Feedback on A Framework to Foster Diversity at Penn State: 2010 15 and 2014 15 through 2018 19 Diversity Initiatives Fall 2014 Penn State Law and School of International Affairs Penn State Law Penn State Law mentions diversity and inclusion throughout the strategic plan, though not specifically identified under the seven Challenges outlined below. A resolve to foster diversity can be found in the Introduction, the Mission, and as part of the Foundational Principles. Although the plan expressly states that diversity is important, tangible assessment/evaluation, metrics, or data are not presented. Additionally, targeted areas of diversity other than international are not identified, such as race/ethnicity, sexual orientation, and disability. Penn State Law has a tremendous opportunity, through expansion and reorganization, to tackle these issues and better leverage a culture of inclusion and equity. RESPONSE: Based on [Review Team] feedback, we have made some of the recommended changes. Even with the changes, the plan remains a broad strategic document and deliberately does not incorporate everything we might say about our diversity strategy. However, even though the revised plan does not contain execution-level detail, we do have plans to build upon recent diversity successes we have achieved, and, to take new steps in areas where we have been less successful. The attachments contain amplifying detail: Overview of Penn State Law, and, School of International Affairs Diversity Strategies Attachment 1: Law and SIA Student Demographics Attachment 2: Law Student Strategy Attachment 3: EOPC Grant http://pennstatelaw.psu.edu/penn-state-law/student-life/minority-mentorprogram Campus Climate and Intergroup Relations Challenge 1: Developing a Shared and Inclusive Understanding of Diversity While striving to diversify faculty and students, the plan lacks a cohesive strategy toward the development of a shared and inclusive understanding of diversity. Challenge 2: Creating a Welcoming Campus Climate The plan articulates diversity interests throughout, including this Challenge; however, this articulation is without clear-cut initiatives and metrics to gauge success as to how a welcoming climate will be cultivated. Representation (Access and Success) Challenge 3: Recruiting and Retaining a Diverse Student Body The Introduction and Mission demonstrate some commitment to this goal, yet no definite tactics to recruit or retain a diverse student body are proffered. No blueprint is identified to link international students to promoting diversity goals. Challenge 4: Recruiting and Retaining a Diverse Workforce The Introduction speaks to the importance of this Challenge for faculty and staff, but specific strategies to recruit or retain a diverse workforce are largely absent.
Education and Scholarship Penn State Law Feedback on the 2010 15 Framework Diversity Strategic Plan and 2014 19 Strategic Plan -2- Challenge 5: Developing a Curriculum That Fosters U.S. and International Cultural Competencies Intentions to expand international cultural awareness and provide international students superb education in U.S. law and legal systems are commendable but, again, no explicit course of action is advanced. Aiming to expand online programs... with emphasis on the needs and interests of lawyers and persons in law-related profession outside the United States... is laudable. Course content discusses cultural awareness, which addresses conceptualizations of diversity to a certain extent. Institutional Viability and Vitality Challenge 6: Diversifying University Leadership and Management Concrete approaches to diversify leadership and management are not articulated. Challenge 7: Coordinating Organizational Change to Support Our Diversity Goals International graduate law degree programs bolster diversity goals. No focused organizational changes in support of diversity and inclusion are delineated. RESPONSE: See attachments.
OVERVIEW OF PENN STATE LAW, AND, SCHOOL OF INTERNATIONAL AFFAIRS DIVERSITY STRATEGIES Students o Law Student (J.D.) Big change from 2013 to 2014 (demographics, see Attachment 1) 19 additional black students 19 additional Hispanic students Strategy (Attachment 2) EOPC Grant (Attachment 3) http://pennstatelaw.psu.edu/penn-state-law/studentlife/minority-mentor-program o Law Student (LL.M. and S.J.D.) (demographics, see Attachment 1) Program adds tremendous diversity to the law school community. International students participate in classes with J.D. students Faculty o o SIA Student (demographics, see Attachment 1) The student body: 54% is international 32% is white Strategy (Attachment 4) Law. When we next hire tenure-line faculty, we will have a well-defined opportunity to consider diverse candidates through the AALS faculty recruitment process. Our current mix: LAW White Black Hispanic Asian/Indian Total Tenure-Line M 13 2 1 1 17 Tenure-Line F 6 1 0 1 8 Fixed-Term M 8 1 0 0 9 Fixed-Term F 9 0 0 1 10 Total 36 4 1 3 44 o SIA. Small numbers. We have no immediate plans to hire faculty. When we do, we will make an aggressive effort to create a highly qualified, diverse, candidate pool. SIA White Black Hispanic Asian/Indian Total Tenure-Line M 3 1 0 0 4 Tenure-Line F 1 0 0 0 1 Fixed-Term M 3 0 0 0 3 Fixed-Term F 0 0 0 0 0 Total 7 1 0 0 8
OVERVIEW OF PENN STATE LAW, AND, SCHOOL OF INTERNATIONAL AFFAIRS DIVERSITY STRATEGIES Staff (Law and SIA). Penn State Law (University Park) Non-Academic, Non-Student, full-time and part-time Staff and Academic Administrators: TOTAL count 4 out of 44 are diverse 9% 44 Male Female 18 26 Diverse Males - 2 out of 18 Diverse Females - 2 out of 26 Asian men - 0 Asian female - 1 Hispanic male - 1 Hispanic female - 1 Black male - 1 Black female - 0 2 or more - 0 (WHT/ASN) 2 or more - 0 International - 0 International - 0 The School of International Affairs Non-Academic, Non-Student, full-time and part-time Staff and Academic Administrators: TOTAL count 1 out of 3 are diverse - 33.3% 3 Male Female 1 2 Diverse Males Diverse females 0 Hispanic female - 1 To ensure we have diverse candidate pools, we have begun to advertise positions more broadly in national journals and publications such as: Higher Ed Jobs.com, The Chronicle of Higher Education website, and NAFSA: Association of International Educators. In addition, we have begun to make more of an effort to advertise in websites geared toward diverse communities, for example, we have advertised in the Diverse Issues in Higher Education website and in larger cities, e.g. Philadelphia Tribune. Prior to interviewing candidates, our interview list is reviewed by our Human Resources Manager to ensure we have a diverse pool of candidates.
OVERVIEW OF PENN STATE LAW, AND, SCHOOL OF INTERNATIONAL AFFAIRS DIVERSITY STRATEGIES We ve also been using more inclusive language in our recruiting advertisements, such as: Excellent communication skills and the ability to work with students, faculty and employers from various countries and backgrounds in a multicultural setting are essential. And, in a recent advertisement for a high-level position in our department of Graduate and International Programs at the law school we stated, The ideal candidate will have significant international legal professional experience; demonstrated success interacting with a diverse group of individuals from different countries and cultures; experience leading and managing a diverse workforce, with a record of innovation; the ability to travel globally in furtherance of law school programs; exemplary skills in legal writing, oral, and written communication; and outstanding interpersonal skills and also mentioned that. The Assistant or Associate Dean is encouraged to support one or more of the President s Commissions for Equity at Penn State, which includes the Commission on Lesbian, Gay, Bisexual and Transgender Equity, the Commission on Racial / Ethnic Diversity and the Commission for Women. For more information on the President s Commissions for Equity please visit: http://equity.psu.edu/diversityresources/diversity-resources#commissions.
Attachment 1 Law SIA Snapshot May 15 JD Race/Ethnicity as of 10/5/14 (as reported to the ABA on the 2014 AQ) 1L 2L 3L 1L 2L 3L Nonresident Alien 7 6 9 4% 5% 6.00% Race and Ethnicity Unknown 13 10 10 7% 8% 6% Hispanics of any race 20 1 0 10% 1% 12% American Indian or Alaska Native 0 0 2 0 0 1% Asian 4 2 3 2% 2% 2% Black or African American 21 2 8 11% 2% 5% Native Hawaiian or Other Pacific Islander 1 0 0 1.00% 0 0 White 121 101 122 63% 80% 76% Two or more races 4 5 7 2% 4% 4% TOTAL 191 127 161 479 0.996 1.02 1.12 3.136 LLM/SJD (G&IP) Race/Ethnicity as of 10/5/14 (as reported to the ABA on the 2014 AQ) Nonresident Alien 101 Race and Ethnicity Unknown 2 Hispanics of any race 0 American Indian or Alaska Native 0 2% Asian 0 Black or African American 1 Native Hawaiian or Other Pacific Islander 0 White 1 Two or more races 0 TOTAL 105 SIA Race/Ethnicity as of 5/4/15 Nonresident Alien 32 Race and Ethnicity Unknown 2 Hispanics of any race 2 American Indian or Alaska Native 0 Asian 2 Black or African American 2 Native Hawaiian or Other Pacific Islander 0 White 19 Two or more races 0 TOTAL 59
Attachment 2: Law Student Strategy Penn State Law Diversity Recruiting Activities Penn State Law is aggressively recruiting students from underrepresented groups. Our strategy consists of three key elements: 1. Attending diversity recruiting programs 2. Focusing on HBCUs and Hispanic Serving Institutions a. Attending their law fairs b. Hosting their representatives and students at U.P. 3. Creating and supporting programs designed to educate undergraduates of underrepresented groups on the law school admissions process and legal careers. Below is a sample of events and programs in which The Dickinson School of Law has participated in the past five years. 1. Diversity Recruitment fairs a. Council on Legal Education (CLEO) recruitment fairs and Summer Institute - New York City, Washington, DC, University of Mississippi b. Latino Justice Law Day c. Mid Atlantic National Black Prelaw Conference @ Howard University d. University of Delaware MultiEthnic Development Conference e. National Asian Pacific Bar Association Law Fair 2. HBCU and HSI visiting and hosting a. Spelman College (Did not attend in 2015, pursuing an invitation for 2016) b. John Jay College of Criminal Justice (not an HBCU or HSI but 40% Hispanic; 25% Black/African American) c. Lincoln University d. Cheyney University e. Texas State University f. Central State University g. In addition, we hosted a private visit day for the Penn State University - Multicultural Undergraduate Law Association (MULA) 3. Educational programs about the legal field and legal education a. Explore Law Summer Program - https://pennstatelaw.psu.edu/explore-law. Free, one-week summer program for undergraduates considering law school at The Dickinson School of Law in University Park. b. Penn State University Black Student Union Graduate School Information Session Attachment 2
c. Sponsored MULA National Bar Association President speaker event d. Sponsored and attended BLSA Diversity Banquet e. Philadelphia Futures program - Philadelphia Futures is a nonprofit organization that provides Philadelphia s low-income, first-generation-to-college students with the tools, resources and opportunities necessary for admission to and success in college. Hosting an anticipated group of 90 students in August, 2015. Attachment 2
Penn State Law Minority Mentor Program: Attachment 3: EOPC Grant <http://pennstatelaw.psu.edu/penn-state-law/student-life/minority-mentor-program>