Transcript Slide 1

UC│DIVERSITY
Exploring Commonalities & Celebrating Differences
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Point to Ponder
Diversity is not just about numbers, statistics
and demographics; it is much more than
compliance with laws and directives; it is about
culture, inclusion and creating an environment
that supports diversity and affirms each
individual’s value, potential and contribution to
the UC community.
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Definition of Diversity
The task force recognized a very broad and inclusive
concept of diversity that included commonly recognized
considerations such as race, ethnicity, gender, age,
disability status, socioeconomic status, sexual identity,
sexual orientation, religion, and regional or national
origin. Going forward the task force emphasized that
UC’s concept of diversity should retain the capacity for
growth with our understanding.
Diversity Task Force, 2007
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Today: Where we are
• Completed UC|21 Diversity Task Force Report,
chaired by Dean Lou Bilionis
• Appointment of Chief Diversity Officer – Mitchel
Livingston
• Creation of a Diversity Council and appointment of a
Chair – Cynthia Berryman-Fink
• Diversity Council Sub-committees
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Dimensions of Diversity
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Source: Diverse Team
Gardenswartz & Rowe
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President
Diversity Council
Chief Diversity Officer
Just Community
Support Offices
Student Affairs
Disability
Enrollment/
Admissions
Ethnic Programs &
Services
SALD Diversity
Education
Women’s Center
International
Department of Athletics
Equal Opportunity
Alumni Association
Campus Ministries
Human Resources
Diversity Support System
Faculty Senate
(Human Relations)
Academic Operations Council
or Council of Deans
Undergraduate Student
Government
(Special Interest Collaborative)
Provost Offices (East & West)
Graduate Student Association
(TBD)
Other Administrative Units
(e.g. Purchasing)
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Governance
Possible Governance Committees
Committee on International
Affairs
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Athletics Advisory Committee
Civic Engagement Council
Diversity Support System
Chief
Diversity
Officer
Faculty
Governance
Diversity
Council
Administration
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Diversity Support Offices
Academic Operations Council
Alumni Association
Athletics
Campus Interfaith Community
Communications
Equal Opportunity
Graduate School
Human Resources
Institutional Planning
Provost Offices
Student Affairs
UC International
Student Governance
Undergraduate Student
Government (Special Interest
Collaborative
Graduate Student Association
(TBD)
Student
Governance
Diversity
Support
Offices
Faculty Governance
Faculty Senate (Human
Relations)
*Need to identify how Just Community fits in
the support system.
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Diversity Council Composition
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1 Chief Diversity Officer
1 Chair
2 Students (Student Government, Graduate Student Association)
3 Faculty
2 Deans
2 Representatives of Academic Units (Provosts Appointments)
2 Representatives of Administrative Units
4 Representatives of Student Affairs & Services
1 Senior Associate Vice President, Enrollment Management
1 Senior Associate Vice President, Human Resources
1 Director of Equal Opportunity
1 Representative of UC│International
1 Representative of University Communications
1 Representative of the University President
2 members of the Cincinnati community (alumna and non-alumnus)
1 Representative of the Center for the City
1 Representative of Institutional Planning
1 Representative of Branch Campus
1 Representative of Alumni Affairs
1 Representative of Athletics
1 Representative of Campus Ministries
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Diversity Council Activities
• Participated in team-building exercises
• Discussed advances and hindrances to diversity
• Review of task force recommendations
• Developed sub-committees
• Prioritized phase 1 recommendations
• Revised and approved UC Mission Statement
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Mission Statement
The University of Cincinnati serves the people of Ohio, the nation,
and the world as a premier, public, urban research university. We
are committed to excellence and diversity in our students, faculty,
staff, undergraduate and graduate education, experience-based
learning, and research. The University strives to provide an
inclusive environment where innovation and freedom of intellectual
inquiry flourish. Through scholarship, service, partnerships, and
leadership, we create opportunity, develop educated and engaged
citizens, enhance the economy and enrich our University, city, and
global community.
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Diversity Council Sub-committees
• Recruitment & Retention (Karen Faaborg & Caroline Miller)
• Campus Life & Climate (Stacy Downing & Barb Rinto)
• Assessment & Accountability (Gary Dent & Lee Mortimer)
• Community Collaboration (Ed Owens & Mary Stagaman)
• Leadership/Logistics (Cindy Berryman-Fink, Lou Bilionis,
Greg Hand, Mitchel Livingston, Bleu Marshall)
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Recruitment & Retention Sub-committee
(examples)
• Cluster hiring of faculty
• Grow our own faculty of color
• Involve faculty, staff and alumni of color in recruiting
• Assist units in recruiting/retaining staff from
underrepresented groups
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Campus Life & Climate Sub-committee
(examples)
• Reactivate Racial Incidents Team
• Elevate RAPP (Racial Awareness Program)
• Create more viable African & African American
Studies Department
• Involve students of color in organizations,
campus life, and leadership
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Assessment & Accountability
Sub-committee
(examples)
• Conduct periodic climate surveys
• Create web-based report card to maintain and share diversity
data
• Create centralized exit interview process
• Perform periodic assessment of NSSE (National Survey of
Student Engagement) & SSI (Student Satisfaction Inventory)
• Build diversity accountability into performance review process
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Community Collaboration
Sub-committee
(examples)
• Incorporate diverse community issues into
Center for the City
• Enhance contractor/vendor processes
• Recognize alumni of color
• Community involvement to attract and enroll
students of color
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Today: Where we are
• UC ranks fourth among Ohio’s 14 public universities in African
American enrollment diversity (behind Central State, Cleveland State
and University of Akron).
– All Minorities
14.9%
– African American
10.3%
– Asian
2.8%
– Hispanic
1.5%
– American Indian
0.4%
• UC has 4% African American faculty and 9.7% African American staff.
• NSSE (National Survey of Student Engagement) & SSI (Student
Satisfaction Inventory) results indicate that students of color report
higher levels of engagement and satisfaction in both their curricular
and co-curricular lives when compared to majority students.
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Current Diversity Council Activities
• Populate sub-committees
• Implement the phase 1 recommendations
• Develop a 5-year plan with budget
• Conduct information sessions with governance groups
• Create an inventory of diverse practices
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DIVERSITY INITIATIVES INVENTORY
College/Unit: _____________________________________
Contact Person: ____________________________________
Email Address: ____________________________________
Phone Number: ____________________________________
Initiative
e.g. Revamp orientation for
new faculty, staff and
students to include a review
of the University’s diversity
plan
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Start Date
January 2008
Resources
(staff & dollars)
1 program coordinator
$10,000
Completion
Date
Ongoing
Evaluation
Enhanced awareness of the
university’s diversity goals and
the integration of diversity
within the curriculum.
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Phase 1 Recommendations
• Implement an integrated institutional plan for diversity
• Engage the university in a process to define diversity
• Create the senior-level position of Director of Diversity 
• Establish an all-university Committee on Diversity in
charge of maintaining the task force report as a living
document, holding responsible parties accountable and
reporting on at least an annual basis to the community at
large 
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Phase 1 Recommendations
(continued)
• Develop, implement and monitor a Communication
Plan
• Revise the UC Mission Statement to include a
continuing commitment to diversity and inclusion 
• Reaffirm the university’s commitment to the
existence of the African American Cultural &
Research Center and clarify the separate issue of a
multicultural center for broader interests
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Phase 1 Recommendations
(continued)
• Develop a community dialogue regarding
recommendations of the Just Community Task
Force. Included in these discussions will be the
development of the Core University Values
• Reactivate the Racial Incidents Team
• Incorporate Cincinnati community issues regarding
diversity into the university’s Center for the City
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Phase 1 Recommendations
(continued)
• Encourage greater levels of involvement by students in
student organizations, in campus life, and leadership
positions; encourage student organizations to become
more active and provide them with leadership training;
encourage more faculty mentoring to students through
faculty involvement as organizational advisors and
attendance at student programs
• Expand the concept of cultural competence to include
greater focus on race and ethnicity
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Phase 1 Recommendations
(continued)
• Encourage involvement of alumni of color to assist in the
recruitment of students of color
• Enhance faculty search committees to ensure that each
search committee meets with appropriate personnel from
the Office of Equal Opportunity to discuss venues to
advertise for faculty of color and to make sure that no
search goes forward without documented best efforts to
create a diverse pool
• Grow our own faculty of color
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Diversity Timeline
Time
Frame
Diversity
Activity
Key
Messages
January 2007
UC|21 Diversity Task
Force
Recommendations
• Diversity
defined broadly
• Recommendations
begin with race and
ethnicity
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October 2007
December 2007
Diversity support system
in place
• Diversity Council
• Chief Diversity Officer
• Mission Statement
Diversity subcommittees formed
• Recruitment
& Retention
• Campus Life &
Climate
• Assessment &
Accountability
• Community
Collaboration
Implementation of
Phase I
recommendations
• Permanent support
system in place to drive
the diversity agenda for
the university
• Prioritize Phase I
recommendations
• Roll out of initial
recommendations
• Develop Phase II
recommendations
given our broader
understanding of
diversity
• Communication
with community
regarding
specific actions
taken
• Reinforcing the inherent
value of diversity
January 2008
January 2008
Assessment of
current diversity
initiatives across the
university
Prioritize Phase II
recommendations
• Establish a base
line in terms of
where we are
• Provide data to
inform emerging
recommendations
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