College of Arts and Sciences
Department/Unit Diversity Plan 2009-2010
Department/Unit: ____Urban & Public Affairs_(UPA)_____________ ______
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
To create a
Diversity
Committee to
Oversee
implementation of
this Diversity1 Plan
Strategies
To ensure that this
Diversity Plan
becomes
operational within
UPA by
systemically and
effectively
documenting
progress toward
accomplishment of
the Unit Diversity
Tactics/Action
To create a
Diversity
Committee of
administrators,
faculty, staff and
students to meet at
least semi-annually
to continuously
monitor and
oversee
implementation of
Assessment /
Measurement
Successful
implementation of
components of the
Diversity Plan
Reporting
Schedule
Annually
Responsible Person(s)
Diversity
Committee and
Department Chair
Expected
Outcome
Create a diverse
UPA which links
vision, commitment
and action and
makes diversity a
part of everyday
business at UPA
The Arts and Sciences Definition of Diversity provides, in part, that “we understand diversity to refer to the multitude of differences between individuals and groups where those differences possess social meanings
that are relative to specific historical contexts. Thus, a commitment to diversity in our historical context in which some individuals and groups have been systematically marginalized or excluded compels special
attention to the categories of race, ethnicity, gender, socioeconomic status, national origin, sexual orientation, ability, age, and religion. Valuing diversity demands a commitment to the inclusion and equitable
treatment of all, but in our historical context with special focus on members of these marginalized and excluded categories. Diversity must be understood relative to our historical metropolitan, statewide, national,
and global contexts. At the University of Louisville, the concern to create an inclusive and equitable educational environment centers on Kentucky’s historically underrepresented and marginalized groups, with a
special focus on African-Americans. This should not be understood, however, to exclude a concern with other dimensions of diversity found within the University and the metropolitan community.
1
1
Plan
this Unit Diversity
Plan
To promote
rigorous dialogue
and create a climate
of diversity
acceptance about
diversity among
administration,
faculty, staff &
students
Promote a UPA
dialogue that
creates a culture
that values open
examination of
diversity in a civil
and respectful
manner and that
creates of climate of
diversity acceptance
To monitor, report
and evaluate all
diversity efforts
To create a
comprehensive
system for all
To utilize guest
speakers, special
forums, student
speakers series, and
training sessions by
the Human
Resources
Department to
establish a open
dialogue on critical
diversity issues;
annual diversity
climate survey to be
developed and
administered by the
Diversity
Committee to
administrators,
faculty, staff and
students
The Diversity
Committee will
develop a
Successful UPA
Reporting of annual Diversity
climate for diversity survey results
Committee and
acceptance and
Department Chair
tolerance
Creation of a UPA
climate that fosters
a culture of
cooperation,
positive interaction
and inclusiveness
free of
discrimination
Successful
implementation of
components of the
Progress toward the
Goals in the Unit
Diversity Plan
2
Annual Diversity
Committee Report
Diversity
Committee and
Department Chair
responsible persons
to document their
efforts to attain
diversity goals
systematic
monitoring,
reporting, and
evaluation program
for all diversity
related goals and
activities outlined
in this Diversity
Plan
Diversity Plan
II. How will your unit increase diversity among faculty, administrators, staff and/or students?
Initiative and related
Goal
Strategies
To seek to increase To reach out to
the diversity among potential faculty
the faculty ranks.
members
representing
diversity
Tactics/Action
In all searches,
including
replacement in
existing lines,
employ
departmental
practices of widely
advertising in
national media,
including with the
American Society
of Public
Assessment /
Measurement
Results of searches
3
Reporting
Schedule
After each search
Responsible Person(s)
Search Committee
Chair
Expected
Outcome
Increase in faculty
diversity
To seek to increase To reach out to
diversity among the outlets for
faculty ranks.
minorities and
females.
Administration;
working to insure
that, as far as
possible, the short
list contains
representation of
people from
diverse,
underrepresented
groups
Advertise in
Results of searches
minority-oriented
outlets such as
Black Issues in
Higher Education
and The Hispanic
Outlook in Higher
Education; Obtain
address lists such as
the Minority &
Women Doctoral
Directory and send
direct mailings to
qualified
individuals listed;
confer with the
4
After each search
Search Committee
Chair
Increase in faculty
diversity
Conference of
Minority Public
Administrators
To seek to increase To reach out to
diversity among the appropriate
faculty ranks.
minority and female
groups for recent
doctoral graduates.
To attend
Results of searches
appropriate
professional
meetings, including
the Conference of
Minority Public
Administrators, to
identify possible
female and minority
candidates; to
develop a working
list of possible
female and minority
candidates
To reach out to
For junior-level
Results of searches
female and minority positions, telephone
candidates from
directors of selected
selected,
doctoral programs
appropriate doctoral to identify qualified
programs.
candidates and
telephone or write
to those candidates
After each search
Department Chair
Increase in faculty
diversity
To seek to increase
diversity among
junior faculty
After each search
Chair of search
committee
Increase in faculty
diversity
5
to invite them to
apply.
To seek to increase
diversity among
junior faculty
To seek to increase
diversity among
senior faculty and
allow diverse
individuals to be
long-term
contributing and
productive
members of the
faculty
To explore potential
for new “growyour-own” program
aimed at attracting
prospective faculty
of color
To implement
“grow-your-own”
program in which
outstanding
doctorate students
are encourage to
apply for
appropriate faculty
position within the
Department
To reach out to
For senior-level
female and minority positions, identify
candidates from
qualified minority
ranks of identified
and female
colleagues.
candidates and
telephone or write
to them to invite
them to apply
Results of each
search
After each search
Department Chair
& Chair of Search
Committee
Increase in faculty
diversity
Results of searches
After each search
Chair of Search
Committee
Increase in faculty
diversity
6
To seek to increase To be inclusive on
diversity among the female and
faculty ranks
minorities on search
committees
Insure that all
search committees
include female and
minority
representation
Formation of each
Search Committee
After each Search
Committee is
formed
Chair of Search
Committee
Increase in faculty
diversity
To seek to recruit a
diverse faculty
Engage faculty of
color throughout
the University in
successful
recruitment efforts
to attract a diverse
faculty by sending
them letters asking
for information on
potential minority
faculty members for
UPA
Use creative
methods of
financing positions
if necessary to
attract qualified
applicants.
Increase of
minorities in
applicant pool
After each search
Department Chair
Increase in faculty
diversity
Results of searches
After each search
Chair of Search
Committee
Increase in faculty
diversity
To utilize existing
faculty of color to
identify potential
minority faculty
members
To seek to increase To offer attractive
diversity among the wage package to
faculty ranks
qualified minorities
& females
7
To retain junior
faculty members
To assist junior
faculty members in
being successful in
the tenure process
To seek to increase
diversity among the
faculty associated
with the respective
programs in UPA.
To become more
diverse on a
program faculty
basis
To ensure that
To create diversity
minority faculty in on key committees
UPA and in the
respective programs
are represented on
key committees,
such as the various
admissions
committees
To assigned each
junior faculty
member a senior
faculty mentor to
assist them in
navigating the
tenure process
Reach out to
qualified minority
faculty at the
University of
Louisville to invite
them to become
members of the
degree program
faculty.
To add minorities to
key committees,
such as the various
admission
committees
Results of each pre- After each pretenure and tenure
tenure and tenure
review
review, subject to
confidentiality of
personnel matters
Senior faculty
Increase in diversity
among tenured
faculty members
Results of Program
Faculty Diversity
After each addition
to the program
faculty
Program Directors
Increase in Program
Faculty Diversity
Results of
Committee
diversity
After the creation or Program Directors
filling of vacancies
on key committees
Increase in key
committee diversity
8
To seek to increase
faculty
accountability for
diversity
To increase faculty
expectations that
encourage faculty
to engage diversity
To include in the
annual work plan
each faculty
member’s
commitment to
diversity
To provide an
To increase
To develop
understanding of
understanding of
permanent, written
what constitutes
proficient teaching, guidelines,
proficient teaching, research and service consistent with The
research and service
Redbook, on what
constitutes
proficient teaching,
research, and
service by the Unit
Personnel
Committee
To increase
To provide more
To publish an
transparency in the data related to
annual, anonymous
faculty personnel
personnel decisions list of ratings of
policy
faculty in the
categories of
teaching, research
and service within
the constraints of
confidentiality of
Results of increase
emphasis on faculty
to engage in
diversity activities
as per the Unit
Diversity Plan
Results of increased
understanding of
proficient teaching,
research and service
After each annual
Department Chair
work plan is
prepared, with due
consideration to
confidentiality
issues
Adoption of
Unit Personnel
guidelines on
Committee
proficient teaching,
research and service
Increase in
emphasis on
diversity issues
Increase
transparency in
faculty personnel
results
Annually
Increase
transparency in the
results of faculty
personnel decisionmaking
9
Unit Personnel
Committee
Increase in
understanding of
proficient teaching,
research and service
personnel matters
To seek to increase
diversity among
adjunct instructors
To reach out to
diverse individuals
to be hired as
adjunct professors
Seek out minority
persons to
participate in the
program as adjunct
instructors.
Results of faculty
diversity among
adjunct instructors
After each addition
of an adjunct
instructor
Program Directors
Increase in adjunct
instructors diversity
To increase
awareness among
administrators of
the need for
diversity in all
aspects of their
work and to create
diversity
accountability
To evaluate all
administrators on
their commitment
to diversity and
provide
consequences to
leaders who fail to
make progress
toward diversity
goals and positive
rewards for
significant progress
toward achievement
of diversity goals
To evaluate each
administrator as
part of the annual
evaluation process
on evidence of the
commitment to
diversity
Results of annual
evaluations, within
the constraints of
confidentiality of
annual reviews
After each annual
evaluation, a
checklist that a
commitment to
diversity was part
of the evaluation
Personnel
Committee,
Department Chair
& Dean
Increase in being
fully committed to
diversity in talk and
in actions and in
creating a work
environment where
administrators are
held accountable
for cultivating an
environment of
diversity
10
To seek to increase
diversity among
faculty
administrators
Enhance diversity
of UPA
professional and
administrative
(P&A) and
classified staff
positions
To acclimate each
new employee to a
culture supportive
of diversity
To reach out to
bring diverse
individuals into
administrative roles
Pursue diversity
among faculty
administrators
through new hires
when possible or by
grooming faculty
for administrative
roles
Actively seek a
Ensure that the
diverse pool of
Human Resources
applicants for
Department
research and other
advertises all
staff positions
positions as
affirmative action
positions and insist
that Human
Resources provides
a qualified, diverse
applicant pool
Actively orient each To conduct new
new employee to a employee
climate and culture orientation that
supportive of
includes diversity
diversity
and addresses each
individual’s role in
creating a
Results of faculty
diversity among
administrators
After each hire or
promotion for an
administrative
position
Department Chair
Results of P&A and After each hire for a Supervisors
classified staff
P&A or classified
Person with hiring
diversity
staff position
authority
Results of
After each hire for a
understanding of
P&A or classified
the climate
employee
supporting diversity
11
Increase in
administrator
diversity
Increase in P&A
and classified staff
personnel diversity
Supervisor – Person Increase in positive
with hiring
culture supportive
authority and
of diversity
Department Chair
welcoming and
inclusive UPA
climate
To evaluate each
employee on
commitment to
diversity
To evaluate
employee in a
manner that reflects
UPA’s commitment
to diversity
Enhance diversity
of UPA
professional and
administrative
(P&A) and
classified staff
positions at all
levels
Actively promote
qualified diverse
P&A and classified
staff at all levels
To include in
annual evaluation a
factor that strongly
encourages
employee to value
diversity in the
workplace by
evaluating
commitment to
diversity
Develop skills of
existing staff so that
a diverse set of
internal candidates
is available for
promotion.
Results of annual
evaluation within
the constraints of
personnel
confidentiality
After each cycle of
annual evaluations
Results of P&A and After each P&A
classified staff
and classified staff
diversity at all
position is filled
levels
12
Department Chair
and Supervisors
Increase in staff’s
commitment to and
accountability for
diversity
Supervisors
Increase in P&A
and classified staff
personnel diversity
at all levels
To retain P&A and
staff employees at
all levels within the
Department
To develop an exit
interview process to
identify
opportunities for
improvement in
retention of P&A
and classified staff
employees of color
To promote P&A
To encourage
and classified staff existing P&A and
members to
classified staff
increase diversity at employees of color
all levels
to seek appropriate
degrees for
advancement
To conduct exit
interview for each
P&A and classified
staff employee to
determine if some
issue exists related
to diversity
inclusion
To encourage
employees of color
to take advantage of
tuition remission
and provide release
time for P&A and
staff employees to
participate in
campus credit
classes
Results of exit
interviews on
diversity issues
After each P&A
and classified staff
position is vacated
Supervisors
Increase in P&A
and staff personnel
diversity at all
levels
Results of degrees
earned by P&A and
classified staff
employees of color
After each P&A
and classified staff
employee
successfully
completes a credit
course
Supervisors
Increase in P&A
and staff personnel
diversity at all
levels
III. If applicable, how will your unit increase curricular and programmatic diversity, and cultivate inclusive pedagogy?
Initiative and related
Goal
Strategies
To increase
curricular emphasis
on relevant
diversity issues in a
Offer an
appropriate range of
courses addressing
social policy issues
Tactics/Action
Assessment /
Measurement
To encourage each Inclusion in the
professor, where the syllabus of relevant
course is relevant,
diversity issues
to include in the
13
Reporting
Schedule
Annual review of
each syllabus
Responsible Person(s)
Program Directors
Expected
Outcome
Increase in the
study of diversity
issues
global community
To increase each
program’s
integration of
diversity issues
To increase
knowledge and
understanding of
the perspectives of
underrepresented
groups
relevant to minority
and female
concerns and
address diversity
issues where
relevant to the
subject matter of
each course.
Provide for
program reviews to
include diversity
integration in the
curriculum
Provide for classes
to include the
perspectives of
underrepresented
groups
syllabus appropriate
entries on
minorities and
women to create
dynamic classroom
environments and
effective instruction
on diversity
Integrate diversity
expectations into
the program review
process for each
program of UPA
Increase
opportunities for
gaining knowledge
of the unique
history and
perspectives of
underrepresented
groups by curricula
enhancements that
emphasize the
minority and female
experience; amend
the student
Include diversity as
an issue for each
program review
Program Review
report for
accreditation for
each program
Inclusion in lectures Administration of
the minority and the student evaluation
female experience
in each class
as it relates to a
particular issue
14
Program Directors
Increase in diversity
issue integration
within each
program
Department Chair
Increase in the
study of diversity
issues.
To encourage
students to take the
elective course,
Equal Opportunity
and the Workplace
To increase
understanding of
multicultural issues
and to introduce in
all students a
comprehensive
understanding of
the interactions of
different groups
across history,
cultural and society
evaluation form to
include a question
about diversity
perspectives taught
in relevant courses
To broaden the
To provide copies
understanding of
of the syllabus for
students related to
Equal Opportunity
social, political,
and the Workplace
economic and legal to students who are
aspects of equal
planning their
opportunity and
respective class
diversity
schedules
To provide
Promote and
increased
increase
opportunities for
opportunities for
enhanced awareness study abroad
of multicultural
experiences for
issues and foster an students, including
appreciation of the students of
full range of human underrepresented
experience among
groups
students
Increase enrollment
in the class Equal
Opportunity and
the Workplace
After each
registration cycle
Inclusion of diverse After enrollment in
students who
each study abroad
participate in study program
abroad programs
15
Student Advisor
and Program
Directors
Faculty member in
Charge of Study
Abroad Program
Increased
understanding of
students related to
social, political,
economic and legal
aspects of equal
opportunity and
diversity
Improved
multicultural
understanding
To increase
understanding of
multicultural issues
and create
pedagogical
diversity
To provide
increased
opportunities for
enhanced awareness
of multicultural
issues and foster an
appreciation of the
full range of human
experience among
students
To increase faculty
scholarship on
issues of diversity
To provide
opportunities for
faculty research on
issues of diversity
to generate new
knowledge about
diversity and its
impact by
encouraging,
supporting and
rewarding diversity
research
Expand the
presence of
international
scholars at UPA;
support and expand
student
participation in
international study
and internships by
encouraging
students to apply to
relevant programs
To develop a fund
within the
Department to
which faculty can
apply to receive
funding for research
projects related to
the scholarship of
diversity
Participation of
international
scholars at UPA
and of students in
relevant programs
After each relevant
event
Inclusion of
diversity as part of
faculty research
agenda
After award of each Department Chair
grant from the fund
16
Program Directors
& Student Advisor
Improved
multicultural and
global awareness
Improve the
scholarship and the
amount of faculty
research on
diversity issues
To increase
improved facultystudents
relationships,
especially among
students
representing
diversity
2
For faculty to work
more closely with
students, including
students who
represent diversity
For the Student
Advisor to
offer to each new
student in the
Master of Public
Administration
(MPA) and in the
Master of Urban
Planning (MUP) the
opportunity to work
with a Faculty
Mentor who
oversees the
student’s progress
and provides career
advise throughout
the student’s
academic career2; to
add this item on
offering a Faculty
Mentor to the lists
of required
activities of the
Student Advisor
Increase in working After the admission
relationship and
of each student
rapport among
faculty and students
This faculty mentor is in addition to the student advisor and does not duplicate the work of the student advisor.
17
Program Directors,
Student Advisor &
Faculty Mentors
To improve
faculty/student
working
relationships
IV.
How will your unit improve the satisfaction, retention and graduation rates of students from under-represented groups?
Initiative and related
Goal
Strategies
Tactics/Action
Assessment /
Measurement
Increase Student
Diversity
Actively recruit
minority students
Attend recruitment
functions for
minority students
Registration of
minority students
Increase student
diversity
Actively recruit
minority students
Registration of
minority students
Increase student
diversity
UPA publication
will reflect the
Department’s
commitment to
diversity
Obtain mailing lists
of potential
minority students
and send direct
mailings
Include in all UPA
publications, such
as the admissions,
new student
orientation and
program brochures,
the Department’s
commitment to
Registration of
minority students
18
Reporting
Schedule
Responsible Person(s)
Expected
Outcome
After the formation Program Directors
of each new class of & Admission
students
Committee
Members
After the formation Program Directors
of each new class of
students
Increase in minority
students
After each new
student publication
Increase in minority
students
Department Chair
& Program
Directors
Increase in minority
students
diversity
Increase student
diversity
Increase student
diversity
Increase student
diversity and an
inclusive and
nurturing
environment
Actively seek
funding for
minority students
Seek out
scholarship and
assistantship funds
for qualified
minority applicants
Utilize networking Hold an annual
to increase minority social event in
students
which current
student and alumni
bring potential
student applicants,
with emphasis on
minorities
Provide any student Review each
originally rejected
rejected student’s
with a pathway to
relevant test scores
achieve admission
and grade point
average to
recommend steps
the student should
take to attempt to
gain admittance
Awarding of
scholarships and
assistantships to
minority students
After scholarships
are awarded and
assistantships are
selected
Registration of
minority students
After the formation Student Advisor
of each new class of
students
Increase in minority
students
Registration of
minority students
After each
admission
Increase in minority
admissions
19
Program Directors
Program
Admissions
Committee &
Program Directors
Increase in minority
students
Increase retention
and graduation of
minority students
Utilizing mentoring
Increase in minority
student
representation in
leadership positions
in student
organizations
Increase in minority
students through
scholarships
Expand access for
student leadership
positions
Actively seek
scholarship funding
for minority
students
such as retaking of
tests or taking
additional
coursework
Establish effective
mentoring programs
for advising and
supporting graduate
students of color by
regular meetings
with the student
advisor, faculty
advisor, and
established graduate
research assistants
Identify and
encourage minority
students to apply
for offices in
student
organizations
To approach private
donors to create a
scholarship fund for
underrepresented
groups within the
Increase in minority After the formation
students
of each new class
Student Advisor
and faculty
members who are
assigned graduate
assistance ships of
at least second year
students
Increase in the
number of
historically
underrepresented
students who
graduate from UPA
Increase in minority After each student
student officers
election cycle
Student Leaders
and Program
Directors
Increase in diversity
among student
leadership positions
Increase in the
number of
scholarships
awarded to minority
students
Department Chair
and Program
Directors
Increase in diversity
among student
body; increase in
the number of
scholarships
20
After funds are
secured and after
each scholarship is
awarded
student body;
individual and
corporate
fundraising
targeting alumni
and friends of UPA
V.
accepted by
historically
underrepresented
students
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
To incorporate
diversity as an
element in all
academic,
informational and
social events.
Strategies
Tactics/Action
Foster and sustain a
pluralistic, inclusive
environment that
empowers all
member of the UPA
community to
achieve their
highest potential
without fear of
prejudice or
discrimination
To use academic
and social events as
programming to
empower all
members of the
UPA community to
be fully engaged; to
bring in diverse
speakers for any
guest speakers
series; to ensure
that diversity is
represented at all
UPA events, such
Assessment /
Measurement
Attendance and
participation and
speakers selected
for all academic,
informational and
social events.
21
Reporting
Schedule
After each relevant
event
Responsible Person(s)
Program Directors
& Student Advisor
Expected
Outcome
Creation of a
pluralistic, inclusive
environment.
as orientation and
other informational
and social events.
Provide a safe,
secure, hospitable
and nondiscriminatory
environment for all
who study and work
at UPA.
Develop a culture
of nondiscrimination and
inclusion of all
representations of
diversity of people,
programs and ideas
Have the Human
Attendance at the
Resources
relevant events.
Department train all
faculty and staff in
the creation of a
culture of inclusion;
have the student
body attend a
mandatory guest
lecture on the
importance and the
creation of an
inclusive
environment,
22
After each relevant
event.
Department Chair
Creation of
environment of
non-discrimination
and inclusion.
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
Strategies
Tactics/Action
Assessment /
Measurement
Participation of all
administrators, faculty
and staff in diversity
training
Have all
administrators, faculty
and staff engaged in
diversity training
Attendance of all
administrators, faculty
and staff at annual
diversity training with
mandatory sign-in
sheet
After each annual
training
Department Chair
Increase in
understanding of the
importance of diversity
Evaluation of all
administrators, faculty
and staff on sensitivity
to and tolerance of
females and minorities
Evaluation of all
administrators, faculty
and staff on diversity
issues
Have the Human
Resources Department
present a mandatory,
annual diversity
training event for all
administrators, faculty
and staff
Have as a factor on
each annual evaluation
the support of each
administrator, faculty
and staff person of the
commitment to
diversity by providing
concrete examples of
how the individual has
promoted diversity,
including
implementing the
duties assigned to each
of them in this
Diversity Plan
Increase in successful
implementing of duties
related to improved
diversity environment
After each annual
evaluation (respecting
the confidentiality
issues related to
personnel issues)
Supervisors and
Personnel Committee
Increase in diversity
activities
23
Reporting
Schedule
Responsible Person(s)
Expected
Outcome
Participation of all
administrators, faculty
and staff in diversity
lecture by guest
academic
Have all
administrators, faculty
and staff engaged in
diversity training
To increase
professional
development related to
diversity
Have faculty
participate in national
and regional symposia
and conference on
diversity
Have annually a noted
academic provide a
presentation/lecture on
a current issue related
to diversity; make
attendance at the
presentation/lecture
mandatory
Within budgetary
constraints, allow
faculty members to
attend national and
regional symposia and
conferences on
diversity issues in
addition to current
travel funds allotments
Increase in
understanding of
current issues in
diversity
After each annual
lecture
Department Chair
Increase in
understanding of
current diversity issues
Increase in
understanding of
current issues in
diversity
After attendance in
each relevant program
Department Chair
Increase in
understanding of
current diversity issues
24