Colleges could contribute to the symposium – This could be an avenue for actualizing the Culture and Climate as well as diversity engagement in each college action plan We want to hear from you! Questions, suggestions, feedback, dialogue? [email protected] [email protected] http://loneprairie.net/wp-content/uploads/2012/09/hands.jpg Staff Recruitment and Retention Elissa Keim, Co-Chair Kim Malm, Co-Chair Tasha Dev Debra Ellers Lauri Koster Katie Strittmatter* 2013-2014 Focus • Development of a best practices guide to strategies for increasing staff diversity • Development of Vandal Recruitment Ambassador/Mentor Program Recruitment Best Practices Guide • Collaboration with Faculty R&R Subcommittee • General topic areas include: – Roles and responsibilities – Conducting a proactive search – Planning and initiating a search – Conducting the search – Interviewing guidelines – Retention strategies Vandal Recruitment Ambassador/Mentor Program Goal is to provide prospective employees with: • Information on local resources related to their interests • A personal connection within the university • Support hiring unit during recruitment/search process Vandal Recruitment Ambassador/Mentor Program • Model based on University of Iowa program • Development of pilot program for staff – Administrative/logistical pieces – Training – Volunteers – recruitment and selection 2014-2015 • Continue work on Recruitment Best Practices Manual (working draft anticipated Spring 2014) • Continue concept development of pilot Vandal Recruitment/Ambassador program What’s next? Future plans: • Collaboration/support of training development for search committees • Creation of employee exit survey Committee on Multicultural Curriculum and Co-Curriculum Development Spring Semester 2014 Membership Leathia Botello - staff Traci Craig - faculty Katie Dahlinger - staff Rodney Frey - faculty Ryanne Pilgeram - faculty Cori Planagan – staff Mario Reyes - faculty Sydel Samuels - staff Katharine Wongmankitkan - student Placement of the Diversity Calendar http://www.uidaho.edu/ Co-curricular Education – approved Co-curricular education means learning opportunities that students engage in outside of traditional classroom activities. These co-curricular activities help students develop their interests, gain skills, contribute to their communities, and make experiential connections between in-class and out-of-class learning. Co-curricular learning opportunities include involvement in clubs, organizations, and student governance; participation in service learning, workshops, and volunteer projects; project collaborations with faculty and other students; attendance at cultural events; and study abroad experiences. Co-curricular education supplements and enhances traditional academic curriculum. Diversity and Inclusion Statement - draft The University of Idaho acknowledges and supports every single member of the community— student, staff, faculty, administrator, or alumni member—as an unique person, each expressive of diverse qualities and traits, interacting with diverse others, within a larger inclusive civil society. At its core, the University of Idaho embraces the complementary principles and behaviors of diversity and inclusion. We seek to protect and promote a respectful and civil learning environment for the discussion of the principles and concepts, and the expression of the practical skills associated with diversity and inclusion. As a preparatory ground for future citizens, the university adheres to the standards of ethical and civil diversity and inclusion discourse and action within our classrooms, offices, hallways, student organizations, gathering places, and our activities. The university community values people of diverse cultures, classes, races, ethnicities, sexes, gender identities, mental and/or physical abilities, citizenship, sexual orientations, religious backgrounds, ages, epistemologies, academic disciplines, status as a veteran, life experiences, and identities. As a living document this list is intended to be additive as we become a more inclusive learning community. The university community welcomes, respects and includes all people. Recommendation for Next Year Building upon the cutting-edge dissertation research of Jane Baillargeon, explore and implement ways of infusing additional diversity and inclusion education into the first-year student experience. By: 1. focusing on ISEM 101 Integrated Seminars, a curriculum initiative, and 2. focusing on the New Student Orientation, living group programming, and programming of the Student Involvement Office, a co-curriculum initiative. The first step in this year-long initiative will be to take a full inventory of what is currently being done on this topic in these two arenas, and second, explore opportunities for further diversity curriculum and co-curriculum development and implementation. Comments, Questions, Suggestions? qe ‛ci ‛yéw ‛yew Nimíipuu Faculty Recruitment and Retention Committee Co-Chairs: Angelique EagleWoman Kenton Bird Faculty Recruitment and Retention Highlights 2013-2014 • New Co-Chair Kenton Bird joined our Committee! • Held meeting to further develop and subsequently submitted proposal to the Provost for the Excellence in Diversity Awards in the areas of teaching; scholarship/research; and outreach/service to be implemented in 2013-2014 • First set of Dr. Arthur Maxwell Taylor Excellence in Diversity Awards presented on April 29th – Faculty & Staff Recipients: To celebrate contributions that promote greater inclusion of all people in our campus community and promote understanding and recognition of diversity in educational, service, and outreach opportunities. • FRRC Co-Sponsored the April 21st “Cultural Literacy & Competence Symposium” and the 5th Annual Diverse Faculty and Staff Reception • Met with Staff Recruitment & Retention Chair with subcommittee and provided comments to the draft “Best Practices for Recruiting and Hiring A Diverse Workforce”