Master of Public Administration (MPA) Diversity Plan 2017
Historical Background The University of the District of Columbia is an urban land grant institution and a Historically Black College and University. Our purpose is to serve the residents of the District of Columbia. The foundation institution was established by Myrtilla Miner in 1851 as a school for colored girls known as the Miner Normal School. The school joined the City s public school system in 1879 and the Washington Normal School (named changed in 1913 to Wilson) for white girls was established. In 1929, each school was converted to four year teacher colleges. After Brown vs the Board of Education, the two colleges were merged to create the District of Columbia Teachers College. However, this limited the availability of other areas of study beyond teaching. In 1963, President Kennedy established the Chase Commission to determine if there was a need for a more comprehensive source of affordable higher education for the residents of the District. This led to the opening of Federal City College, a liberal arts institution, and Washington Technical. Congress granted the District of Columbia home rule in 1973, which means the people could elect their own mayor and city council to govern the city to some extent. In 1975, the City Council voted to merge the three schools and created the University of the District of Columbia. The latest US census shows the District of Columbia (DC) (2014) with 658,893 residents, 35.8 % are white alone, not Hispanic or Latino, 49.0% are Black or African American, 10.1% are Hispanic or Latino, 3.9% are Asian alone, 2.6% consist of two or more races, 0.6% are Native American and Alaska Native and 0.1% are Native Hawaiian and other Pacific Islander alone. Minorities make-up 66.8% of the residents, in the District of Columbia. A total of 13.8% of the residents are foreign born. Master of Public Administration (MPA) Mission Statement The mission of the University of the District of Columbia s (UDC) Master of Public Administration (MPA) program is to prepare effective and ethical leaders with strong managerial skills that build strategies to help shape policies that meet diverse demanding challenges in the government and nonprofit sector. Definition of Diversity for the The MPA Program believes diversity is the cornerstone of preparing and engaging students to embrace a multicultural world. Our definition of diversity includes but is not limited to, age,
color, ethnicity, gender, religion, disabilities, social-economic status, sexual orientation, gender identity, nationalities and cultures. We understand the value of diversity in the educational environment by attracting and retaining a diverse faculty, staff, and students. We challenge stereotypes, promote sensitivity and inclusion and value personal uniqueness and differences. We encourage dialogue between all constituents about how people with different backgrounds, ideas, and beliefs work, live, and co-exist. Diversity brings about opportunities that enrich the discussions inside and outside the classroom. Current State of Diversity Faculty: The current MPA faculty is diverse and representative of our MPA student body. The nucleus faculty consists of 4 members, (one African-American male born in Cameroon, one African- American woman, one female Hispanic, and one white male). The additional three full-time SBPA faculty member who teach in the program consist of two white males and one African American female. The adjuncts are both African American males. However, even though our faculty has been stable for the last three years, the school must prepare for the future including - the growth of our student body and faculty moving on or retiring. We will take a recommendation from our colleagues at the University of New Orleans and proactively reach out to recently graduated minority Ph.D., alumni offering them the opportunity to continue their research in their area of interest and to share their knowledge and serve as role models to students of color. Our tight knit MPA faculty will serve as mentors to our junior faculty members. Students: As already mentioned, we are the public Land Grant University of the District of Columbia and a designated HBCU. We were created to serve the underrepresented populations of DC and welcome students from throughout the Washington Metro area. Currently, ninety percent the MPA student body comes from the Washington Metro Area and consists of 62% African American, 10% Caucasian, 10% Hispanic, and 10% Asian and Native American individuals. It is our mission to continue to prepare effective and ethical leaders with strong managerial skills that build strategies to help shape policies that meet diverse demanding challenges. Ninety
percent of our student body comes from the Washington Metro area. However, we recognize the need for a more formal plan and measurable action items that sustains a diverse and welcoming environment whereby diversity remains an integral part of the department s culture and activities. A more formal plan allows us to build more systematically on related efforts at UDC and the MPA program. MPA Diversity Program Goals Our MPA diversity plan, consist of the following 4 major goals: 1) Recruit and retain a diverse student population that is reflective of the local and global community; 2) Recruit and retain a diverse faculty and staff that is reflective of the local and global community; 3) Foster an environment, which welcomes and embraces diversity that is reflective of the local and global community. 4) Encourage and invite faculty, students, and community members, representing the local and global community, to participate in class activities, presentations, departmental and university events. Action Plan 1) Recruiting and retaining a diverse student population that is reflective of the local and global community. a. Seek to identify and recruit student populations that are characteristic of the local and global community who can benefit from the educational offerings of the MPA program such as: veterans, Hispanics, and nontraditional public service employees. b. Develop relationships with District of Columbia Human Resources Office (DCHR). c. Develop relationships with District of Columbia Human Service Agency. d. Develop a partnership with the UDC Graduate Admissions Office. e. Retain and graduate our student population. 2) Recruiting and retaining a diverse faculty and staff characteristic of the local and global community a. Seek to hire a diverse faculty and staff. b. Work with the university s human resources department to ensure recruitment and hiring procedures follow all EEOC policies.
3) Fostering an environment, which welcomes and embraces diversity that is reflective of the local and global community. a. Encourage dialogue and interaction that is mindful of diversity. b. Recognize diversity through posting images, materials, and symbols that represent such in the office areas, hallways, and classrooms as opportunity permits. c. Recognize at the program level, diversity activities such as Black History Month, Women s Month, Veterans Day, DC Emancipation Day, Hispanic Heritage Month, and others. 4) Encouraging and inviting faculty, students, and community members, representing the local and global community, to participate in class activities, presentations, departmental and university events. a. Identify existing diversity awareness and recognition activities and events for participation and develop a diversity invitation calendar to distribute to faculty, students, and community members for their participation. b. Encourage student organization public service activities to include diversity serving activities. c. Incorporate diversity topics within existing MPA Program activities. Diversity Action Plan 2016-2017 Goals Objectives Activities Responsibility Timeline 1. Recruit and retain a diverse student population that is reflective of the local and global community. 1) Seek to identify and recruit student populations that are characteristic of the community who can benefit from the educational offerings of the MPA program, such as: veterans, Hispanics, and Meet with faculty to identify student populations that would benefit from our program offerings Invite potential diverse audiences to the SBPA week activities. Meet with representatives from the veteran s affairs office. Meet with non-profit organizations Meet with embassy representatives Develop an outreach plan to for other universities that do not have an MPA program. Faculty April 2016/2017
nontraditional public service employees. 2) Develop relationships with District of Columbia Human Resources Office (DCHR) Meet with DCHR representatives Every two weeks presentations at the New Employee Orientation with the MPA program as standing item on the agenda; DC Employee Learn Week, which consisted of presenting to 7 agencies throughout the city; DC benefits workshops in 7 agencies Provide information tables at DC Government headquarters One Judiciary Square once month July 2016 November December 3) Develop relationships with Human Service Agency Meet with Directors of the TANF programs for people who are under the poverty level with BA degrees Present at annual TANF conferences Plummer August 2016/2017 4) Develop a partnership with the UDC Graduate Admissions Office (GAO) Meet with GAO representatives to discuss recruitment strategies for targeted groups Attend GAO admission fairs Host graduate admission fairs August 2016/2017 Attend international recruitment day June 2016
5) Retain and graduate our student population. Admit students on a provisional basis and provide support services Conduct new student orientation session twice a year being sensitive to cultural and diversity issues August 2016/2017 August/ January Host student receptions Invite guest speakers with diverse profiles October/ March Encourage students to join the National Forum for Black Administrators and attend meetings and conferences 2. Recruit and retain a diverse faculty and staff that is reflective of the local and global community Seek to hire a diverse faculty and staff Work with faculty to obtain adjuncts from diverse backgrounds that match the student population Work with Human Resources to hire adjuncts Faculty As required 3. Foster an environment, which welcomes and embraces diversity that is reflective of the local and global community. Encourage dialogue and interaction that is mindful of diversity Recognize diversity through posting images, materials, symbols, etc. Faculty invite guest speakers to classes that provide a diverse perspective Post the pictures of students on TV monitors Encourage students to participate in University activities celebrating Black History Month, Women s Month, Veterans Day, DC Emancipation Day, etc. Faculty Encourage and invite faculty, students, and community members, Identify existing diversity awareness and Meet with UDC communications committee to review university events. August/ January
representing the local and global community to participate in class activities, presentations, departmental and university events. recognition activities events. Encourage student organization public service activities to include diversity serving activities. Incorporate diversity topics within existing MPA Program activities. Prepare a calendar that includes diverse celebrations Students are encouraged to participate in international activities on campus. Department provides panels for international women issues. Faculty include topics that encourage diverse perspectives and discussions Assign students projects that require group participation