Blue Ribbon Commission on
Diversity
University of Colorado at Colorado Springs
Pam Shockley-Zalabak, Chancellor
December 7, 2007
Diversity Strategic Plan
 Director and task force appointed
 BRC recommendations as starting point
 Comprehensive strategies developed
 Integral to campus strategic plans
 Shared definitions
 Diversity
 Inclusiveness
 Cultural Competency
Diversity Strategic Plan
 Diversity Foundations Group
 Budget links to diversity plan
 College-level diversity catalysts
 Annual priority setting and evaluation
Associate Vice Chancellor for Diversity
 Kee Warner, Sociology
 Contributes to leadership teams
 Training search committees
 Coordination with CU System
 Leads plan implementation
Building Inclusiveness, the BIG Idea
 Christina Jimenez, History
 Dena Samuels, Women’s
and Ethnic Studies
 Pilot two-hour workshop,
five scheduled for spring
 20-30 workshops FY 2009
 Climate surveys, exit interviews
Foster Diversity Within Faculty and Staff
 Search committee training
 Annual dean performance
evaluation
 Emphasize diversity in Provost
recruitment
 Active diversity efforts in faculty
searches
 Opportunity hire funds to
promote faculty diversity
Diversity Within Faculty and Staff
Percent Female, Fall 2007
70%
64%
55%
55%
58%
47%
40%
Tenured &
Tenure Track
Non Tenure
Track
Research
Faculty
Other Faculty Administrative Professional Classified Staff
Exempt
Diversity Within Faculty and Staff
People of Color, Fall 2007
32%
21%
13%
10%
Tenured &
Tenure Track
Non Tenure
Track
11%
Research
Faculty
12%
13%
Other Faculty Administrative Professional Classified Staff
Exempt
Diversity Within Faculty and Staff
Executive Administration
White Men
32%
White Women
42%
Women of Color
5%
Men of Color
21%
Advance Understanding of Diversity, Inclusiveness
 Women’s and Ethnic Studies
 Knapsack Institute
 Culturally Responsive
Teaching and Counseling
Symposium
 White Privilege Conference
 Freedom’s Song
Dr. Dorothy Height
Advance Understanding of Diversity, Inclusiveness
Students rate quality of education in
multicultural awareness as…
Fair
21%
Good
40%
Poor
5%
Very Poor
2%
Excellent
32%
Provide Inclusive Student Support
 Student multicultural center for all
 Director of Student Multicultural Affairs and Outreach
 Retention and intervention
 Engage families
 “Academic Fitness” course for at-risk students
Reach Diverse Potential Students
Freshman Retention Rates
Asian
Black
Latino
American Indian
White
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
2004
2005
2006
Reach Diverse Potential Students
Graduation Rates
All Students
Students of Color
40%
38%
41%
35%
34%
39%
34%
34%
33%
33%
30%
1996
1997
1998
1999
Year Started
2000
2001
Reach Diverse Potential Students
 Assistant Director Recruitment
 Link with SMA and Outreach
 Director Admissions Services
 Web site redesign
 Pre-Collegiate Program
• Ridgeway
• Eagle
• La Junta
 Increased marketing
Reach Diverse Potential Students
Pre-Collegiate Graduating Classes,
2004-2007
Not Enrolled
6%
Enrolled in
College
94%
Reach Diverse Potential Students
Recruitment to Enrollment, 2007
Applicants
Admitted
Enrolled
White
2524
70%
41%
Latino/a
409
63%
46%
Asian
203
62%
56%
Black
186
47%
44%
Native Am.
36
58%
29%
Reach Diverse Potential Students
Students of Color
19%
Pell Recipients 30%
Non-Traditional
Age 26%
First Generation
40%
Women 58%
Internation
al 3%
None*
1015%
Undergraduate Student Diversity, Fall 2007
Reach Diverse Potential Students
Entering Freshman, Fall 2007
Amer. Indian
<1%
Unknown
5%
White
72%
Students of
Color
23%
Asian
7%
Black
4%
Latino/a
12%
Reach Diverse Potential Students
Undergraduate Enrollment, Fall 2007
Did not report
5%
White
76%
International
0%
Asian American
5%
Black
4%
Latino
9%
American
Indian
1%
Reach Diverse Potential Students
Graduate Enrollment, Fall 2007
Did not report
5%
International
2%
Asian American
4%
White
79%
Latino
7%
Black
3%
American
Indian
0.5%
Blue Ribbon Commission Update
Bridge Academic and Student Affairs
Bridge Academic Affairs and Student Affairs
 Learning communities
 Education beyond requirements
 Inclusive student engagement
 Link curricular and co-curricular
Expand, Diversify Community Engagement
 Director of Inclusive
Student and Community
Engagement
 Alumni relations
 Campus facilities use
Strengthen Structural Supports
 Create Human Resources Office
 Create Compliance Office
 Campus ombuds process
 Reward diversity work in
promotion, tenure
 Diversity and inclusiveness in
staff positions
UCCS: Coming of Age in the
21st Century