i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
Increasing Diversity at Indiana
Wesleyan University
a Progress rePort to the higher learning commission
of the north central association of colleges and schools
Context
upon recommendation of the 2010 comprehensive visit team to indiana wesleyan university (iwu),
the higher learning commission (hlc) mandated a progress report “on the steps taken to address the
goals of increased diversity, especially within the marion campus faculty and administrative staff, and on
the progress achieved.” the visit team noted that, “while the institution’s own stated goal of increasing
ethnic and gender diversity among students, faculty, and staff has borne fruit in certain areas—among
students, and to some extent among off-campus faculty and staff—the marion campus remains relatively
unchanged, since the 2000 comprehensive evaluation
and the 2003 Progress report submission, in the
proportions of ethnically or racially diverse faculty and
non-clerical staff. Board and executive administrative
leadership is needed to organize and lead a proactive
effort to achieve significant progress on these diversity
goals. expected elements of the report include the
positioning of the issue in the strategic Plan, the
administrative and committee structures created to
pursue the goal, the numbers and types of searches
conducted, collaborative efforts with other institutions,
financial measures taken to facilitate progress, and other
similar approaches, as well as the progress achieved in
both qualitative and quantitative terms.”
the Progress report requirement does not appear in
a vacuum of institutional neglect, but rather within a
continuum of institutional commitment to and progress
in diversification dating back more than a quarter century
and extending well into the future.
figure 1: education award given to iwu by the national
hispanic christian leadership conference, april 2012.
4201 South Washington Street
Marion, Indiana 46953-4974
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
in the mid-1980s, indiana wesleyan university began offering degree completion programs in locations
convenient for working adults. these programs made an iwu education accessible to students who would
not naturally be drawn to the marion, indiana, home campus and began the transformation of the institution
from a culturally and ethnically homogeneous residential undergraduate college to a culturally, ethnically, and
demographically rich university serving students of all characteristics. as of the fall of 2011, 22.9% of the iwu
student body were members of one or more ethnic minorities. this is well above the 2010 (the most recent
year for which data are available) median values for schools in our recognized peer groups (see figure 2), the
council for christian colleges and universities (cccu) (17.1%), the independent colleges of indiana (ici)
(13.8%), and the midwest regional universities as defined by u.s. news & world report (mru) (14.0%).
figure 2: ethnic diversity of iwu students. vertical bars represent the percentage of iwu students (all Principal academic
units, i.e., all iwu students) who are members of one or more racial or ethnic minorities. the blue line shows the 2010
median value for schools in the council for christian colleges and universities (cccu). the green line shows the 2010
median value for schools in the independent colleges of indiana (ici). the yellow line shows the 2010 median value for
schools in the u.s. news & world report midwest regional universities (mru) category of schools. the pink line shows the
median value for schools in iwu’s reference list of aspirant schools. the dashed line plots the iwu linear trend through time.
it is even above the median value for our group of aspirant schools (14.4%) (see appendix a for a listing
of the aspirant schools). the 2011 iwu value of 22.9% would fall at the 72nd percentile of the 2010
cccu, the 94th percentile of the 2010 ici, the 79th percentile of the 2010 mru, and the 83rd percentile
2
indiana wesleyan university
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
of our aspirant group of schools in 2010. the use of instructors drawn from the ranks of professional
practitioners has allowed our adult programs to develop an ethnically rich teaching faculty. figure 3
shows that the percentage of multi-student course sections (excluding single-student sections such
as independent studies, etc.) taught by ethnic minority faculty stands at about 11%, which compares
favorably with the faculty diversity of peer institutions (see figure 5 below).
figure 3: multi-student course sections delivered by minority faculty. single-student course sections such as independent
studies are excluded.
while noting this progress in diversification of the institution overall, the 2010 visit team observed that
making the home campus in marion more diverse has been more challenging and called us to continued
focus and progress on the home front. the 2000 visit team made the same observation and the 2003
Progress report submitted by the institution recorded both institutional commitment and concrete
steps taken to address the issue. institutional commitment and attention to diversity took another step
forward with the appointment of henry smith as President in 2006. as recorded in the table of notable
events (appendix B
a) and in the paragraphs that follow, the past six years have seen steady growth in the
prominence of diversity in the mission and values of the university, in the university strategic plan, in the
committee structure of the university, in the composition of the president’s cabinet, and in the hiring
practices of the university.
3
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
Board Actions
as reflected in table 1, diversity has been a recurring theme in the minutes of the Board of trustees.
table 1: items in the minutes of the Board of trustees reflecting commitment to diversity initiatives.
Date of Minutes
4
Board Action
4/3/2008
diversity added as a specific university value
4/3/2008
established as one of five central institutional priorities, “celebrate the richness of
each culture within the university”
3/26/2010
multicultural diversity task force established
3/26/2010
multicultural enrichment officer position approved
3/26/2010
coordinator of multicultural recruitment position approved
8/13/2010
multicultural diversity task force noted
8/13/2010
culture focus noted
10/1/2010
vision 2020 received including culture as one of four themes
10/1/2010
seminary spanish-language initiative received
10/1/2010
seminary black denominations initiative received
10/1/2010
multicultural task force recommendations adopted
12/17/2010
culture commitment noted
12/17/2010
global commitment of the wesleyan church noted
4/1/2011
multicultural visit day noted
4/1/2011
seminary spanish-language initiative noted
6/29/2011
strategic focus on culture recognized
4/13/2012
Board resolution in support of diversity initiatives
indiana wesleyan university
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
the Board has endorsed the growing prominence of diversity in university mission and strategic planning
documents, culminating in the following Board resolution adopted april 13, 2012.
Motion
the President, in conjunction with the Board chair, will review progress on university strategic plan
diversity goals at least annually prior to one of the semi-annual meetings of the Board of trustees. this
review will include:
• AmonitoringofthediversityoftheBoardofTrustees,withtheintenttonominatepersonsof
diversity in order to increase the diversity of its membership.
• Thereceptionofareport,providedbytheMulticulturalEnrichmentCommittee,shallinclude
not only an update of what has been accomplished since the last report but also a prioritized
list of activities until the next scheduled report. once reviewed and approved by the
President and Board chair, it will be forwarded to the campus affairs committee of the Board
of trustees, and included in their report to the full Board of trustees.
Amendment to the Motion
within the next eighteen (18) months the Board will commit to a dedicated time of discussion or training
that will help us to better understand multicultural diversity.
Board Approval
the motion to amend the diversity resolution was seconded and carried by vote. the motion to approve
the diversity resolution was seconded and carried by vote.
5
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
Mission Documents and Strategic Plan
the mission documents and strategic plan of an institution define its priorities and direction of development.
Progress in diversity will necessarily parallel the prominence of diversity in these guiding documents.
the iwu mission statement, “Indiana Wesleyan University is a Christ-centered academic community
committed to changing the world by developing students in character, scholarship and leadership,”
identifies our fundamental purpose as changing the world. this mission compels us to be outwardly
focused, globally minded, and welcoming to students and staff who reflect the diversity of cultures and
races in the world. in 2011, this commitment to inclusion and diversity was formalized in a new scope
statement describing the scope of iwu programs and their accessibility: “Indiana Wesleyan University,
recognizing the world-changing impact of Christian higher education and the spectrum of student need,
strives to provide educational programs that are accessible and adaptable. Residential undergraduate
and graduate programs in a traditional term-based format are offered on the Marion, Indiana, campus.
Undergraduate and graduate programs designed to meet the needs of adult learners are offered at regional
education centers and class locations throughout Indiana, Ohio and Kentucky, as well as nationally through
the university’s extensive online infrastructure.”
the connection between the iwu mission and diversity was made more explicit in 2008 when diversity was
added as a distinct university value. our current values statement reads, “The primary value for Indiana
Wesleyan University is Christlikeness. The challenge to follow Christ compels us to pursue a personal and
professional lifestyle of Commitment, Leadership, Service, Stewardship, Innovation and Diversity.”
these institutional commitments are reflected in the evolving university strategic plan. the appointment
of henry smith as President in 2006 was followed by a season of intensive strategic planning. in addition
to the inclusion of diversity as a specific university value, this planning process yielded a strategic plan
that included five major institutional priorities. one of these priorities was:
Celebrate the richness of each culture within the University
1.
2.
3.
4.
enrich the distinct ethnic community and educational modalities of the university
invest in purpose-guided quality of life initiatives among our campus populations
develop opportunities for interaction among all distinct groups
discover ways to increase intentional engagement for underrepresented faculty and students
the five priorities guided the strategic goals map 2009-2010, which included specific initiatives
related to diversity such as hosting the national christian multicultural student leadership conference
(ncmslc) in the fall of 2010 and the development of campus-wide diversity training. the current version
of the university strategic plan includes four strategic themes, one of which is diversity.
6
indiana wesleyan university
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
Structural Elements
in the summer of 2010, a multicultural diversity task force was appointed and charged with articulating
a comprehensive plan for diversity enhancement. the task force brought its recommendations to
the Board in october 2010. the recommendations led to the founding of a permanent multicultural
enrichment council in november 2010 and the hiring of a director of multicultural recruitment in the
summer of 2011.
the multicultural enrichment council is leading the university in an intentional and thoughtful process of
diversity enhancement. the multicultural enrichment council includes in its membership the university
President, his chief of staff, and culturally diverse representatives from across the university. the
purpose of the multicultural enrichment council is to assist in providing ongoing oversight to implement
a holistic, integrated and intentional approach to enrich a campus culture that welcomes all students,
faculty and staff of ethnic and cultural diversity and international origins. the council is committed to
advancing a learning experience that fully engages students, faculty and staff of diversity in curricular
and co-curricular education and spiritual formation rooted in the wesleyan tradition as we prepare all
students for christian service locally and globally. the fulfillment of this purpose requires the council’s
involvement in strategizing action plans, advocating for them and monitoring progress on them. there
are four focal areas identified:
• FocusArea#1 - Build upon the resources, tradition, heritage and core values of the wesleyan
church to increase campus commitment to multicultural and ethnic diversity education with a
focus on a biblical perspective and a call for reconciliation to god and each other.
• FocusArea#2-invite and introduce the iwu community to diversity, creating opportunities
for open and honest interaction and involvement with many cultures and ethnicities.
• FocusArea#3-measure our progress toward becoming a more culturally, ethnically and
internationally diverse university.
• FocusArea#4-resource and support culturally, ethnically and internationally diverse
students and faculty.
Progress reports are provided to senior administration and the Board of trustees at least annually.
the office of intercultural student services on the marion campus (iss) is committed to creating the
space where we celebrate diversity, increase intercultural competence, and build community. the iss
office provides opportunities for every iwu student, employee and faculty member to be part of the
ministry of fellowship and reconciliation on our campus and in our community. in addition, intercultural
7
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
student services seeks to enhance the effect of our co-curricular programming and to become a
resource to all community members by providing cutting-edge and impactful leadership and sensitivity
training concerning matters of diversity, inclusion and intercultural competence, particularly for the
undergraduate student body at iwu.
annually, the office of intercultural student services conducts 12-15 events and initiatives such as
rhythm and reconciliation, fall Break diversity excursion, international education week, Passport
to culture, love revolution, and diversi-tea. in addition, the iss office provides support for culturally
themed student groups in order to facilitate recognition of the many cultural heritage celebrations, such
as latino heritage month, lunar new year, Black history month, and women’s history month. in addition
to these programs, the iss offers another 16 programs per month through trained student leaders,
diversity coordinators. diversity coordinators are a student leadership team of the office of intercultural
student services who work in partnership with residence life in order to facilitate hall diversity
initiatives, inform students of upcoming events, and create opportunities for intentional and experiential
learning. diversity coordinators provide a non-threatening environment in each residence hall for the
purpose of engaging diversity topics and issues. their smile, attitude and spirit will set the tone for this
sensitive area of dialogue and discovery. each diversity coordinator is a resource, mediator, and liaison for
information, training and support to iwu students, specifically as it pertains to community-building and
diversity-related issues in the hall.
8
indiana wesleyan university
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
Hiring Practices and Results
human resources’ commitment to diversity is intentional and ongoing. human resources is partnering
with minority publications, media and consultants to assist with acquiring diverse talent. Publications
frequently used include minority nurses and highered.jobs. Job postings are placed in taleo, a software
system with the ability to generate applicant reports, which provides a current snapshot of recruitment,
selection and overall onboarding activities.
iwu’s efforts to secure diverse adjunct faculty are led by faculty recruiters located throughout indiana,
ohio and Kentucky. recruiting activities include community involvement, job fair participation, church
visits, and conference attendance to represent and/or share iwu’s commitment to diversity.
in february 2012, human resources began the search for an organizational training and development
manager. this person will be responsible to develop and deliver diversity training to all faculty, staff,
administrators and students. to assist with the training implementation, several diversity consultants
were invited to propose action plans and as of may 4, 2012, three proposals have been submitted for
consideration.
in the past two years, 34 individuals have been hired into executive/administrative/managerial positions
at the university. of these, seven (20%) are members of one or more ethnic/racial minorities. this
positive hiring history has moved the overall ethnic diversity of the iwu administration from 5% to more
than 7% (see figure 8).
Figuresix5).were
Of these,
six
in 2011, 19 full-time teaching faculty were hired to the marion campus.(see
of these,
ethnically
were
ethnically
diverse
half of hired
the individuals
hiredpositions
to permanent
positions
(6 of 12) were
diverse
(32%). fully
half(32%).
of the Fully
individuals
to permanent
(6 of 12)
were ethnically
diverse.
ethnically
diverse.
Twelve
of the
19female,
hires (63%)
were female,
improving
overall
gender
balance of the
twelve of the
19 hires
(63%)
were
improving
the overall
gender the
balance
of the
faculty.
faculty (see Figure 6).
9
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
Measures
figure 4 plots progress made in increasing the diversity of the marion campus student body.
figure 4: ethnic diversity of marion campus undergraduate students. the blue line shows the 2010 median value for
schools in the council for christian colleges and universities (cccu). the green line shows the 2010 median value for
schools in the independent colleges of indiana (ici). the yellow line shows the 2010 median value for schools in the u.s.
news & world report midwest regional universities (mru) category of schools. the pink line shows the median value for
schools in iwu’s reference list of aspirant schools. the dashed line plots the iwu linear trend through time.
over the past five years the percentage of students identified with one or more ethnic or racial minorities
has increased more than 75%. the current value of 7.6% is still well below the medians of our peer and
institutions,
shown byshown
the yellow
greenreference
lines, butlines,
the trend
is consistent
and encouraging.
aspirant
institutions,
by theand
colored
but the
trend is consistent
and encouraging.
10
indiana wesleyan university
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
figure 5 plots the ethnic/racial diversity of the marion campus teaching faculty.
figure 5: ethnic diversity of the marion campus teaching faculty. the blue line shows the 2010 median value for schools
in the council for christian colleges and universities (cccu). the green line shows the 2010 median value for schools in
the independent colleges of indiana (ici). the yellow line shows the 2010 median value for schools in the u.s. news &
world report midwest regional universities (mru) category of schools. the pink line shows the median value for schools
in iwu’s reference list of aspirant schools.
in 2008 and 2009, various circumstances led to a larger than normal attrition of minority faculty,
causing our faculty diversity to fall below the means of each of our peer groups. this led to a heightened
commitment to minority faculty recruitment. during the 2010-11 faculty hiring season, one-third
(6/19) of marion campus faculty hires were members of an ethnic/racial minority, and more than a third
(7/19) were international by either birth or education (seven of the non-minority hires were to oneyear appointments, so fully half of the permanent hires were ethnically diverse). the strong hiring year
produced a measurable increase in the diversity of the marion campus faculty, moving us back above the
medians
our
other
median for the cccu. continued emphasis on minority hiring will move us above the means
ofof
our
other
peer groups.
11
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
figure 6 plots the gender diversity of the marion campus teaching faculty, measured as the percentage of
full-time teaching faculty who are female.
figure 6: gender diversity of the marion campus teaching faculty. the blue line shows the 2010 median value for schools
in the council for christian colleges and universities (cccu). the green line shows the 2010 median value for schools in
the independent colleges of indiana (ici). the yellow line shows the 2010 median value for schools in the u.s. news &
world report midwest regional universities (mru) category of schools. the pink line shows the median value for schools
in iwu’s reference list of aspirant schools. the dashed line plots the iwu linear trend through time.
the gender diversity of the marion campus faculty is gradually improving over time and has risen above
the median for schools in the council for christian colleges and universities, but remains below the
median values for the independent colleges of indiana and the midwest regional universities. twelve
of 19 hires in 2011 were female (63%). continued emphasis on hiring qualified females will continue the
trend of improvement in gender diversity.
12
indiana wesleyan university
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
figure 7 plots the diversity of the marion campus faculty as measured by international education.
figure 7: marion campus faculty educated internationally. Plotted is the percentage of full-time teaching faculty on the
marion campus who have at least one earned degree from an international university. 42% of new hires in the 2011 hiring
season were internationally educated. the dashed line plots the iwu linear trend through time.
eight of 19 new hires in the 2011 hiring season hold at least one earned degree from an international
university, bringing the total percentage to 10%. it is unknown how this compares with other institutions.
13
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
figure 8 plots the ethnic/racial diversity of the iwu administration, specifically the iPeds hr category of
executive/administrative/managerial.
figure 8: ethnic diversity of the iwu administration. Plotted is the percentage of staff members included in the iPeds
hr category of executive/administrative/managerial who are members of one or more ethnic/racial minority groups.
the blue line shows the 2010 median value for schools in the council for christian colleges and universities (cccu). the
green line shows the 2010 median value for schools in the independent colleges of indiana (ici). the yellow line shows
the 2010 median value for schools in the u.s. news & world report midwest regional universities (mru) category of
schools. the pink line shows the median value for schools in iwu’s reference list of aspirant schools. the dashed line plots
the iwu linear trend through time.
in the past three years, the count of full-time administrators who are members of an ethnic/racial
minority has nearly doubled, increasing from 10 to 19, resulting in a measurable increase in the ethnic/
racial diversity of the university’s administrative leadership. our present value of 7.4% is well above
values
the Council
for Christian
Colleges
and Universities
the Independent
the median for
the for
council
for christian
colleges
and universities,
but stilland
below
the medians for the
independent
colleges of indiana and the midwest regional universities.
Colleges of Indiana.
14
indiana wesleyan university
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
figure 9 plots the gender diversity of the iwu administration, specifically the iPeds hr category
executive/administrative/managerial, measured as the percentage of administrators who are female.
figure 9: gender diversity of the iwu administration. Plotted is the percentage of staff members included in the iPeds hr
category of executive/administrative/managerial who are female. the blue line shows the 2010 median value for schools
in the council for christian colleges and universities (cccu). the green line shows the 2010 median value for schools in
the independent colleges of indiana (ici). the yellow line shows the 2010 median value for schools in the u.s. news &
world report midwest regional universities (mru) category of schools. the pink line shows the median value for schools
in iwu’s reference list of aspirant schools. the dashed line plots the iwu linear trend through time.
above
the median
values
gender diversity in the administration has been climbing steadily and is now 42%, well
above
the median
schools
council groups.
for christian colleges and universities and almost to the median for the
for three
of in
ourthe
reference
independent colleges of indiana.
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i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
Summary
the enrichment of indiana wesleyan university through diversification of its staff and students has been
steady by some measures for more than two decades, but has accelerated in the past six years under
the leadership of President henry smith. consistent attention to diversity by the Board in recent years,
prominence of diversity in the strategic plan of the university, and focused action in hiring and recruiting
practices is yielding measurable improvement in the diversity of the marion home campus. continued
proactivity through structures such as the multicultural enrichment council will make the marion
campus a home of personal well-being and academic success for students and staff from all cultures and
backgrounds.
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indiana wesleyan university
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
Appendix appendix
A
a: action and events impacting the diversity of indiana wesleyan university
Generic Aspirant
Action or Group
Event (27)
Date
Outcome
Midwest Regional Universities Top 10
Other Regions Top 2 Each (6)
Indiana Leaders (5)
Christian Leaders (6)
leaP (leadership
makes
anUniversity
iwu education accessible toWheaton
adult College
Creighton
Universityeducation for the
Villanova
Indiana
adult Professional) adult programs
1985
students in urban locations, leading to gradual
Butler University
Fairfield University
Purdue University
Baylor University
launched
transformation of the iwu student body.
Drake University
Rollins College
Notre Dame University
Calvin College
Purposefully
minority
Xavier
Universitytargeting
(OH)
Elon1997-2002
Universityncate and
DePauw
University
Liberty
University
increased focus on diversification of adult programs.
faculty and
students initiative
hlc accreditations
Valparaiso
University
Trinity 2000
University
(TX)
Earlham College
Pepperdine University
Bradley University
Santa Clara University
increasin
g 2000
d i v evisit
r s iteam
t y at
i n d i aanProgress
a w e Taylor
s report
l e yaUniversity
n university
the
required
John
Carroll
University review
hlc
comprehensive
2000
on ethnic and gender diversity in the Board and
administration.
Truman State University
Drury University
three women named to the Board of
2000-2003
important step toward greater Board diversity.
University
trusteesof Evansville
dr. Judy huffman appointed dean of
2001
female addition to the President’s cabinet.
the college of arts and sciences
appendix
a:
action and events
impacting
diversity of indiana wesleyan university
women B
in leadership
program
begun the2002
mentoring program to develop female leadership.
diversity
Action
ortraining
Event for faculty and
administrators in the college of adult
and Professional
leaP
(leadershipstudies
education for the
adult Professional) adult programs
michael moffitt hired as dean for
launched
mentoring and accountability
Purposefully targeting minority
hlc Progress
report on
diversity
faculty
and students
initiative
submitted
Date
2003
1997-2002 ncate and
2000
2003 hlc accreditations
increased focus on diversification of adult programs.
meaningful progress noted. report accepted.
sharon
drury appointed
dean of the
hlc comprehensive
review
college of adult and Professional
studies.
three women named to the Board of
trustees
intercultural student services
dr.
Judy huffman
appointed dean of
department
established
the college of arts and sciences
2000
2004
the 2000 visit team required a Progress report
on ethnic and gender diversity in the Board and
female
addition to the President’s cabinet.
administration.
women in leadership program begun
mlK scholarship fund and
diversity
training
for faculty
and
community
celebration
Kick-off
administrators in the college of adult
leland
Boren scholarships
and
Professional
studies - minority
Preference
michael moffitt hired as dean for
mentoring and accountability
2002
1985
2003
2000-2003
2005
2001
2003 to Present
2003
2005 to Present
2003
hlc Progress report on diversity
submitted
university diversity events
2003
2005 to Present
sharon drury appointed dean of the
college of adult and Professional
studies.
2004
Outcome
Joanne onkes, an african-american woman,
provided training on diversity issues.
makes an iwu education accessible to adult
students in urban locations, leading to gradual
african-american
appointed
to critical
student
transformation
of the
iwu student
body.
development position.
important
step toward
greater
Board
diversity.
Provided marion
campus
specific
focus
on the
well-being of minority students. department now
includes director, assistant director, six rotating
female
the President’s
cabinet. 16
studentaddition
workers,to
programming
coordinator,
diversity officers in residence halls.
mentoring program to develop female leadership.
visible community engagement in african-american
heritage.
Joanne onkes, an african-american woman,
provided
training
on diversity
issues. from the
many minority
students
have benefited
scholarships and lilly match.
african-american appointed to critical student
tapestry, ncmslc,
Passport to culture, destination
development
position.
to unknown, love revolution, multicultural
visit day, monthly
cultural
mosaic
meaningful
progress
noted.celebrations,
report accepted.
newsletter, speak out, faculty workshops, taste
of theatre, diversity round table, Journey through
history, diversity training, new student diversity
female
addition to the President’s cabinet.
workshop.
intercultural student services
department established
2005
Provided marion campus specific focus on the
well-being of minority students. department now
includes director, assistant director, six rotating
student workers, programming coordinator, 16
diversity officers in residence halls.
mlK scholarship fund and
community celebration Kick-off
2003 to Present
visible community engagement in african-american
heritage.
leland Boren scholarships - minority
Preference
2005 to Present
many minority students have benefited from the
scholarships and lilly match.
tapestry, ncmslc, Passport to culture, destination
to unknown, love revolution, multicultural
visit day, monthly cultural celebrations, mosaic
17
17
college of adult and Professional
2004
studies.
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
female addition to the President’s cabinet.
intercultural student services
department established
2005
Provided marion campus specific focus on the
well-being of minority students. department now
includes director, assistant director, six rotating
student workers, programming coordinator, 16
diversity officers in residence halls.
mlK scholarship fund and
community celebration Kick-off
2003 to Present
visible community engagement in african-american
heritage.
Summary
leland Boren scholarships - minority
rev.
ray, faud
massari,
moffitt,
manyKyle
minority
students
havelatrese
benefited
fromiwu
the
i n c r e a s Preference
i n g d i v e r s i t y at i n d i a n a w e s l2005
e ya to
n Present
university
african-american
gospel
worship team, Princess
scholarships and lilly
match.
enhanced focus to bring culturally,
Zulu, Zambian
children’s
choir,
Baptist africanthe
enrichment
of indianadiverse
wesleyan university through diversification
of its
staff
and
students
has been
ethnically,
and internationally
tapestry, ncmslc,
Passport
to
culture,
destination
2003 to Present
american
gospel worship
team,
luis martinez,
chapel by
speakers
ministry groups
toaccelerated
unknown,
love
multicultural
steady
someand
measures
for more than two decades, but hassamuel
in revolution,
the
six
years
under
rodriguez,
Johnpast
Perkins,
rev.
troy
evans,
to campus (43 since 2003)
visitBen
day,
monthly
cultural celebrations,
mosaic
dr.
carson,
christopher
yaun,
tony
dungy,
the
leadership
of President
henry smith.
attentionnewsletter,
to diversity
by out,
the Board workshops,
in recent years,
university
diversity
events
2005 toconsistent
Present
speak
taste
diversity focus
chapel, faculty
etc.
of
theatre,
diversity
round
table,
through
prominence of diversity in the strategic plan of the university, and focused action in hiringJourney
and recruiting
dr.
smithdiversity
has consistently
thestudent
institution
to focus
history,
training,led
new
diversity
henry smith
appointedmeasurable
as President improvement
July 1, 2006 in the diversity of the marion home campus. continued
practices
is yielding
on
multicultural diversity.
workshop.
proactivity through structures such as the multicultural enrichment
council will make the marion
rev. Kyle ray, faud massari, latrese moffitt, iwu
ms. Kris douglas appointed vice
2007
female
addition
togospel
thestaff
President’s
cabinet.
worship
team,
Princess
campus
a home
of personal
well-being and academic successafrican-american
for students and
from all
cultures
and
President
enrollment
enhancedfor
focus
to bring management
culturally,
Zulu, Zambian children’s choir, Baptist africanethnically,
and internationally
diverse
backgrounds.
african-american
appointment
the martinez,
President’s
michael
moffitt
appointed as vice
2003 to Present
american gospel worship
team,toluis
chapel speakers
and ministry
groups
President
for student
development
to campus (43 since 2003)
Presidential initiative to right-size
faculty salaries leads to substantial
increases in faculty pay, especially at
henry
appointed
the
fullsmith
professor
level. as President
ms. Kris douglas appointed vice
President for
enrollment
management
“diversity”
added
as a specific
university
value.appointed as vice
michael moffitt
President for student development
2007
July 1, 2006
2007
april 3, 2008
2007
cabinet.
samuel rodriguez, John Perkins, rev. troy evans,
dr. Ben carson, christopher yaun, tony dungy,
iwu
faculty
salaries
are now
diversity
focus
chapel,
etc. at the 75th percentile
in the cccu (council for christian colleges and
universities),
iwuled
to the
compete
for topdr. smith has enabling
consistently
institution
to focus
quality,
mission-fit,
minority faculty.
on multicultural
diversity.
resulting from an extensive strategic planning
female addition
to theby
President’s
process
and approved
the Boardcabinet.
of trustees, the
establishment of diversity as a specific university
african-american
appointment
the President’s
value
causes diversity
to remainto
a central
theme of
cabinet. initiatives.
strategic
iwu faculty
salaries
are nowstrategic
at the 75th
percentile
resulting
from
an extensive
planning
in the cccu
(council for
and
process
and approved
bychristian
the Boardcolleges
of trustees,
universities),
enabling
iwu
compete
for topdiversity
becomes
one of
fivetocentral
themes
in the
quality, mission-fit,
minority faculty.
strategic
plan.
Presidentialthe
initiative
to of
right-size
“celebrate
richness
each
faculty salaries
leads
to substantial
culture
within the
university”
increases in as
faculty
established
one ofpay,
fiveespecially
universityat
the full professor
level.
strategic
priorities.
20073, 2008
april
dr. darlene Bressler appointed vice
President
deanasofa the
college of
“diversity”and
added
specific
arts
and
sciences
university value.
2008
april 3, 2008
“celebrate the richness of each
dr.
Jim lo
hiredthe
as dean
of the chapel
culture
within
university”
established as one of five university
strategic priorities.
2008
april 3, 2008
dr. darlenewith
Bressler
appointed
Partnered
the mayor
of vice
President
and dean
of the college
marion
to host
entrepreneurial
andof
arts and sciences
governmental
visitors from visiting
countries
2008
2007 to Present
office
initiatives
dr. Jimofloglobal
hired as
dean offounded
the chapel
2009
2008
wesley
seminary
Partnered
with thefounded
mayor of
marion to host entrepreneurial and
governmental visitors from visiting
countries
2009
office of global initiatives founded
2009
Provides leadership and focus for globalization of
the iwu curriculum and expansion of travel abroad
opportunities for students.
2009
dr. wayne schmidt is working with a culturally
diverse Board with a passion to serve culturally,
ethnically and internationally diverse graduate
students.
wesley seminary founded
16
18
2007
indiana wesleyan university
2007 to Present
resulting from an extensive strategic planning
processaddition
and approved
the Boardcabinet.
of trustees, the
female
to the by
President’s
establishment of diversity as a specific university
value causes diversity to remain a central theme of
dr.
lo’s hiring
marked the appointment of an
strategic
initiatives.
asian-american as one of the most prominent iwu
resulting from
an extensive
strategic
community
leaders
in the eyes
of the planning
student body.
process
and approved
by the
Board ofethnically,
trustees,
he
has continued
to bring
culturally,
diversity
becomes one
of five
central
themestoinour
the
and
internationally
diverse
chapel
speakers
strategic plan.
students.
several
china
and other
countries have
female groups
additionfrom
to the
President’s
cabinet.
visited the city of marion and indiana wesleyan
university.
dr. lo’s hiring marked the appointment of an
asian-american
as one
the most
prominent iwu
Provides
leadership
andoffocus
for globalization
of
community
leadersand
in the
eyes of the
student
body.
the
iwu curriculum
expansion
of travel
abroad
he has continued
to bring culturally, ethnically,
opportunities
for students.
and internationally diverse chapel speakers to our
dr.
wayne schmidt is working with a culturally
students.
diverse Board with a passion to serve culturally,
ethnically
and internationally
graduate have
several groups
from china anddiverse
other countries
students.
visited the city of marion and indiana wesleyan
university.
17
dr. Jim lo hired as dean of the chapel
2008
Partnered with the mayor of
marion to host entrepreneurial and
governmental visitors from visiting
countries
2007 to Present
dr. mwenda ntarangwi appointed
as executive
director
of thefounded
office of
office
of global
initiatives
global initiatives
2010
2009
dr. Bridget aitchison appointed vice
President and dean of the college of
wesley
founded
adult & seminary
Professional
studies
2010
2009
tuition Pricing task force - series of
dr.
mwenda ntarangwi appointed
six meetings
as executive director of the office of
diversity
audit - dr. Pete menjares,
global initiatives
diversity consultant
dr. Bridget aitchison appointed vice
President
and dean ofvisit
the college of
hlc
comprehensive
adult & Professional studies
director
of multicultural
tuition Pricing
task forcerecruitment
- series of
hired
six meetings
18
dr. lo’s hiring marked the appointment of an
asian-american as one of the most prominent iwu
increasin
g d i v e rleaders
s i t y atin ithe
n deyes
i a nof
a the
w estudent
s l e yabody.
n university
community
he has continued to bring culturally, ethnically,
and internationally diverse chapel speakers to our
students.
several groups from china and other countries have
visited the city of marion and indiana wesleyan
university.
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
Provides
leadership
and focus
for globalization
of
african native
appointed
to provide
leadership in
the
iwu curriculum
and abroad
expansion
of travel abroad
globalization
and travel
opportunities.
opportunities for students.
spring semester 2010
2010
april 7 - 9, 2010
dr.
wayne
is working
withtoa the
culturally
female
andschmidt
international
addition
President’s
diverse
Board
with
a
passion
to
serve
culturally,
cabinet.
ethnically and internationally diverse graduate
students.
Purposefully targeting minority students and
changing financial aid packaging.
african native appointed to provide leadership in
globalization
and
travelJune
abroad
opportunities.
diversity
audit
report,
2010,
with
recommendations for strategic advance.
2010
summer 2010
female
andrecommended
international addition
to report
the President’s
visit
team
a Progress
on
cabinet.
diversification of the marion campus.
august
2010
spring semester
2010
charleston
african-american,
provides
Purposefullysanders,
targeting
minority students
and
leadership
in multicultural
recruiting.
changing financial
aid packaging.
diversity
audit
Pete
menjares,
i n d i adirector
n a w eof
slatino
l e-ydr.
alatina
n
ueducation
n i v e r sfor
i t y august
april 7 -2010
9, 2010
wesley
hired
diversityseminary
consultant
Joanne
solis-walker,
latina,
the expansion of
diversity
audit report,
June guides
2010, with
seminary
ministry into
the hispanic
community.
recommendations
for strategic
advance.
multicultural admissions counselor
hlc comprehensive visit
hired
July
20102010
summer
elias
rojasrecommended
provides admissions
counseling
visit team
a Progress
report for
on
minority
students.
diversification
of the marion campus.
multicultural
diversity task
force director of multicultural
recruitment
series
hired of six meetings
June 10 through
august 20107, 2010
september
charleston
sanders,
african-american,
report
to the
Board of
trustees octoberprovides
1, 2010.
leadership in multicultural recruiting.
recommendation
to Board
to hire afor
director of latino latina
education
multicultural
enrichment
wesley seminary
hired officer
september
august 20107, 2010
recommendation
to latina,
the Board
of trustees
octoberof
Joanne solis-walker,
guides
the expansion
1,
2010. ministry into the hispanic community.
seminary
June
7 through
July 2010
september 14, 2010
elias rojas provides admissions counseling for
report
the Board of trustees october 1, 2010.
minoritytostudents.
June 10 through
september
7, 2010
october
1, 2010
report to the Board of trustees october 1, 2010.
significant diversity initiative.
september 7, 2010
october 1, 2010
recommendation to the Board of trustees october
Board
adoption keeps multicultural diversity as a
1, 2010.
central theme of the strategic plan.
June 7 through
september
14, 2010
october
2010
report to the Board of trustees october 1, 2010.
important initiative with the hispanic community.
residential
enrollment
multiculturalcampus
admissions
counselor
growth
hired task force - series of six
meetings
multicultural diversity task force seminary
initiative
to build bridges to
series of six
meetings
black denominations noted by Board.
recommendation to Board to hire a
vision
2020 adopted,
including
multicultural
enrichment
officer
culture as one of four themes
residential campus enrollment
iwu
forms
partnership
with
growth
task
force - series
ofnational
six
hispanic
meetingschristian leadership
conference (nhclc)
seminary initiative to build bridges to
multicultural
enrichment
council
black denominations
noted
by Board.
founded
vision 2020 adopted, including
seminary
culture
asspanish-language
one of four themesinitiative
noted by the Board
iwu forms partnership with national
multicultural
visit day
noted by the
hispanic
christian
leadership
Board
conference (nhclc)
october 1, 2010
november 2010
october 1, 2010
april 1, 2011
significant
diversityleadership
initiative. and focus to diversity
Provides university
initiatives.
Board adoption keeps multicultural diversity as a
central
theme
of the initiative.
strategic plan.
significant
diversity
october
2010
april
1, 2011
focused recruiting
minority
students
to the
important
initiativeof
with
the hispanic
community.
marion campus.
June 29, 2011
november
2010
continued
maintenance
of diversity
at thetoheart
of
Provides
university
leadership
and focus
diversity
the
strategic plan.
initiatives.
april
1, 2011
2011
august
multicultural
leadership
is added to the top hr
significant
diversity
initiative.
position.
april 1, 2011
focused recruiting of minority students to the
marion campus.
strategic focus on cultural enrichment
noted by the Board
June 29, 2011
continued maintenance of diversity at the heart of
the strategic plan.
diane mcdaniel (african-american)
appointed as associate vice President
in charge of human resources
august 2011
multicultural leadership is added to the top hr
position.
strategic focus
on culturalcouncil
enrichment
multicultural
enrichment
noted by the Board
founded
diane mcdaniel
(african-american)
seminary
spanish-language
initiative
appointed
as Board
associate vice President
noted
by the
in charge of human resources
multicultural visit day noted by the
Board
19
19
hispanic christian leadership
october 2010
conference (nhclc)
i n c r e a s i n g d i v e r s i t y at i n d i a n a w e s l e ya n u n i v e r s i t y
multicultural enrichment council
november 2010
founded
seminary spanish-language initiative
noted by the Board
april 1, 2011
i n c r e a s multicultural
i n g d i v e rvisit
s i t yday
atnoted
i n d iby
a nthe
a w e s l e ya n u n i v e r s i t y
april 1, 2011
Board
strategic focus on cultural enrichment
visit by diversity training team from
noted by the Board
Purdue university
diane mcdaniel (african-american)
appointed
as associate
vice of
President
Board
resolution
in support
in charge of human
resources
multicultural
initiatives
august 2011
april 13, 2012
Provides university leadership and focus to diversity
initiatives.
significant diversity initiative.
focused recruiting of minority students to the
marion campus.
continued
diversity at
heart of
shared
theirmaintenance
process andof
experience
forthe
training
the strategic
plan.
faculty
and staff
in intercultural awareness and
effectiveness.
multicultural leadership is added to the top hr
position. Board endorsement of diversity priority.
continuing
iwu receives education award from
visit by diversity training team from
the national hispanic christian
Purdue university
leadership conference (nhclc)
march
15,2012
2012
april 23,
shared their process and experience for training
recognition by national hispanic organization of
faculty and staff in intercultural awareness and
iwu’s efforts on behalf of hispanic students.
effectiveness.
Board resolution
support
of
diversity
Progressinreport
submitted
multicultural
initiatives
to
hlc
april2012
13, 2012
may
continuing Board endorsement of diversity priority.
april 23, 2012
recognition by national hispanic organization of
iwu’s efforts on behalf of hispanic students.
may 2012
2012-2030
iwu will become as richly diverse as the global body
of christ, enabling it to fulfill its mission to change
the world for christ.
2012-2030
iwu will become as richly diverse as the global body
of christ, enabling it to fulfill its mission to change
the world for christ.
iwu receives
education
award
from
continued
attention
to and
steady
the national
hispanic
christian
progress
in hiring
a diverse
faculty
leadership
and
staff, inconference
making the (nhclc)
marion
campus a welcoming and nurturing
diversity Progress
reportand
submitted
environment
for growth
learning
to
hlc
for students from all cultures and
backgrounds, and in providing
continued attention to and steady
opportunities for international and
progress in hiring a diverse faculty
intercultural engagement for all
and staff, in making the marion
students.
campus a welcoming and nurturing
environment for growth and learning
for students from all cultures and
backgrounds, and in providing
opportunities for international and
intercultural engagement for all
students.
20
June 29, 2011
march 15, 2012
important initiative with the hispanic community.
indiana wesleyan university
19