- Beth Dobkin (Associate Provost, Academic Affairs)
- Chris Nayve (Associate Director, Community Service-Learning)
- Moisés Barón (Assistant Vice President, Student Wellness)
- Michael Booth (Undergraduate Student)
- Nicole Calantas (Undergraduate Student)
- Michelle Chabot (Faculty, College of Arts & Sciences)
- Ana Estrada (Faculty, School of Leadership & Education Sciences)
- Larry Gardepie (Institutional Research & Planning)
- Mario Garibay (Undergraduate Student)
- Alejandro Meter (Faculty, University Senate Representative)
- Jean Montoya (Faculty, School of Law)
- John Mosby (Graduate Student)
- Allen Orsi (Faculty, School of Nursing)
- Pamela Gray Payton (Assistant Vice President, Public Relations)
- Gregory Pogue (Associate Vice President, Human Resources)
- Alberto Pulido (Faculty, College of Arts & Sciences)
- Steve Pultz (Director, Admissions)
- Sr. Virginia Rodee (Assistant Vice President, Mission & Ministry)
- John Turner (Undergraduate Student)
- Vicente Vargas (Faculty, School of Business Administration)
- Mandy Womack (Director, Student Organizations)
DEFINE SUCCESS: proposed objectives for this time period
- Draft an educational and business case for diversity and inclusion at USD.
- Begin work on identifying an ideal diversity profile for USD.
- Discuss the targeting of populations for recruitment and retention.
- Compile an inventory of diversity and inclusion initiatives at USD.
- Discuss a plan for inclusion; assess the quality of the experience people have at USD and explore ways to engage them in creating a more inclusive climate.
DISCOVERY: summarize the current situation
- Reviewed USD Diversity Initiatives from 1999 to the present. This overview of institution-wide activities was offered as a shared context for members.
- Approved a Committee charge: To recommend changes in policies and practices, and advance initiatives in pursuit of USD’s goals of creating a culture of inclusion, promoting cultural competence, and facilitating the recruitment and retention of diverse students, staff, and administrators.
- Reviewed admissions data from USD and competitor institutions to identify trends in student demographics, academic achievement, financial aid, and family income.
- Identified preliminary areas for inventorying campus diversity efforts and assigned Committee members to areas that need to be inventoried (e.g., faculty development activities, student clubs and organizations, orientation activities, publications, etc.). Data will be assembled by January 6, 2005.
- Initiated discussion of ways to promote the value of inclusion in University publications and publicity efforts.
DEVELOP PLAN: proposed timeline with dates
|February||-Review and recommend changes to University policy regarding diversity, equal opportunity, and affirmative action. Measure of Success: Changes sent to Senate for approval.
- Participate in training session on organizational frameworks for inclusion. Measure of Success: 90% participation by CID members.
- Initiate phone contact with selected Early Admission students; prepare for phone bank. Measure of Success: Identify pool of faculty, staff, and/or students interested in and committed to learning about the admissions process and the experience of becoming a USD student.
|March||- Pilot a phone bank for calls to admitted students. Measure of Success: 100% of students from underrepresented groups and/or their parents contacted at least once by USD faculty, students, or staff.
- Conduct formal inventory of diversity and inclusion initiatives on campus. Measure of Success: At least 50% campus participation in on-line survey.
- Review draft business and educational case for diversity. Measure of Success: Case statement secures approval of the CID and is distributed to USD community.
|April||- Draft a CID plan for 2006-2007. Measure of Success: The CID identifies specific goals that can be achieved within the next year and which address both increasing diversity and creating a climate of inclusion.
- Create a call for Circle of Excellence Scholarships. Measure of Success: The University initiates a “full ride” scholarship program for students who have demonstrated skill and knowledge in creating connections across communities and working constructively with others who are different from themselves. These students are expected to exhibit the potential for leadership in building inclusive communities.
|May||- Send a team of CID members to the NCORE (National Conference on Race and Ethnicity in American Higher Education), May 30-June 3, in Chicago. NCORE “focuses on the complex task of creating and sustaining comprehensive institutional change designed to improve racial and ethnic relations on campus and to expand opportunities for educational access and success by culturally diverse, traditionally underrepresented populations.” Measure of Success: Learn about best practices in creating diverse and inclusive communities stimulate creativity, build cohesion.
- Draft language of inclusion for University publications. Measure of Success: Recommended language is suggested in University manual(s) and incorporated into publicity, employment announcements, and other public documents that represent the University.
|June||- Establish/re-launch a web page that consolidates diversity/inclusion resources, such as FCDP events, seminars, HR training sessions, forums, scholarships, conferences, facilities, campus consultants. Measure of Success: Web page goes live, captures appropriate events from every division/unit, and receives “hits” from outside the campus community.
- Establish a proposal process for diversity initiatives that has oversight from the CID. Measure of Success: Constitute small committee, provide clear guidelines for proposals that advance the University’s mission, and provide notification of funding opportunity through email, web posting, Faculty Newsnotes, and other relevant publications.
- Identify ideal diversity profile for USD. Measure of Success: Secure CID consensus on common goals for demographic distribution of students, faculty, staff, and administrators. Forward recommendation to the Executive Council.
|Beyond||- Form a Campus Diversity Committee to provide a forum for the expression of ideas, issues, and concerns related to CID goals and initiatives.
- Recommend hiring protocols for recruiting from diverse populations.
- Involve faculty more directly in recruiting students.
- Evaluate and suggest redesign of summer bridge and EOP programs.
- Draft inclusion plan (to include possible initiatives such as a “Critical Conversations” project, mentor programs, etc.)
What resources will be required to accomplish the objectives?
|Financial||- Sponsor team to attend NCORE: 7 people at ~$2,000 each = $14,000
- Plan 2006-07 budget to include $200,000 for at least 5 Circle of Excellence Scholars
|Personnel||- Executive Assistant to coordinate CID activities to include web design and maintenance duties|
|Space||- Office/desk space for Executive Assistant|
SUCCESS: list accomplishments and dates achieved
- Approved CID committee charge (October 2005)
- Forwarded recommendations regarding University Policy on Diversity and Inclusion to the Executive Committee of the University Senate (February 2006)
- Facilitated recruitment of underrepresented students (February 2006, March 2006)
- Supported USD’s presence at the first annual Moronga college recruiting fair
- Sponsored two faculty phone banks
- Facilitated recruitment of underrepresented students: awarded new “Circle of Excellence Scholarship (February-May 2006)
- Began design of CID website (March-June 2006)
- Drafted proposal process for diversity and inclusion initiatives (April 2006)
- Adopted a CID vision statement (April 2006)
- Conducted CID Town Hall meeting (May 2006)
- Assembled team to attend National Conference on Race and Ethnicity (May-June 2006)
- Coordinated faculty involvement in Student Support Services (May-June 2006)
MEASURABLE INDICATORS: list the indicator(s) that serve as a baseline or show progress toward the objectives
|# faculty/staff participants in phone bank||28|
|# students contacted by phone bank calls||552|
|# Circle of Excellence Scholarships accepted by May/June||9|