A Brief Look at Diversity
Within the UK Community
A presentation by:
The Office of Minority Affairs
The Office of Employment Equity
The President’s Commission on Women
The President’s Commission on Diversity
Institutional Research, Planning, Effectiveness
18th Floor, Patterson Office Tower
June 25, 2003
Outline of the Presentation



How diverse is UK?
–
–
–
–
–
Enrollment trends
Academic and social climate at UK
Employment statistics
KY Plan for Equal Opportunities
Affirmative Action Plan
–
–
–
–
Mission
Accomplishments
Goals
Challenges
Key programs supporting diversity
Conclusions and strategic directions
Office of Institutional Research
Roger Sugarman, Ph.D.
Director
UK’s Total Enrollment in 2002
by Race and Ethnicity
Amer. Indian
<1%
Black
White
82%
Asian
5%
2%
Hispanic
Other
1%
International
13%
6%
Missing
4%
Percent of Total Headcount
by Race/Ethnicity
7%
6%
5%
4%
3%
2%
1%
0%
International
African American
Asian
Hispanic
American Indian
1993 1994 1995 1996 1997 1998 1999 2000 2001 2002
African American Students

From 1993 to 2002, the African American
population on campus grew 23%, while
overall enrollments at UK increased by 6%

African American students constituted 4%
of the total enrollment in 1993 and 5% in
2002

The College of Social Work has the largest
percentage of African American students
(10%), while the smallest percentage (2%)
is in Pharmacy
Percent of Female Students Enrolled
by Degree Level
65%
60%
55%
50%
45%
Master’s
Bachelor’s
Doctorate
40%
35%
30%
25%
First Professional
Post Doctorate
1993 1994 1995 1996 1997 1998 1999 2000 2001 2002
Full-Time Tenured or Tenure-Track
Faculty by Rank and Sex
2002
600
500
400
300
200
100
0
Prof.
Source: 2002 EEO Survey
Assoc. Prof. Asst. Prof.
Male
Female
Instruc.
Full-Time Tenured or Tenure-Track
Faculty by Rank and Race/Ethnicity
2002
600
500
400
300
200
100
0
Prof.
Source: 2002 EEO Survey
Assoc. Prof. Asst. Prof.
White
Black
Other
Instruc.
Survey Results Compiled from. . .

The National Survey of Student Engagement
(NSSE, 2001)

Undergraduate Alumni Survey
(1999, 2000, 2001)
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
To what extent does UK emphasize encouraging
contact among students from different economic,
social, and racial or ethnic backgrounds? (N=185)
50%
40%
30%
20%
10%
0%
Very Little
UK Seniors
Some
Quite a Bit Very Much
Other Doc./Res. Ext. Seniors
Note: Differences are significant at p<.001.
Source: National Survey of Student Engagement, 2000-2001
Perceived Academic Climate for
African American Students at UK
(African American N = 68, Others N = 2,290)
60%
50%
40%
30%
20%
10%
0%
Very Discriminatory
Discriminatory
African Americans
Supportive
Very Supportive
Others
Note: Results are compiled from three years of surveys
Source: Undergraduate Alumni Surveys from 1999, 2000, and 2001
Perceived Social Climate for
African American Students at UK
(African American N = 68, Others N = 2,238)
60%
50%
40%
30%
20%
10%
0%
Very Discriminatory
Discriminatory
African Americans
Supportive
Very Supportive
Others
Note: Results are compiled from three years of surveys
Source: Undergraduate Alumni Surveys from 1999, 2000, and 2001
Retention and Graduation Rates:
A Ten-Year Snap-Shot
Retention Rates
2001
Student Group 1992
Female
Male
White
Black
Other
Total
77.6%
76.6%
77.3%
69.0%
78.8%
77.2%
82.0%
76.2%
79.3%
77.5%
81.1%
79.3%
Graduation Rates
1987
1996
50.4%
44.2%
47.8%
34.8%
48.0%
47.3%
59.4%
55.6%
59.1%
43.2%
53.9%
57.7%
Office of
Equal Opportunity
Terry Allen
Associate Vice President
The Kentucky Plan
• Kentucky Plan for Equal Opportunities
(1997-2002)
• KY CPE CEO
• KY Resident African-American
students & employees
• Regular fulltime - only 3 job categories
• Annual CPE analysis
• Annual goals for new program eligibility
same through 2002
The Kentucky Plan:
UK Student Goals, 2001-02
Student
Indicator
UK
Data
Goal
Status
U.G. Resident
AA Enrollment
5.9%
7.0%
Not
Achieved
Graduate Resident
AA Enrollment
6.9%
5.3%
Achieved
The Kentucky Plan:
UK Employment Goals, 2001-02
Employment
Indicator
AA Exec/Admin/Mng
Positions
UK
Data
Goal
3.3%
5.0%
Status
Not
Achieved
AA Professional
Nonfaculty Positions
4.0%
5.0%
“Achieved”
AA Faculty
Positions
3.5%
3.0%
Achieved
The Kentucky Plan:
LCC Goals, 2001-02
Indicator
U.G. Resident
AA Enrollment
LCC
Data
Goal
Status
11.4%
7.9%
Achieved
AA Exec/Admin/Mgr
Positions
0%
5.0%
Not
Achieved
AA Professional
Nonfaculty Positions
23.4%
5.0%
Achieved
9.3%
3.0%
Achieved
AA Faculty
Positions
The Kentucky Plan: Student Goals
First-year Retention Goal = 77.6%
90%
85%
81.9%
Status: Achieved - 79.5%
80%
75%
70%
65%
73.3%
60%
94-95
95-96
96-97
97-98
98-99
Resident African American
99-00
00-01
00-02
Resident White
The Kentucky Plan: Student Goals
Undergraduate Retention Goal = 78.9%
90%
85%
84.9%
81.5%
80%
75%
70%
81.2%
Status: Achieved
77.1%
65%
60%
94-95 95-96 96-97 97-98 98-99 99-00 00-01 01-02
Resident African American
Resident White
The Kentucky Plan: Student Goals
Six-year Graduation Rate Goal = 57.5%
75%
65%
57.5%
55%
45%
62.9%
Status: “Achieved” - 46.4%
34.7%
35%
25%
94-95 95-96 96-97 97-98 98-99 99-00 00-01 00-02
Resident African American
Resident White
The Kentucky Plan:
A Progress Report
• 6 of 8 objectives met at UK
• 3 of 4 objectives met at LCC
• Automatic eligibility to submit new
programs in 2003
Office of
Equal Opportunity
Patty Bender
Assistant Vice President
Affirmative Action Plan
• Federal Exec. Order Technical
Compliance as federal contractor
• US Dept. of Labor
• Women and all minority employees
required – UK tracks AA employees
• Regular full-time - all job categories
• Annual analysis by EO office
The UK AAP Employment Goals
Exec./Admin./Managerial Positions
All Minorities
6%
Goal 5.0%
5%
4.8%
4%
3%
2%
1%
0%
'90 '91 '92 '93 '94 '95 '96 '97 '98 '99 '00 '01 '02
OFCCP approved plan
African Americans
Other Minorities
8%
The UK AAP Employment Goals
Professional Positions
8.1%
All Minorities
7%
6%
Goal 5.0%
5%
4%
3%
2%
1%
0%
'90 '91 '92 '93 '94 '95 '96 '97 '98 '99' '00 '01 '02
OFCCP approved plan
African Americans
Other Minorities
The UK AAP Employment Goals
Faculty Positions
All Minorities
14%
12%
All Minority Goal 14.0%
13.1%
African American Goal 4.0%
10%
8%
6%
4%
3.5%
2%
0%
'90 '91 '92 '93 '94 '95 '96 '97 '98 '99 '00 '01 '02
African Americans
OFCCP approved plan
Other Minorities
The UK AAP Employment Goals
Exec./Admin./Managerial Positions
Females
50%
40%
42.0%
Goal 41%
30%
20%
10%
0%
'90
'91
'92
OFCCP approved plan
'93 '94
'95
'96 '97
'98 '99
'00
'01
'02
The UK AAP Employment Goals
Faculty Positions
Females
50%
40%
Goal 34%
31.4%
30%
20%
10%
0%
'90
'91
OFCCP approved plan
'92
'93
'94
'95
'96
'97
'98
'99
'00
'01
'02
UK AA/Equal Opportunity
• AAP: Annual Analyses
• Technical compliance
• Policy
• Training
• Monitoring
Deneese L. Jones, Ph. D., Chair
J. John Harris III, Ph. D., Vice Chair
The Charge to the PCD

Advise the President on issues, policies and
practices affecting UK’s commitment to
diversity

Report regularly to the President and the UK
community on matters of racial and ethnic
diversity in employment, working environment,
compensation and campus leadership

Offer recommendations to redress all forms
of racial and ethnicity-related inequities

Propose initiatives to ensure racial and ethnic
diversity at UK which will engage faculty,
staff and students in the creation of an
inclusive campus
Diversity in Kentucky
Minority students will account
for 13% of public high school
graduates in Kentucky by 2007
Source: SREB Fact Book on Higher Education
2000/2001
“The Education Testing Service
estimates that, ‘if Hispanics and
African Americans had the same
education and commensurate earnings
as whites,’ there would be ‘an upsurge
in national wealth’ of $113 billion
annually for African Americans and
$118 billion for Hispanics”
(Source: Business-Higher Education Forum, 2002)
Factors Influencing Attendance, Retention,
and Graduation Rates for Diverse Students
Family Income and
Education
 Quality of public
schooling
 Admission Policies

- Portfolio and
multiple measures
vs. standardized
test only
Social and
Academic Support
 Financial Aid
- Debt vs. grants
 Pre-matriculation
Perceptions
- “Grow your own”

Postsecondary Student Access and
Retention Issues for Diverse Students

The gap in attendance rates between high- and
low-income students has widened

Student grant and scholarship support has not
kept pace with tuition increases

The more hours working-class students work
the more likely they are to drop out of college

As tuition costs rise, economically
disadvantaged students work more, take fewer
classes, and take more time to graduate
Source: Feagan, 2003
Accomplishments of the
Diversity Commission, 2002 - Present
Developed 18 recommendations to promote
the status of historically underrepresented
populations at UK
• Launched PCD website with resource listings
• Sponsored “Bucks for Brains” summer
research initiative for undergraduates
• Sponsored forums to enhance awareness
• Co-sponsored many academic and cultural
events
• Conducted on-going professional development
•
Accomplishments of the
Diversity Commission, 2002 - Present
•
Assisted in the preparation of community
relations and outreach initiatives
•
Developed the Brown v. Board of Education
proposal for a yearlong commemoration
•
Established a Panel on Diversity series
•
Established the Commission on Diversity
Award
•
Collaborated with academic and student
affairs units to ensure commitment to the
values of diversity
Challenges to Success for Diversity Issues

Institutional culture and climate

Assessment

Financial aid

Articulation and recruitment issues

Transfer from one institution to another
Source: Justiz, Wilson, Bjork, 1994
Strategies to Increase the Hiring
and Retention of a Diverse Faculty







Aggressive recruitment strategy that counters
segregated networks
Personal outreach to candidates
Institutional commitment to retain and
promote
Cultivate a welcoming environment
Engage campus neighbors
Mentor racially/ethnically diverse doctoral
graduate students and post-doc employees
Cultivate alliances with minority organizations
Office of Minority Affairs
Lauretta Byars, Ed.D.
Associate Provost for Minority
Affairs
Mission of the Office of
Minority Affairs

Promotes the interests of African
Americans and historically underrepresented groups

Strives for equitable representation for
the entire UK community in teaching,
research, and service activities

Is committed to a comprehensive
approach to student development
reflected in our services and programs
Goals of the Office of
Minority Affairs

Recruit more minority students

Improve student retention

Support faculty and staff

Improve climate for diversity

Engage in development efforts

Address minority concerns
Services Provided by the
Office of Minority Affairs

Individual tutoring

Personal and career counseling

Mentoring

Study skills

Individual academic planning

Graduate/professional school information

Cultural/social activities

Computers, calculators, and resource
library
Noteworthy Programs in
Minority Affairs

Minority College Awareness Program

William C. Parker Scholarship Program

African American Student Affairs

Learning Services Center

Freshman Summer Program

Critical First Year Program
WCP Freshmen Application Statistics
1996 - 2003
350
300
250
200
150
100
50
0
1996 1997 1998 1999 2000 2001 2002 2003
Applications Received
Offers
Enrolled Students
Major Challenges Facing
Minority Affairs

Kentucky Plan for Equal Educational
Opportunities
– Improving graduation rates

Transformation

Target population

Funding
Dorothy Brockopp, R.N., Ph.D., Chair
Kimberly Drummond, Staff Associate
Charge to the PCW
Advise the President on issues affecting
women at the UK
 Report regularly to the President and
the university community on the status
of women
 Offer recommendations to redress all
forms of gender-related inequities
 Propose initiatives to ensure that UK
fully engages the talents of women
employees and fairly meets the needs of
its women students

Areas Represented on the PCW
Agriculture
 Athletics
 Academic Ombud Office
 Administrative and Fiscal
Affairs
 Behavioral Sciences
 Board of Trustees
 Center for Research on
Violence Against Women
 Dentistry
 Education
 Engineering
 Graduate Student
 Kentucky Women
Writers Conference

LCC faculty and staff
 Law
 Nursing
 Office of Research and
Leadership Development
 Office of Research
Assessment
 Psychiatry
 Staff Senate
 UK Advance
 Undergraduate Student
 Women’s Forum
 Women’s Studies

Accomplishments of the PCW
October 2001 – June 2003
The President’s
Work-Life Retreat
June 3, 2002
Educated senior administrators on creating worklife programs to help employees effectively
balance their work with their lives off the job.
Resulted in the establishment of the Work-Life
Task Force, co-chaired by Phyllis Nash and Karen
Combs
“Conversations With and About
Women: A Salon Series”
October 17, 2003
Hosted by President and Mrs. Todd
at Maxwell Place
“Women’s Rights and the Righting of History”
By Dr. Kathi L. Kern,
“It’s About Women”
The PCW provided an opportunity for
students and staff to identify their most
important and immediate concerns relating
to women’s issues by hosting a number of
student speakouts and employee forums in
Spring 2002.
Feedback received at these forums can be
viewed on the PCW website at
www.uky.edu/pcw/issues
New Resource Website
www.uky.edu/pcw
Created in August 2002, the website presents the PCW’s
activities, agendas and minutes, reports, and membership, as
well as an extensive list of resources and events for women
Department of Justice Grants to
Reduce Violent Crimes Against
Women on Campus
Vice President of Student Affairs and Principal Investigator,
Dr. Patricia Terrell and
Commission Staff Associate, Kimberly Drummond
UK Women’s Activities
Supported by the PCW
Kentucky Women Writers
Conference
March 26 – 28, 2003
The return of the KWWC to UK this spring
saw a 300% increase in attendance,
including almost 200 students
Expanded Circles of Power
Leadership Development Program
for Women Faculty
Guest Speaker Dr. Hendrie Weisner addressing COPS
participants on “Emotional Intelligence at Work”
Women’s Studies
The PCW co-sponsored ‘A Conversation with
Angela Davis and Patricia Hill Collins’ in
November 2002
UK Center for Research on
Violence Against Women
Acting Director, Carol E. Jordan on “Building a
Research Agenda for the Safety of Women" at a
brownbag luncheon hosted by UK Women’s Forum
Women’s Forum
Winner of the
2003 Sarah Bennett Holmes Award
Dr. Jaqueline Gibson, College of Medicine
Looking Ahead . . .
PCW Priorities for 2003-2004
Goals for Enhancing Women’s Status at UK
Indicators of
Sex/Gender Equity
Examination of Sexual
Harassment policies
and procedures
Promotion of
Women
Student
Climate
Survey
Institutional
Commitment to
Women’s
Programs
Challenges to PCW Goals
Conclusions

Fewer than 2 in 10 students at UK are
persons of color, which has a measurable
effect on the campus climate

Despite significant progress in their
retention rates, African American
students still lag far behind others in their
graduation rates

After a decade of progress, women now
earn half of all doctorates and first
professional degrees awarded at UK
Conclusions

Women outnumber men by 2-to-1 in the ranks
of professional non-faculty positions
However, despite recent progress in the hiring
of female faculty and administrators . . .

Full-time, tenured faculty positions are still
held predominantly by white males

The executive, administrative, managerial
ranks are still staffed mostly by white males
What can UK do
differently to . . .

improve the graduation rates of AfricanAmerican undergraduates? at a universitywide level? at the college level? at the
department level?

facilitate systematic change in our culture and
enhance the climate for women and
minorities?

plan and prioritize for the use of scarce
resources to implement necessary changes?
What can UK do
differently to . . .

ensure accountability for progress in
improving the recruitment, retention and
support of women and minorities?

articulate our commitment to diversity and
equity, such that there is widespread
awareness, understanding, and
implementation of this value?

act as "one community" in responding to
larger societal problems?