Toward New Destinations
Institutional Diversity Planning
2012 – 2013
FACULTY DIVERSITY ADVISORY COMMITTEE
Weill Greenberg Center
May 14, 2012
As a large, decentralized, researchintensive institution that operates on
multiple campuses on a global scale,
Cornell finds that embedded
responsibility under collective leadership
guided by professional expertise serves
as an effective model for significant and
multi- faceted progress across the
institution. It is this responsibility
structure that is charged with bringing to
reality our values and statement on
diversity in “Open Doors, Open Hearts,
Open Minds.”
“Open Doors, Open
Hearts, And Open Minds”
Developed by committee of
faculty, staff and students in
1999. Adopted by the
Employee Assembly and the
University Assembly,
December 1, 1999; the
Student Assembly,
December 3, 1999; the
Faculty Senate, December 8,
1999, and the Graduate and
Professional Student
Assembly, January 24, 2000,
and endorsed by the Board
of Trustees.
• Faculty: Increase the size/quality in
strategically important academic areas;
significantly increase diversity through
new hires and enhanced retention efforts.
• Undergraduate Students: Increase the
proportion of underrepresented minorities
and students from other cultures
• Graduate/Professional Students:
Implement support mechanisms to
promote academic success/retention of
minority graduate/professional students
• Staff: Attract and retain diverse staff
workforce
“As a world-class research university,
Cornell recognizes that learning,
discovery, creativity, and the innovative
dissemination and application of
knowledge benefit tremendously from
the full participation of individuals with
diverse points of view, coming from
varied life experiences. To be on the
cutting edge in all aspects of our
mission, we must boldly pursue an
inclusive academic and work
environment.”
President David Skorton
February 15, 2012
University Diversity Council’s
Institutional Diversity Planning
(To Be Implemented 2012-2013)
Specifically-focused Menu of Annual Initiatives
which:
• Defines a set of local advances;
• Targets particular constituencies; and
• Presents a comprehensive list of University
Diversity Goals representing the university’s
commitment to diversity and inclusion.
Each school, college, and major unit will
select the five Annual Initiatives that best
match their particular contexts, goals, and
strategic plans.
For each unit, these will become the areas of
focused effort in support of diversity. Each
unit will report annually on their progress in
these areas.
Toward New Destination’s University Diversity Goals provides a
broad institutional framework for the five Annual Initiatives,
placing each in relation to a wider aspirational framework.
The framework is structured according to
four Core Diversity Principles:
COMPOSITION  ENGAGEMENT  INCLUSION  ACHIEVEMENT
• Composition: demographic make-up of the unit or college;
• Engagement : personal, social, and professional commitment
to institutional goals and activities;
• Inclusion: climate and interpersonal relations; and
• Achievement: levels of attainment for underrepresented
individuals or groups.
Toward New Destinations
Constituent Groups
Undergraduate students
Tenured/tenure track
faculty
Graduate and
professional students
Post-docs and academic
professionals*
Administration and staff
Off-campus constituents
- vendors/ businesses,
local community
organizations, and
institutions
Cornell’s extended
community - parents,
alumni, donors, and
friends of Cornell
* Those with terminal degrees who have responsibilities in research, teaching, or the libraries, but are not included in the tenure-track
ranks
Increase diversity in a target area
Measurably increase diversity for
a target dimension of the
school/college/unit.
Increase targeted pipelines
Develop or enhance relationships
with strategic partners,
institutions, organizations, and
communities.
Evaluate and reduce attrition
Develop and implement
processes to evaluate attrition
and create retention strategies.
Students and young alumni at 2011 Office of
Alumni Affairs CALC event attended by 810
attendees.
• Increase engagement for a target
group
Enhance opportunities for career or
professional development, and for
campus and community involvement.
• Strengthen academic, co-curricular,
and professional development
initiatives promoting engagement
across difference
Increase and enhance co-curricular and
academic offerings and events that
promote engagement across difference
As a community service, Cornell’s Veteran
Colleague Network Group supports military
personnel stationed overseas
ENGAGEMENT
• Support and expand academic research,
collaboration, and intellectual initiatives around
diversity
Highlight and encourage intellectual work and conference
presentations on topics relevant to the study of diversity.
• Develop administrative mechanisms to record,
recognize, and motivate engagement in diversity
efforts
Build processes for recognizing active engagement in
diversity efforts through annual activity reports, university
or college/unit sponsored diversity awards, personnel
dialogues and promotion reviews, outreach reports, or
other motivational initiatives.
• Improve multicultural competency
Create or enhance initiatives
designed to build intercultural skills
and knowledge.
• Increase the effectiveness of
communication around diversity
Increase the visibility and influence
of the college’s or administrative
unit’s messaging about excellence,
learning, collaboration, and
achievement through diversity.
• Provide grants in support of
diversity programs
Fund or seek funding for competitive
grant opportunities to pursue
programs and initiatives relevant to
diversity.
Faculty Diversity Institute hosted by Center for
Teaching Excellence, January 2012
• Improve internal administrative
structures that support diversity
Provide opportunities or create
processes to review and revise
internal departmental structures
and practices to support diversity.
• Increase the availability and
closer integration of work/life
support systems
Provide for a review and revision of
the approach to support a more
flexible work and educational
environment, and to the structuring
of operations to support individuals
from diverse backgrounds.
Professor Maria Fitzpatrick, in Human Ecology,
presents on February 2, 2012 on The Economics
of Early Child Care and Education: Latest
Research and Yet Unanswered Questions, as part
of a faculty work/life series.
• Support and increase academic
or professional achievement for a
target group, area, or
constituency
Improve the achievement of a target
group in relationship to academic
honors and awards, research,
fellowships, publications,
participation in specialty programs,
or career/professional outcomes.
• Provide for recognition for
innovative research in support of
diversity
Highlight and recognize outstanding
or innovative intellectual
contributions in the area of diversity.
LSAMP Scholars Program: Undergraduate
students, interested in gaining a deeper
understanding in an engineering-related field,
have the opportunity to conduct and present
research over a ten-week duration under the
auspices of a Cornell Engineering faculty research
mentor.
• Highlight and advance an
understanding of the relevance
of diversity to excellence in
research and to the production
of knowledge Promote inquiry on
the significance of diversity in
knowledge creation and support
awareness of the catalyzing effects
of difference.
• Support career development for
a target area or constituency
Increase the diversity of
participants in leadership training,
conference participation, rewards
and recognitions, strategic
planning, and job rotational
assignments.
Students in the Multicultural Mentoring
Program offered by the Office of Academic
Diversity Initiatives.
University Diversity Council
The Cornell University Diversity Council is charged with
supporting the president and provosts in providing the
overall vision and framework for the university’s
achievement of strategic goals focused on faculty, staff, and
student diversity, reflecting the aspirations of the university
as expressed in its 2010-2015 strategic plan.
The president and provosts, with support from the
University Diversity Council, will hold leaders and units
across the university accountable for developing and
implementing plans to achieve these goals, for designing
and using appropriate methods of assessment, and for
demonstrating significant annual progress on the goals.
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Renee Alexander, Associate Dean and
Director of Intercultural Programs,
Student and Academic Services
(undergraduates)
Lynette Chappell-Williams, Associate
Vice President for Inclusion and
Workforce Diversity, Human Resources
and Safety Services (staff)
Yael Levitte, Associate Vice Provost for
Faculty Diversity and Development,
Academic Affairs (faculty)
A.T. Miller, Associate Vice Provost for
Academic Diversity Initiatives,
Undergraduate Education
(undergraduates)
Sheri Notaro, Associate Dean for
Inclusion and Professional Development,
the Graduate School
(graduate/professional students)
Left to right: Yael Levitte, A.T. Miller,
Sheri Notaro, Renee Alexander,
Lynette Chappell-Williams
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• Debra Lenard, Professor and Vice Chair for Laboratory Medicine,
Director of Clinical Laboratories, Director of Pathology Residency
Training Program
• Carla Boutin-Foster, Associate Professor of Medicine, Associate
Professor of Public Health
• Rache Simmons, Professor of Surgery, Anne K. and Edwin C.
Weiskopf Professor of Surgical Oncology
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Susan Murphy, Vice President for Student and Academic Services
Mary Opperman, Vice President for Human Resources and Safety Services
John Siliciano, Senior Vice Provost for Academic Affairs
Laura Brown, Vice Provost for Undergraduate Education
Barbara A Knuth, Vice Provost and Dean of the Graduate School
Marin Clarkberg, Director, Institutional Research and Planning
Kent Hubbell, Dean of Students
David J. Skorton, President
Kent Fuchs, Provost
Laurie Glimcher, Provost for Medical Affairs and Dean of Weill Cornell
Medical College
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University Diversity Council
Outreach and Consultation Chart
Senior Leadership Meeting
Academic Dean’s Meeting
Provost’s Staff Meeting
Admissions
HR Council
Senior Staff Meeting
President
HR Community Meeting
Associate Dean’s Group
SAS Senior Staff
Provosts
Faculty Senate
Diversity Data Group
Administrative Leadership
Trustee Diversity Working Group
Faculty Directors of Ethnic
Studies programs
Institutional Research
Communications Managers
Diversity Community
Diversity Officers
Extended Diversity Professionals Group
President’s Council of Cornell Women
Harassment Advisors, Title IX
Coordinators, Bias Prog Liaisons
Diversity Consortium
Annual Meeting of Campus Life Employees
Tompkins County Workforce Diversity Cte
Committee
Local Leaders of Color
UAW Diversity Advocate Cte
College Associates
City of Ithaca Workforce Diversity Advisory Cte
Assemblies
Students to Unite Cornell
• Enhance transparent diversity metrics and create
diversity dashboard
• Unveil revised University Diversity Web Page
• Identify five diversity initiatives for each college
and administrative unit
• Host fall 2012 retreat with deans and vice
presidents for implementation of initiatives
• Report on initiatives at Board of Trustees
meeting in October
COMPOSITION
1. Establish search committee processes that adhere to AAMC
recommended practices to reduce bias and enhance diversity
(multi-year project)
Year 1 Metric: Define expected search committee processes &
initiate use. (In future, measure impact on faculty diversity)
2. Enhance work-life systems through on site childcare facility
and standard parental leave policy for faculty
Metric: Establish facility plan and implement policy
INCLUSION
3. Publicize availability of resources to report and address
workplace behavior concerns, including CME course for faculty
Metric: Resources included in Faculty Diversity and Faculty
Development web sites, and >95% of faculty take course.
4. Establish an LGBT Committee across all constituency groups to
enhance the climate for LGBT individuals at WCMC
Metric: Enumerate programs and policies developed and
implemented by the committee
ACHIEVEMENT
5. Continue annual “Achieving Successful and Productive
Research Careers” (SPARC) Conference in collaboration with
Rockefeller and MSK targeting academic support and
resources for underrepresented groups at all levels
Metric: Track grants, publications and other scholarly activities
of attendees