College of Arts and Sciences
Department/Unit Diversity Plan 2009-2010
Department/Unit: _International, Diversity, and Outreach Programs_________________ ______
I.
Identify at least three key diversity initiatives for your department/unit keeping in mind the stated goals of the A&S Diversity Plan
Initiative and related
Goal
Increase access to
Professional
Development and
diversity training for
IDOP Staff
Strategies
Tactics/Action
-Implement diversity
training for all staff in
the unit
-raise awareness
amongst staff that
diversity and cultural
humility are highly
valued and expected in
IDOP
-make sure staff
understand that ongoing
development in this area
is essential to their
success in their job
-provide release time for
staff to attend approved
diversity events
-identify activities and
events on and off
campus with educational
value in the area of
diversity
-implement A&S staff
development series in
Spring 2010
-design evaluation tool
to assess how clients rate
the quality of interaction
with IDOP staff
-Request funding from
the College for staff to
attend selected
diversity events,
conferences, etc.
Assessment /
Measurement
-number of events
attended as
measured by an
internal web-based
report form
-number of IDOP
staff taking part in
series
-evaluation by
clients (students,
faculty, other staff)
of IDOP demeanor
in a variety of
interactions
Reporting
Schedule
Each Semester
Responsible
Person(s)
Assoc Dean &
Director of Diversity
Expected
Outcome
All staff will attend at
least 3 events or training
per semester
Summer 2010
-Annual
Assoc Dean
-Collection of this data
will help Assoc Director
and Director of Diversity
assess the level of
training needed by each
staff member
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Increase A&S Student
engagement with
diversity and social
justice issues
Increase diversity in
all its forms amongst
unit staff and student
workers
Conduct a review of
policies and practices
impacting gender
equity and make
recommendations to
the Dean and Faculty
Develop and train a team
of undergrads who can
engage and train peers
on campus and in
community
-Seek diverse pool of
student workers
-seek opportunities to
collaborate w/units and
programs that have
diverse staff
-Look for opportunity to
hire or involve staff &
students with fluency or
capacity in a language
other than English
-Form a task force to
review policies and
practices
-Collaborate with
COSW and others
-Identify 4 student
interns
-offer incentives for
participation
-develop assessment tool
-add second language
capacity as a plus for all
job searches and student
worker positions
-Review benchmark
institution policies
-Review COSW study
on gender equity
-Develop detailed plans
for reducing implicit
gender bias in the
operations of the College
-involvement by
interns in IDOP
diversity trainings
and activities
-evaluation by
interns of their first
year in the
program
-data detailing
race, languages
spoken, and
gender, amongst
IDOP staff
Summer 2010
Director of Diversity
Trained group of student
interns will help raise
student awareness about
IDOP mission, goals,
resources and activities
Spring 2011
Assoc Dean
Enhanced ability of
IDOP to communicate
with and serve the needs
of a diverse range of
clients
-Completion of
report
-Proposals
accepted and
passed by Dean
and faculty
-Completed by
Fall 2010
Assoc Dean,
Director of Diversity
-Enhanced gender equity
in A&S policies and
practices
Summer 2010
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II. How will your unit increase diversity among faculty, administrators, staff and/or students?
Initiative and related
Goal
Add Spanish- speaking
staff member and/or
student worker by Fall
2010
Expand trainers to
include professional
consultants from
underserved populations
in Louisville
Strategies
-Include funding for staff
position in International
proposals
-partner with LALS
and/or Brazilian Studies
to fund additional
position
Develop contact list of
diversity trainers in the
Louisville-Metro area
Tactics/Action
-Assess needs in
combination with
Director of LALS and
Brazilian Studies
Assessment /
Measurement
Funds acquired to hire
Spanish-speaking staff
member (or grad
student/student worker)
for up to 20 hours/week
-Seek referrals from
-diverse list of trainers
UofL units and
experienced with higher
community organizations ed
focusing on Diversity and
Social Justice as well as
Reporting
Schedule
Summer 2010
Responsible Person(s)
Assoc Dean
Summer 2010
Director of Diversity
Expected
Outcome
Increased capacity to
serve the needs of
Spanish Speaking
community on and offcampus
Increased capacity to
address a range of issues
related to diversity from
a variety of perspectives
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III. If applicable, how will your unit increase curricular and programmatic diversity, and cultivate inclusive pedagogy?
Initiative and related
Goal
Plan and implement a
comprehensive series of
inclusion and equity
workshops for faculty
and chairs
Strategies
- Initiate mandatory
diversity seminars for
each A&S department
-Improve effectiveness
and participation in
Inclusive Teaching
Circles
-Plan and implement a
junior faculty
development series
(topics to include:
syllabi, library resources,
Delphi Center, Writing
Center, etc.)
Tactics/Action
-Devise list of three
menu choices for
departments to be
implemented during
spring 2010
-collect and assess data
related to decrease in
attendance in ITC
program during Fall 09
-consider adapting
schedule of ITC
meetings;
-consider adapting
program structure
-Survey junior faculty in
Spring 09 regarding
needs
-Collaborate with Assoc
Dean for Faculty
Personnel
-Consult with Chairs
regarding preliminary
program plan
Assessment /
Measurement
-session evaluations
-attendance at ITC cohort
meetings
-evaluations of
participants
-Assessment of junior
faculty participants
Reporting
Schedule
Semester
Semester
-Annual
Responsible Person(s)
Director of Diversity,
Assoc Dean
Expected
Outcome
-Increase in diversity
resources for faculty and
chairs
-Improvement in
classroom climate for
faculty, and students
Increased attendance in
Inclusive Teaching
Circles
-Increased retention rates,
tenure and promotion
rates, and professional
success of faculty
4
Revitalize NETWORK
program
Offer professional
training to UofL faculty,
staff, and administrators
-Develop strategy for
more student
involvement
-Develop strategy for
greater community
involvement;
-Involve I&E Interns in
guest selection process;
-Involve I&E Interns in
publicity for NETWORK
events
-Investigate availability
of funding from Title I
(parents of children
receiving free and
reduced lunches);
-Consider change of
venue
-Consider lowering price
of lunches/attendance
-numbers attending
-evaluations
Create an Institute or
Center for Diversity in
Higher Education
-Study guidelines for
Centers and Institutes
- Identify campus allies
and collaborators
-Develop proposal
Approval at each step of
the process
Semester
Director & Assoc
Director of Diversity
-Increased attendance
from campus and
community;
-Greater visibility for
NETWORK at UofL
Semester
Director of Diversity and
Assoc Dean
-Acceptance of Proposal
for Center or Institute by
2012
5
IV. How will your unit improve the satisfaction, retention and graduation rates of students from under-represented groups?
Initiative and related
Goal
Create an outlet for
students to voice
concerns and suggestions
Increase number of
students from underrepresented groups
studying abroad
Develop programming
for GTAs to support
inclusion and equity
Strategies
Tactics/Action
Assessment /
Measurement
Number of “hits” as
indicated by webpage
counter
Reporting
Schedule
semester
Responsible Person(s)
Develop team of student
leaders with training in
diversity and inclusion
(interns for Inclusion and
Equity)
Increase submission of
proposals aimed at
funding travel for
students from underserved populations
- suggest Interns create
an interactive page on
IDOP’s website
Director of Diversity and
staff
Apply for Undergraduate
International Studies and
Foreign Language
Program
Submission of proposal
(Dec 17, 2009)
Summer 2010
Assoc Dean
-Initiate workshop for
new GTAs on teaching
for inclusion and equity
-Develop inclusion and
equity series for GTAs
-Meet with GTA
representatives to assess
needs
-Coordinate with Asst.
Dean for Graduate
Education the conducting
of training for new GTAs
-Plan workshop series to
begin in Fall 10 to
support GTAs’ teaching
for inclusion and equity
-Annual Report
Annually
Director of Diversity
Programs
Expected
Outcome
Intern webpage with
access for UofL students
to voice opinions,
suggestions, and
concerns
Increased funding for
African American
students to travel abroad
Cultivation of teaching
for inclusion and equity
amongst graduate
students
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V. How will your unit create or maintain a welcoming environment in which diversity, social justice and provision of academic
opportunity are intrinsic values?
Initiative and related
Goal
Initiate staff training
Make Improvements in
physical environment of
International Programs
Strategies
Tactics/Action
Offer mandatory
trainings for A&S staff in
spring 2010
Set up content and
calendar (Fall 09)
Develop a professional
development plan
(focusing on Inclusion
and Equity) for each staff
member in the unit
-Relevant supervisors to
meet with each staff
member in Spring 09
-Written goals for each
staff member
-Initiation of training
-Remove and replace
flood damaged furniture;
-utilize bulletin boards
and displays to make
information accessible;
-Mount diverse range of
artwork, publications,
etc;
-Ask A&S facilities
manager to mount clear
signage for offices and
services
Enhance space to provide
comfortable, informative
and welcoming reception
area
Assessment /
Measurement
Evaluations of spring
training sessions
Annual evaluation of
progress towards goals
Completion of listed
tactics/actions
Reporting
Schedule
Semester
Responsible Person(s)
Director of Diversity and
Assoc Director
Expected
Outcome
All staff in A&S will
attend at least one
workshop/training in
Spring 2010
Annual
Summer 2010
Assoc Dean
Increased visibility and
access for visitors to our
offices in Gardiner Hall
“Garden Suite”
8
Create and maintain an
accessible and
informative website
Assign website
management to one staff
member
-Have staff give info to
be posted to assigned
individual with desired
deadlines
-add “counter” to
webpages
-Evaluation of website by
Delphi Center
-number of “hits” as
indicated by counter
March 2010
Sandra Blanford
Increased usage by onand off-campus
community
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VI. How will your unit ensure that its administrators, faculty, and staff take advantage of diversity education opportunities provided
by UofL?
Initiative and related
Goal
Create reward system for
staff who participate in
diversity events and
trainings
Strategies
Tactics/Action
-Clearly note staff
participation in diversity
trainings and events and
award points on yearly
staff evaluations
-Buy tables and invite
staff to attend selected
community
diversity/outreach events
-Create calendar of
“priority” or “highly
valued” diversity
trainings and events and
post on unit website
-Make certain that staff
have release time to
attend mandatory
trainings
-Request funding from
A&S for staff
development and
community outreach
-Determine percentage to
be included in AWP for
faculty and for chairs
Include “diversity
category” in AWP form
Meet with Assoc Dean
for A&S Personnel
-Enable on-going
professional development
for unit leadership
-Develop individual
professional development
goals
-Seek resources for each
leader to attend one
professional development
conference annually;
-Collaborate with other
-Arrange meeting of
IDOP senior staff to
formulate individual
goals
Assessment /
Measurement
Number of
events/trainings attended
by each staff member
Reporting
Schedule
Responsible Person(s)
Annual
Assoc Dean & Director
of Diversity
Expected
Outcome
Increased participation
by IDOP staff in
diversity and outreach
opportunities
Percentage selected and
corresponding activity by
faculty and chairs
Annual
Assoc Dean for IDOP,
Director of Diversity,
Assoc Dean for
Personnel
Increased awareness
among faculty and chairs
regarding A&S’s
commitment to diversity
-Progress towards goals
-Attendance and report
from annual conference
Annual
Assoc Dean for IDOP
Enhanced leadership
capacity for inclusion and
equity
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Diversity Chairs to
identify best practices
and common goals;
investigate possibilities
for sharing resources;
Take advantage of
opportunities in
Louisville Metro (e.g.
Business Community)
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