ELEMENTS OF AN EFFECTIVE STRATEGIC DIVERSITY PLAN

1. ELEMENTS OF AN EFFECTIVE STRATEGIC DIVERSITY PLAN • Organic Linkages with the Mission • Coherent Understanding of Diversity • Systemic, Impacts All Aspects of the Institutional Structure • Top-down and Bottom-up Investment • Framework of Accountability and Assessment • Infrastructure of Incentives and Rewards • Flexibility and Responsiveness

2. FRAMING AN UNDERSTANDING OF DIVERSITY Institutional Transformation Educational/School Mission Response to Intolerant Climate Representation

3. Systemic Interdependency Campus Climate/ Inter-cultural Relations Student Access/ Success Education/ Scholarship Transformation

4. Access Yield Recruitment Enrollment Participation Rates Success GPAs Course Completions Honors Retention Persistence Graduation Rates Graduate School Attendance Engagement STUDENT ACCESS AND SUCCESS(Race, Ethnicity, Gender)

5. CAMPUS CLIMATE/INTER-CULTURAL RELATIONS(Race, Ethnicity, Gender Sexual Orientation, Language, Religion, Age, Nationality, Class, and Ability) • Perceptions of Campus Climate • Quality of Inter-cultural Relations

6. Education and Scholarship(all groups) • New Academic Fields • New Course Content • New Pedagogies • Diversity Requirements

7. INSTITUTIONAL TRANSFORMATION • Congruence of Leadership Statements with Diversity Agenda • Incentive and Rewards Structures to Support Participation • Policies to Prevent and Address Discrimination • Strategic Hiring Initiatives • Healthy Interactions With Community • Capacity for and Visibility of Institutional Leadership for Diversity

8. Diversity Plan Principles • Negative outcomes that are correlated with group membership are suspect and should prompt institutional inquiry and intervention. • The Diversity Plan tracks negative outcomes that have a basis in group membership, not individuals who are members of groups. • Strategies that eliminate group-based disadvantage confer benefits on more than their intended targets and improve the institution as a whole. • The plan must measure progress in terms of equity and not merely positive numerical change. • Without a sufficient infrastructure of support (incentives and rewards, policy development, accountability mechanisms) the diversity plan has no teeth • Diversity and excellence must be viewed as commutual

9. Diversity Plan Resources • The Goals Ten goals across 4 dimensions of the institution • The Institutional Indicators (Institutional Measures of Progress) The macro-level measures used to gauge the success of the Plan from a broad institutional perspective. Derived from Strategic Plan • Planning Guidelines Includes an introduction that frames an understanding of the Plan; the diversity goals; strategy templates and submission criteria; and timelines for planning and review. • The Strategic Plans(Unit-level planning and assessment of progress) • Summary Progress Reports • “Inventory of Campus Diversity Resources” Annual update of campus resources in support of diversity agenda.

10. DIVERSITY PLAN GOALS STUDENT ACCESS AND SUCCESS Goal/Outcome 1: Support the Enrollment of a Diverse Student Body Goal/Outcome 2: Support the Retention and Success of a Diverse Student Body CAMPUS CLIMATE AND INTERGROUP RELATIONS Goal/Outcome 3: Foster a Campus Climate that is Welcoming to All Goal/Outcome 4: Foster Inter-cultural Respect, Communication, and Collaboration EDUCATION & SCHOLARSHIP Goal/Outcome 5: Support the Incorporation of Diversity and Inclusion Across the Curriculum INSTITUTIONAL TRANSFORMATION Goal/Outcome 6: Enhance the Recruitment and Retention of Diverse Faculty, Staff and Administrators Goal/Outcome 7: Ensure Accessibility of Facilities and Programs Goal/Outcome 8: Foster Healthy Relationships with our Community Partners Goal/Outcome 9: Enhance the Capacity for and Visibility of Institutional Diversity Leadership Goal/Outcome 10: Institutionalize a Culture of Diversity Planning and Assessment

11. INSTITUTIONAL INDICATORSStudent Access and Success • Goal/Outcome 1: Support the Enrollment of a Diverse Student Body • Evaluation template adapted from James Irvine Foundation Campus Diversity Initiative Evaluation Project. Indicators based on model by Daryl Smith (Diversity Works: The Emerging Picture of How Students Benefit).

12. INSTITUTIONAL INDICATORSStudent Access and SuccessGoal/Outcome 2: Support the Retention & Success of a Diverse Student Body

13. INSTITUTIONAL INDICATORSCampus Climate/Inter-cultural Relations • Goal/Outcome 4: Foster a Campus Climate that is Welcoming to All

14. INSTITUTIONAL INDICATORSEducation & Scholarship • Goal/Outcome 5: Support the incorporation of diversity and inclusion across the curriculum

15. INSTITUTIONAL INDICATORSInstitutional Transformation • Goal/Outcome 6: Enhance the Recruitment and Retention of Diverse Faculty, Staff and Administrators

16. STRATEGY PLANSStudent Access and Success • Goal/Outcome 2Support the Retention and Success of a Diverse Student Body

17. STRATEGY PLANSCampus Climate/Intercultural Relations • Goal/Outcome 4: Foster Intercultural respect, communication, and collaboration

18. STRATEGY PLANSEducation and Scholarship • Goal/Outcome 5:Support the Incorporation of Diversity and Inclusion Across the Curriculum

19. STRATEGY PLANSInstitutional Transformation • Goal/Outcome 6:Enhance the Recruitment and Retention of Diverse Faculty, Staff and Administrators

20. STRATEGY PLANSInstitutional Transformation • Goal/Outcome 9:Enhance the Capacity for and Visibility of Institutional Diversity Leadership

21. Planning Exercise • Goal/Outcome 2: Support the Retention and Success of a Diverse Student Body • Goal/Outcome 4: Foster Intercultural Contact and Collaboration • Goal/Outcome 6: Enhance the Recruitment and Retention of Diverse Faculty, Staff and Administrators • Goal/Outcome 10: Institutionalize a Culture of Diversity Planning and Assessment

22. Recommendations for Accountability Guidelines RECOMMENDATION 1: Reporting Chain Divisional/Collegiate Unit-Level Planning ( VPs and Deans) ADVANTAGES: Follows the Natural Leadership Hierarchies Allows for Flexibility Simplicity/Less Administrative Burden More likely to Produce Substantive Effort DISADVANTAGES: ?

23. Recommendations for Accountability Guidelines RECOMMENDATION 2: Plan Time Frame 5 - Year Plan (2005 – 2010) (becomes 6 – year plan during next cycle) ADVANTAGES: Alignment with University Strategic Plan Facilitates alignment with Budget Coherency with Mission Allows time for Progress DISADVANTAGES: ?

24. Recommendations for Accountability Guidelines RECOMMENDATION 3: Planning and Assessment Timeline Review and Acceptance of Strategies Semester Prior to Start of Plan (Fall 2005) Annual Review and Summaries of Strategy Progress to the President and University Community Interim and Final Review and Summary of Institution-level Indicators of Progress to the President and University Community ADVANTAGES: Continuous assessment reinforces culture of diversity planning & assessment Annual summary rewards promising practices and highlights inactivity Allows for ongoing adjustment DISADVANTAGES: ?

25. Recommendations for Accountability Guidelines RECOMMENDATION 4: DAC as Standing Oversight Committee with Other Duties as Assigned (additional subcommittee members from planning unit) ADVANTAGES: Continuity of DAC role in Plan development Draws upon the existing understanding and commitment of the DAC Vehicle for ongoing capacity development within units Collaborative, not just top-down DISADVANTAGES: ?

26. ELEMENTS OF AN EFFECTIVE DIVERSITY PLAN • Coherent Understanding of Diversity • Systemic, Impacts All Aspects of the Institutional Structure • Organic Linkages with the Mission • Top-down and Bottom-up Investment • Framework of Accountability and Assessment • Infrastructure of Incentives and Rewards • Flexibility and Responsiveness