ELEMENTS OF AN EFFECTIVE
STRATEGIC DIVERSITY PLAN

Organic Linkages with the Mission

Coherent Understanding of Diversity

Systemic, Impacts All Aspects of the Institutional Structure

Top-down and Bottom-up Investment

Framework of Accountability and Assessment

Infrastructure of Incentives and Rewards

Flexibility and Responsiveness
FRAMING AN UNDERSTANDING
OF DIVERSITY
Institutional Transformation
Educational/School Mission
Response to Intolerant
Climate
Representation
Systemic Interdependency
Campus Climate/
Inter-cultural Relations
Education/
Scholarship
Student Access/
Success
Transformation
STUDENT ACCESS AND SUCCESS
(Race, Ethnicity, Gender)
Access
Success
•
Yield
•
GPAs
•
Recruitment
•
Course Completions
•
Enrollment
•
Honors
•
Participation Rates
•
Retention
•
Persistence
•
Graduation Rates
•
•
Graduate School
Attendance
Engagement
CAMPUS CLIMATE/INTER-CULTURAL RELATIONS
(Race, Ethnicity, Gender Sexual Orientation, Language,
Religion, Age, Nationality, Class, and Ability)

Perceptions of Campus Climate

Quality of Inter-cultural Relations
Education and Scholarship
(all groups)

New Academic Fields

New Course Content

New Pedagogies

Diversity Requirements
INSTITUTIONAL TRANSFORMATION

Congruence of Leadership Statements with
Diversity Agenda

Incentive and Rewards Structures to Support
Participation

Policies to Prevent and Address Discrimination

Strategic Hiring Initiatives

Healthy Interactions With Community

Capacity for and Visibility of Institutional
Leadership for Diversity
Diversity Plan Principles






Negative outcomes that are correlated with group membership are
suspect and should prompt institutional inquiry and intervention.
The Diversity Plan tracks negative outcomes that have a basis in group
membership, not individuals who are members of groups.
Strategies that eliminate group-based disadvantage confer benefits on
more than their intended targets and improve the institution as a
whole.
The plan must measure progress in terms of equity and not merely
positive numerical change.
Without a sufficient infrastructure of support (incentives and rewards,
policy development, accountability mechanisms) the diversity plan has
no teeth
Diversity and excellence must be viewed as commutual
Diversity Plan Resources



The Goals
Ten goals across 4 dimensions of the institution
The Institutional Indicators (Institutional Measures of Progress)
The macro-level measures used to gauge the success of the Plan from a broad institutional perspective. Derived from Strategic
Plan
Planning Guidelines
Includes an introduction that frames an understanding of the Plan; the diversity goals; strategy templates and submission
criteria; and timelines for planning and review.

The Strategic Plans (Unit-level planning and assessment of progress)

Summary Progress Reports

“Inventory of Campus Diversity Resources”
Annual update of campus resources in support of diversity agenda.
DIVERSITY PLAN GOALS
STUDENT ACCESS AND SUCCESS
Goal/Outcome 1:
Support the Enrollment of a Diverse Student Body
Goal/Outcome 2:
Support the Retention and Success of a Diverse Student Body
CAMPUS CLIMATE AND INTERGROUP RELATIONS
Goal/Outcome 3:
Foster a Campus Climate that is Welcoming to All
Goal/Outcome 4:
Foster Inter-cultural Respect, Communication, and Collaboration
EDUCATION & SCHOLARSHIP
Goal/Outcome 5:
Support the Incorporation of Diversity and Inclusion Across the Curriculum
INSTITUTIONAL TRANSFORMATION
Goal/Outcome 6:
Enhance the Recruitment and Retention of Diverse Faculty, Staff
and Administrators
Goal/Outcome 7:
Ensure Accessibility of Facilities and Programs
Goal/Outcome 8:
Foster Healthy Relationships with our Community Partners
Goal/Outcome 9:
Enhance the Capacity for and Visibility of Institutional Diversity Leadership
Goal/Outcome 10:
Institutionalize a Culture of Diversity Planning and Assessment
INSTITUTIONAL INDICATORS
Student Access and Success

Goal/Outcome 1:
Support the Enrollment of a Diverse
Student Body
Undergraduate Enrollment
Indicators
Baseline
Benchmark
Data Source
Data Manager
Time Frame
for Review
Yield rates of
first-time, fulltime, trad,
deg. - seeking
undergrad.
admitted by
race/ethnicity
and gender
Fall ‘05
Continuous
Progress
Admissions
Data
Admissions
Annual
Evaluation template adapted from James Irvine Foundation Campus Diversity Initiative Evaluation Project. Indicators based on
model by Daryl Smith (Diversity Works: The Emerging Picture of How Students Benefit)
.
INSTITUTIONAL INDICATORS
Student Access and Success
Goal/Outcome 2: Support the Retention & Success of a Diverse
Student Body
Undergraduate Graduation Rates
Indicators
Baseline
Benchmark
Grad rates for
Dec. ’04 – Close the
full-time, degree- May, ’05
Gaps
seeking
undergrads by
race/ethnicity,
gender, disability,
SES, and
international
status
Data Source
Data
Manager
Time Frame
for Review
Graduation
Data
Registrar
Annual
INSTITUTIONAL INDICATORS
Campus Climate/Inter-cultural Relations

Goal/Outcome 4: Foster a Campus Climate that is
Welcoming to All
Campus Climate
Indicators
Baseline
Faculty and
Fall ’05
staff
perceptions
of campus
climate by
race/eth.,
gender, age,
religion, sex.
orientation,
nationality,
and job
classification
Benchmark
Data Source
Data
Manager
Time Frame
for Review
Close the
gaps
Employee
Survey of
Campus
Climate
DAC, VP for
Diversity,
Inst.
Research,
HR
Three Years
INSTITUTIONAL INDICATORS
Education & Scholarship

Goal/Outcome 5: Support the incorporation of diversity
and inclusion across the curriculum
Indicators
Baseline
Benchmark
# of courses
offered in
support of
Core Diversity
Requirement
TBD
TBD
# of tenureFall ’05
track faculty
hired for
specialization
in scholarships
of diversity
Continuous
Improvement
Data Source
College
Hiring Files
Data
Manager
Time Frame
for Review
GDST
Annual
Academic
Deans
Annual
INSTITUTIONAL INDICATORS
Institutional Transformation

Goal/Outcome 6:
Enhance the Recruitment and Retention of
Diverse Faculty, Staff and Administrators
Employee Recruitment
Indicators
Baseline
Benchmark
Data Source
Data
Manager
Time Frame
for Review
Utilization
analysis of
job groups
by college
Fall ’05
Utilization
Affirmative
Action Plan
Goals
Affirmative
Action Plan
Utilization
Analysis
Human
Resources
Annual
STRATEGY PLANS
Student Access and Success

Goal/Outcome 2
Support the Retention and Success of a
Diverse Student Body
Strategy: Recruit LAC tutors who reflect the racial and gender diversity of the undergraduate
population
Indicators
Baseline
# and % of
04 – 05
LAC tutors by Levels
race/ethnicity
and gender
relative to %
of participants
in
undergraduate
population
Benchmark
Data Source
Responsible
Party
Time Frame
for Review
The diversity
of the tutoring
staff will meet
or exceed the
diversity of
the student
population
LAC Records
LAC
Annual
STRATEGY PLANS
Campus Climate/Intercultural Relations

Goal/Outcome 4:
Foster Intercultural respect, communication, and
collaboration
Strategy: Offer more awareness-enhancing programs, services, and events through such
efforts as Theater of Conscience, Heritage Fest, clubs, and organizations that embrace diversity
and campus-wide student-oriented diversity programs
Indicators
Baseline
Benchmark
Data Source
Responsible
Party
Time Frame
for Review
# and % of
undergrads
who participate
04 -05 levels
TBD
Student Life
Records
Student Life
Annual
Participant
evaluations of
Impact
STRATEGY PLANS
Education and Scholarship

Goal/Outcome 5:
Support the Incorporation of Diversity and
Inclusion Across the Curriculum
Sample Strategy: Department X will collaborate with the Library to produce Xtreme
Multicultural Subject Guides as resources for course revision
Indicators
Baseline
Benchmark
Data Source
# of courses
in the
department
that are
revised
04 – 05 levels
Continuous
Progress
Department X
Faculty
assessments
of the Subject
Guides
Responsible
Party
Time Frame
for Review
Annual
STRATEGY PLANS
Institutional Transformation

Goal/Outcome 6:
Enhance the Recruitment and Retention of Diverse
Faculty, Staff and Administrators
Sample Strategy: X will purchase the Doctoral Scholars Directory for use by
academic search committees
Indicator
Baseline
Benchmark
Data Source
# of search
committees
utilizing this
resource
04 – 05 levels
(0)
At least 50%
Search
Committee
Records
# of
candidates (or
hires)
identified
through this
resource
At least 1
Responsible
Party
X
Time Frame
for Review
Annual
STRATEGY PLANS
Institutional Transformation

Goal/Outcome 9:
Enhance the Capacity for and Visibility of Institutional
Diversity Leadership
Sample Strategy: Planning Unit X will incorporate a diversity statement from the
administrator on its web page, in new employee orientations, and in its print publication
Indicators
Baseline
Benchmark
Data Source
Responsible
Party
Time Frame
for Review
Student
and/or
employee
perceptions of
Unit
commitment
to diversity
N/A
At least 75 %
perceive high
commitment
Survey X
Planning Unit
X
Annual
Planning Exercise

Goal/Outcome 2:
Support the Retention and Success of a Diverse
Student Body

Goal/Outcome 4:
Foster Intercultural Contact and
Collaboration

Goal/Outcome 6:

Goal/Outcome 10:
Enhance the Recruitment and Retention of
Diverse Faculty, Staff and Administrators
Institutionalize a Culture
of Diversity Planning and Assessment
Strategy:
Indicator
Baseline
Benchmark
Data
Source
Data Managers
Time Frame
for Review
Recommendations for Accountability
Guidelines
RECOMMENDATION 1: Reporting Chain
Divisional/Collegiate Unit-Level Planning ( VPs and Deans)
ADVANTAGES:
Follows the Natural Leadership Hierarchies
Allows for Flexibility
Simplicity/Less Administrative Burden
More likely to Produce Substantive Effort
DISADVANTAGES:
?
Recommendations for Accountability
Guidelines
RECOMMENDATION 2: Plan Time Frame
5 - Year Plan (2005 – 2010)
(becomes 6 – year plan during next cycle)
ADVANTAGES:
DISADVANTAGES:?
Alignment with University Strategic Plan
Facilitates alignment with Budget
Coherency with Mission
Allows time for Progress
Recommendations for Accountability
Guidelines
RECOMMENDATION 3: Planning and Assessment Timeline
Review and Acceptance of Strategies Semester Prior to Start of Plan (Fall 2005)
Annual Review and Summaries of Strategy Progress to the President and University Community
Interim and Final Review and Summary of Institution-level Indicators of Progress to the President and
University Community
ADVANTAGES:
DISADVANTAGES:
Continuous assessment reinforces culture of diversity
planning & assessment
Annual summary rewards promising practices and
highlights inactivity
Allows for ongoing adjustment
?
Recommendations for Accountability
Guidelines
RECOMMENDATION 4: DAC as Standing Oversight Committee
with Other Duties as Assigned
(additional subcommittee members from planning unit)
ADVANTAGES:
DISADVANTAGES:?
Continuity of DAC role in Plan development
Draws upon the existing understanding and commitment of
the DAC
Vehicle for ongoing capacity development within units
Collaborative, not just top-down
ELEMENTS OF AN EFFECTIVE
DIVERSITY PLAN

Coherent Understanding of Diversity

Systemic, Impacts All Aspects of the Institutional Structure

Organic Linkages with the Mission

Top-down and Bottom-up Investment

Framework of Accountability and Assessment

Infrastructure of Incentives and Rewards

Flexibility and Responsiveness