Diversity and Inclusion Strategic Goals

Transcription

1 Diversity and Inclusion Strategic Goals 1) University Leadership will promote, encourage, state and communicate the importance of diversity with adequate resources and budget to ensure diversity is fully supported. The involvement of senior management in the planning and conducting of diversity initiatives is central to the institutions overall success. Clear delineation of the roles and responsibilities of every employee towards carrying out diversity activities within their area of responsibility is critical. Leadership will articulate a bold diversity statement through printed materials, documents, websites and communication Leadership will provide adequate funding sources to support diversity initiatives within their area(s) of responsibility Diversity will be defined as a value to Eastern Washington University Review policies and procedures for disparate impact and assess new policies affecting underrepresented faculty and staff Create pathways to advance leadership opportunities for underrepresented faculty and staff Outcome: Leadership will provide a written statement articulating a commitment to diversity through print media, verbal expression and the web-site stating their commitment to diversity, provide funding sources to support diversity initiatives and goals for diversity for their specific unit by August, 2018.

2 2) To Attract Recruit and Retain a Diverse Faculty and Staff Establish partnership as an affiliate member with the Southern Regional Education Board (SREB) Doctoral Scholars Program Provide training for academic leadership on understanding diversity and creating an inclusive campus climate through the Cultural Conversation series Draft faculty position descriptions to attract a diverse pool of candidates All applicants must respond to the following statement: As an equal opportunity employer with a multicultural staff and student population, we are interested in how your qualifications prepare you to work with diverse faculty, staff and student populations representing various cultures and backgrounds that may be different from your own. Participate in workshops on recruitment of faculty and staff from underrepresented backgrounds Create a Multicultural Faculty in Residence Program as an incentive for recruitment and retention of diverse faculty Include diversity research, activities and outreach as a part of the faculty evaluation process Outcome: By year 5 (2023) increase the percentage of new underrepresented faculty by 5% and underrepresented staff by 5%. Increase the retention of underrepresented faculty and staff

3 3) To become a recognized Hispanic Serving Institution Establish a task force to develop a plan to become a Hispanic Serving Institution Increase recruitment, visibility and outreach at Hispanic Serving events and K-12 schools Insure cultural awareness and understanding of the Hispanic, Chicano/Chicana studies program Provide support for the Chicano/Chicana studies program Utilize current Eastern Washington University Hispanic students in outreach and recruitment initiatives Participate in legislative processes that impact the Latino/Chicano community Implement a teacher s initiative in regional schools serving Hispanic students that promote Eastern Washington University through the donation of banners and EWU materials Outcome: By 2024 increase the number of Hispanic students from 15% to 25 %

4 4) To Attract and Retain a Diverse Student Body Require diversity training as a part of new and transfer student orientation programs Develop pipeline programs with K-12, community colleges and other educational partners Recruit at venues frequented by underrepresented populations Monitor demographic trends in student populations to prepare for shifting priorities in outreach and recruitment Expand outreach efforts at Historically Black Colleges and Universities, Native American Serving Institutions and Hispanic Serving Institutions Utilize the Diversity Leadership Ambassadors in providing awareness and student leadership opportunities Expand efforts to increase campus accessibility as it relates to access of buildings and access to informational materials Increase diversity programming in the residence halls Outcome: By year 2023 increase the number of underrepresented students by 5%

5 5) Develop policies and procedures with Human Resources that will attract a diverse candidate pool and increase diverse hires Recruit externally, to access an adequate and diverse pool. In developing job descriptions for posting, be clear, but as broad as possible in describing the competencies and experiences needed for the job. Avoid describing the job so narrowly that all but a small group of job-seekers will view it as attainable. If your initial applicant pool does not include a meaningful number of diverse candidates (including women and people of color), reevaluate your job postings and repost if warranted. This is especially important if the job is underutilized for women and/or minorities (has Affirmative Action goals). In selecting an interview team, consider including people who will bring diverse outlooks, and who are respectful of different cultures and characteristics. Recognize the potential to bring unintended biases to the process, and address this by having a clear and open discussion among team members before beginning the interview process. Use the screening process to include rather than exclude candidates, to avoid missing attractive candidates. In reviewing qualifications, consider how each applicant might enhance diversity in the department and university-wide. Some applicants may expressly identify themselves as diverse; in other cases, a resume or application may reflect diversity affiliations such as membership in a diverse organization or attendance at a Historically Black College, or a women-only or disability-focused school. Avoid prematurely labeling one or more of your candidates as the most promising until all candidates have been considered. This will help ensure that all qualified candidates receive full consideration Outcome 1: By Fall 2018, the office of Equal Opportunity and Human Resources will have an active Diversity Recruitment Plan

6 6) To increase the number of Multicultural and Black Greek letter Organization Members Increase the visibility and knowledge regarding the benefits of Greek-letter affiliation in the recruitment and retention of underrepresented populations and the development of diverse leaders Utilize campus and community alumni members of these organizations to promote and encourage participation Increase programming efforts by and about Greek letter organizations in partnership with the Multicultural Center and the Office for Diversity and Inclusion Outcome 1: To increase the numbers of Black Greek letter Organization Members in each chapter to 6 members Outcome 2: To increase the numbers of Diverse Greek Letter Organization Members by 1%