“The Dream & the Challenge:
Nurture Diversity”
A presentation developed by:
The Office of Employment Equity
The President’s Commission on Women
The President’s Commission on Diversity
The Office of Multicultural and Academic Affairs
Institutional Research, Planning, Effectiveness
New Vision, Mission, & Values Statement
(approved by UK’s Board of Trustees on April 1, 2003)
“The University models a diverse community
characterized by fairness and social justice.“
UK’s core values include:

Mutual respect and human dignity

Diversity of thought, culture, gender and
ethnicity

A sense of community
“Strategic Plan: The Dream and the Challenge”
(approved by UK Board of Trustees on June 24, 2003)
Goal II: Attract & Graduate Outstanding Students
Objectives include:

Providing an environment conducive to success
Key Indicators include the NSSE benchmarks:
 Supportive campus environment
– Quality of relationships with other students
– Quality of relationships with faculty members

Enriching educational experiences
– Frequency of serious discussions with diverse
students
– Campus environment that encourages contact among
students from different economic, social, and racial
or ethnic backgrounds
“Strategic Plan: The Dream and the Challenge”
(approved by Board of Trustees on June 24, 2003)
Goal V: Nurture Diversity of Thought, Culture,
Gender and Ethnicity
Objectives:


Improve the climate for diversity
Create a diverse workplace and learning community
Key Indicators:


Enrollment and persistence goals of the Kentucky Plan
for Equal Opportunities
Employment goals of UK’s Affirmative Action Plan
Success in Achieving the Vision in
“The Dream and the Challenge”
Depends upon some fundamental principles:
Awareness of our institutional and cultural
history
 The significance of leadership at every level in
the organization
 Acknowledgement of the critical role of
students in creating a multicultural
environment
 The importance of building a pipeline for future
faculty and leaders

Success in Achieving the Vision in
“The Dream and the Challenge”
In short . . .
UK’s emphasis must be
on creating a supportive
campus environment
that models fairness,
respect, and equal
opportunity, not on “just
achieving numbers”
How Diverse a Community is
the University of Kentucky?
UK’s Total Enrollment in 2003
by Race and Ethnicity
Amer. Indian
<1%
Black
White
Asian
5%
2%
Hispanic
Other
1%
International
83%
12%
5%
Missing
4%
Note: Fall 2003 data are preliminary
Percent of Total Headcount
by Race/Ethnicity
7%
International
6%
5%
African American
4%
3%
Asian
2%
Hispanic
1%
American Indian
0%
1994
1995
1996
1997
Note: 2003 data are preliminary
1998
1999
2000
2001 2002
2003
Percent of Female Students Enrolled
by Degree Level
65%
60%
55%
50%
45%
40%
35%
30%
25%
Master’s
Bachelor’s
Doctorate
First Professional
Post Doctorate
1994 1995 1996 1997 1998 1999 2000 2001 2002 2003
Note: 2003 data are preliminary
UK Faculty and Staff
by Race/Ethnicity/Gender
Fall 2002
FT Employees
Exec./Admin./Mgr.
Faculty
Other Professional
Secretarial/Clerical
Tech./Paraprof.
Skilled Crafts
Service/Maintenance
Total
No. Female %
399
42.1%
1,901
31.4%
3,996
66.7%
2,079
90.3%
1,096
58.7%
224
2.2%
1,298
43.4%
10,993 59.3%
AA %
3.3%
3.5%
4.0%
13.4%
9.9%
16.5%
35.2%
10.2%
How are we doing so far
in creating a diverse climate?
NSSE 2001: Percent of seniors reporting
they ‘often’ or ‘very often’ had serious
conversations with . . .

Students of another race
– Less than half (45%) of UK seniors
– Over half (56%) of seniors at other
doctoral/research extensive institutions

Students who differ in terms of religion,
politics, or personal values
– Over half (54%) of UK seniors
– Two-thirds (63%) of seniors at other
doctoral/research extensive institutions
Office of the Controller and Treasurer
by Race/Ethnicity/Gender
Fall 2002
FT Employees
Exec./Admin./Mgr.
Other Professional
Secretarial/Clerical
Total
No.
15
38
55
108
Female %
20%
68%
82%
69%
AA %
O%
8%
7%
6%
OCT Strategies to Create
a Climate for Diversity
1. Start with yourself - look inside and
broaden your personal experiences
2. Improve communication – listen and
affirm individual value and worth
3. Facilitate unit development – seek
resources for workshops and training
4. Nurture individual development – seek
input, provide feedback; consider a
mentoring program
OCT Strategies to Create
a Diverse Workplace
1. Start with consideration of job
qualifications
2. Broaden search criteria and advertising
strategies to ensure diverse pools
3. Network through professional
organizations
4. Involve diverse university leadership in
campus visits by prospective hires
Resources for creating a campus
that celebrates diversity
Dr. Lauretta Byars, Assoc. Provost – 257-1991
The Office of Multicultural and Academic Affairs
Mr. Terry Allen, Assoc. VP – 257-8927
The Office of Employment Equity
Dr. Dorothy Brockopp, Chair – 323-5815
The President’s Commission on Women
Dr. J. John Harris, III, Chair – 257-6169
The President’s Commission on Diversity