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Definition of Diversity at the University of Illinois at Chicago (UIC) College of Pharmacy (COP)
“The College community fosters an inclusive and supportive environment encompassing acceptance
and respect of differences among students, staff, faculty, patients and guests. Diversity connotes
recognition of the variety of ways of being and thinking. Diversity involves a multifaceted set of
institutional practices, which value the understanding that each individual is unique and equal. It
recognizes individual, group, and organizational differences and how each contributes to the overall
betterment of the community through academic excellence and service to state, nation, and global
society. These differences include, but are not limited to race, ethnicity, gender, sexual orientation,
age, disabilities, and beliefs (e.g., health, sociological, religious and socio-cultural barriers). These
different groups will be represented in all facets of the College’s education and experiences such as
our curricula content, faculty, student, staff and research representations to ensure a College climate
that promotes the well-being and success of all”.
Diversity Strategic Plan Recommendations: Implementation Phase
Following the Diversity Strategic Thinking and Planning Report, the dean appointed a new committee
with several of the initial members which was charged with the development of more specific goals and
measures that can be implemented towards making a more diverse College of Pharmacy (COP). Each of
the key recommendations are aligned with specific institutional goal/s.
1. Promotion and Tenure
2.
3.
4.
5.
Diversity Teaching and learning
Graduate and Professional student recruitment and retention
Staff Recruitment , Retention and Climate
Marketing and Advancement
The COP-DSTP Committee Members 2013-2015:
Hayat Onuyksel
Nick Popovich
Bernard Santarsiero
Ken Smith
Dan Dicesare
Rodrigo Burgos
James Bono
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Jason Rebello
Isaac Cha
Karol Bruzik
Christopher Shoemaker
Stephanie Y. Crawford
Adam Negrusz
Sandra F. Durley
Greg R. Thatcher
Clara Awé
Les Hanakahi
Jessica Canlas
Rosalyn Vellurattil
Tiffany Bumpers (UHP, other)
Students
Nayeli Tlahuetl-Perez (Rockford)
Xavier Torres (Rockford)
Reena Patel (Chicago)
Arturo Aguirre (Chicago)
Rene Williams (Chicago, other))
Promotion and Tenure Subcommittee (2013-2015)
Members: Greg Thatcher (Chair), Hayat Onyuksel, Stephanie Crawford, Isaac Cha, Adam Negrusz, Karol
Brusik, Bernie Santarsiero, Les Hanakahi, Skyler Carlson (graduate student)
University Diversity Goals:
Goal 2: UIC will have a climate of diversity and equity where individual students, faculty and staff feel
welcomed in their identities, valued in their contributions and feel their identities can be openly
expressed in their living working and studying environments.
Goal 3: UIC will recruit and promote the success of a diverse student, faculty, and staff population.
Key Recommendations
•
Tasks in service of the mission of the College and UIC should be taken into consideration in P&T
decisions.
•
Regarding faculty research, proper weighting needs to be considered in aspects of assigned
teaching, service, and clinical practice in fulfillment of the University mission.
•
In every annual report, the extent to which the faculty member’s efforts benefit the
College/Department must be stated. As appropriate, faculty efforts should be recognized and
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rewarded, or redressed as needed. Greater coordination between teaching assignment, annual
evaluation, and tracking of P&T milestones is needed.
•
Annual evaluations explicitly consider non-research contributions retrospectively. However,
assignment of teaching and service to faculty occurs in a much more ad hoc and sometimes nonconsultative fashion. Since research is often the key components of P&T decisions, it is essential
that individual faculty is consulted about disproportionate assignment of non-research activities that
are supportive of the College and University’s mission.
•
The timing of the annual report (prepared for annual review) should be reconsidered, since
prospective planning is impossible when the review occurs in the middle of the “prospective”
calendar year. This would allow annual reports and hence detailed accounting of faculty members’
progress to support P&T decisions.
Key Performance Indicators
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Begin tracking of Tenure track faculty productivity for P&T as it relates to service in the mission
of the College and University
Begin tracking of clinical faculty productivity for promotion as it relates to service in the mission
of the College and University
Begin tracking of “tenure track” faculty heavy teaching and advising loads for P&T decisions
Begin tracking of “clinical track” faculty heavy teaching and advising loads for promotion
decisions
Restructure timing of annual report/prospective planning to allow detailed accounting of faculty
progress to support P&T decisions.
Diversity Teaching & Learning Subcommittee
Members: Les Hanakahi, Clara Awe, Rosalyn Vellurattil, Stephanie Crawford, Nick Popovich
(Chair), Nayeli Perez (student-Rockford), Reena Patel (student-Chicago)
University Diversity Goals:
Goal 6: UIC will be a place where disciplines use diversity and diverse perspectives to challenge
their values regarding curricula content, teaching methods, knowledge-making and scholarship.
Goal 7: UIC will be a leader in higher education through application and dissemination of
knowledge gained from experience, scholarship and innovative approaches to diversity.
Key Recommendations
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Development of a statement for placement in course-syllabi addressing mutual tolerance
and respect
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•
Develop an outline of how cultural awareness/sensitivity principles are currently being
taught within the PharmD curriculum.
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Provide interested college faculty with the basic skills, knowledge, and awareness to
adequately teach and incorporate cultural awareness and related diversity aspects within
the curriculum.
•
Conduct an initial needs assessment of our students’ perceived cultural competence.
•
Begin to illustrate ways to move cultural awareness and diversity principles from the
periphery to the core of teaching and learning within our curriculum.
Key Performance Indicators
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Statement to be included in all course syllabi (Fall 2013) (OAA)
Cultural Awareness curriculum mapping (DSTP)
Facilitation of 2 faculty development workshops (Yearly) (DSTP Faculty)
Conduct student cultural competence survey (Yearly) (DSTP)
Graduate and Professional Student Recruitment and Retention Subcommittee
Members: Ken Smith (chair), Nick Popovich, Clara Awé, Arturo Aguirre (student-Chicago),
Skyler Carlson (graduate student), Xavier Torres (student-Rockford), Tiffany Bumpers (UHP)
University Diversity Goals:
Goal 2: UIC will have a climate of diversity and equity where individual students, faculty and
staff feel welcomed in their identities, valued in their contributions and feel their identities can
be openly expressed in their living working and studying environments.
Goal 3: UIC will recruit and promote the success of a diverse student, faculty, and staff
population.
Key Recommendations
•
There is a need for more consistent and complete tracking of graduate student
demographic data.
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Need to reevaluate recruitment efforts for both professional and graduate students. There
is a sense that recruitment efforts are passive, especially for graduate programs
•
Revisit the demographic data desired to match the college’s mission of diversity.
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•
Work with the Office of Student Affairs and Diversity Affairs to evaluate professional
student retention data.
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Encourage each department’s graduate program directors to provide retention statistics to
Diversity committee.
Key Performance Indicators
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Implement Graduate student data tracking and retention reporting protocols for reporting.
(Yearly) (DGS,ODA,OSA)
Develop URM graduate recruitment strategy (Fall 2013) (DGS,UHP,ODA,OSA)
Develop diversity reflective recruitment materials (2014) (DGS, UHP,ODA.OSA)
Review of retention related data (Semester) (OSA,ODA,UHP)
Faculty and Staff Recruitment and Retention/Climate Subcommittee
Members: Dr. Sandra Durley, Clara Awé (Chair), Rodrigo Burgos, Bernie Santarsiero, Dan
DiCesare, Jessica Canlas
University Diversity Goals:
Goal 2: UIC will have a climate of diversity and equity where individual students, faculty and
staff feel welcomed in their identities, valued in their contributions and feel their identities can
be openly expressed in their living working and studying environments.
Goal 3: UIC will recruit and promote the success of a diverse student, faculty, and staff
population.
Goal 4: UIC will have an ethic of diversity that lessens stratification, provides access and
promotes opportunity by expecting success of all members of its community.
Key Recommendations
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Document recruitment efforts for under-represented minorities (URM) in an effort to
increase transparency and accountability.
•
Track URM applications for faculty and staff positions. The goal would be to monitor
how many minority applicants applied/ invited for interviews.
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•
COP Human Resource Office should gather and report relevant applicant data to
Administrative/Executive Officers/Diversity Committee on a quarterly basis. From this
type of tracking COP can assess the effectiveness of URM recruitment.
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Conduct yearly Faculty and Staff climate surveys to asses current workplace climate.
•
Create action plans to address issues raised in surveys.
With the understanding that there are limited amount of open positions in a given year, the
committee recommends a goal to hire a more diverse faculty and staff to be more reflective of
the Chicago-land area.
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Current Latino Academic Staff 3% (4)
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Current African American Academic Staff 7% (11)
Key Performance Indicators
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Develop and track underrepresented minority recruitment strategy for Faculty and Staff
positions (Yearly) (ODA,HR)
Internally publish underrepresented minority applicant statistics(Yearly) (ODA,HR)
Develop, conduct, and asses Faculty and Staff climate survey (Yearly) (ODA, HR)
Publish survey results to Administrative Officers
Marketing and Advancement Subcommittee
Members: Chris Shoemaker (Chair), Jason Rebello, Dan Dicesare, Bernie Santarsiero, Rene
Williams (student), Isaac Cha
University Diversity Goals:
Goal 5: UIC will engage diverse communities within Chicago and other great cities as
intellectual resources and partners.
Key Recommendations
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A needs assessment of all current marketing material be conducted and completed by
Fall of 2012. The goal would be to review materials with the hope of developing new
content that places emphasis on diversity and the Colleges commitment to its urban and
rural missions.
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The College’s Advancement Office and the Scholarship and Awards Committee should
review current scholarship opportunities to see if they can be utilized in a way to
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support under-represented minority and economically disadvantaged student
recruitment efforts.
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Create at least 1 new “needs based” recruiting scholarship valued at $10,000.
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The Office of Diversity Affairs (ODA) to develop a catalog of community partners.
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Quarterly meetings with the Office of Diversity Affairs to build partnership/collaboration
to significantly increase community engagement. This can be measured by the amount
of outgoing material directed at community partners and external organizations.
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Improved and intentional relationship building with under-represented minority alumni
in strategic college events/teaching and learning e.g., Dean’s Leadership Forum not just
for financial contribution.
Key Performance Indicators
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Publish marketing materials to reflect colleges diversity (2013) (Marketing/ODA)
Track and increase scholarships related to College’s diversity goals (Yearly) (Advancement, ODA)
Increase involvement of URM alumni in strategic college events (Yearly) (Advancement, ODA)
For a more detailed version of the DSTP report please visit the College of Pharmacy Diversity page at:
http://www.uic.edu/pharmacy/depts/Office_of_Diversity_Affairs/index.php
DSTP REPORT MILESTONES

Presentation of 2009 DSTP Report to Dean Bauman, September 22, 2009

Presentation of 2011 DSTP Report and Recommendations to: Dean Jerry Bauman, September 8,
2011, approved by Dean

Presentation to the Administrative Officers, March 22, 2012 and approved

Presentation of Report and Recommendations to Full Faculty: June 14, 2012

Approval and Ratification by Faculty March 1, 2013
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