Minutes of the Multicultural Council
28 April 2005
Draft
1. Self-introductions. Fourteen people attended. See list below.
2. The minutes of 14 April 2005 were approved as written.
3. We noted with sadness the passing of Rodolfo “Corky” Gonzalez.
4. Jane introduced Jodi Davidson, Director of Diversity, campus Services
Division, Sodexho. President Applbaum said a few words about the
contributions of the Multicultural Council, including its advice to him on what it
means for CSU-Pueblo to be an HSI. He also spoke of the hiring of the
Director of Diversity and the theme of the Presidential Gala: a world of
difference.
Jodi described her background in human resources and diversity. She said that
we can’t “do it all today” but that she hoped she would plant some seeds. Her
presentation was titled “What Lessons Corporate Models Offer for the Campus
Setting & CSU-Pueblo Multicultural Committee Action Planning Session.” She
began by asking us to discuss in pairs what strength we each bring to the
Council and why we are doing this.
She commented on our vision statement and quoted a definition of
multiculturalism from the National Multicultural Institute. She used the Sodexho
Diversity Wheel to discuss the different types of diversity: core (personality),
primary (what we usually think of regarding diversity, such as age, ethnicity, race,
gender, etc., which are factors that don’t change), secondary (factors that do
change such as relationship/marital status, geographic location, religion, etc.),
organizational (functional/level classification, seniority, etc.), and era (world
events, political events, etc.). She quoted the vision statement of Sodexho
regarding diversity and inclusion and gave their definition of diversity:
The many identities that define each employee as a unique individual, including:
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age
education
socioeconomic class
race
ethnicity
gender
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nationality
language
religion
sexual orientation
physical & mental challenges.
Jodi showed the expected shifts in demographics: minorities will become the
emerging majority and we will have an increasingly diverse group of children.
Jodi went over the ten key elements of a successful diversity initiative:
1. Commitment from the top, including leadership commitment, role model,
and communication.
2. Resources and structure to leverage diversity. She described the structure
at Sodexho and asked us “who are your Diversity Champions?” We
mentioned the interfaith meetings going on now (Joyce), the office of
student activities (Dwayne Brown), the multicultural calendar (Sonya
Race), and the international extravaganza (Kiyoshi Ukon).
3. Diversity integrated into the “core of the business.” If there is not
integration, there are stand along diversity silos. She suggested a
university would integrate diversity into the curriculum celebrations/social
events, extracurricular activities, and others. We had excited discussion
about how we can work with the community to integrate diversity into what
we do. Lawrence mentioned that the Juneteenth celebration will be on
campus. We can involve students in doing research related to the
community and diversity.
4. Strong “business case.” She explained how diversity and inclusion give a
competitive advantage. A university can respond to diverse needs,
respond to changing demographics, create an inclusive environment, and
enhance the public image.
5. Clearly articulated diversity strategy. The strategy must be top down and
bottom up, must be based on qualitative and quantitative analysis, and
should be phased in over time. We need “culturally competent recruiting.”
6. Measurement system. Sodexho uses a diversity scorecard index involving
recruiting, retention, promotions, and a qualitative component. Jodi asked
us “in what ways do you/might you measure your progress regarding
diversity and inclusion?” We look at graduate rates, the faculty make up,
the coaching staff, etc. Ron mentioned the quality indicators we have used
in the past and the measure sin the new diversity plan.
7. Accountability. At Sodexho, accountability is built into performance
objectives, linked to incentive compensations, and reported quarterly with
financial performance. She asked up “at CSU-Pueblo, what does
accountability look like?”
8. Grass roots involvement. Sodexho has network groups, diversity councils,
and unit level community involvement; they also celebrate the federal
heritage months. She asked us “What efforts/activities will generate
increasing involvement from all?
9. Recognition: internal and external. Internal awards at Sodexho include
Champions of Diversity, Heroes of Every Day Life, Spirit of Sodexho, and
Innovations. Sodexho has received many external awards for its diversity
programs. We should share the good things that are happening.
10. External alliances and partnerships. Sodexho partners with many outside
groups in its diversity and inclusion programs, such as Catalyst, NAACP,
and the American Association of People with Disabilities. She asked us
“What’s in your backyard?”
To help the Multicultural Council plan its actions, Jodi described what a Diversity
Council is (a special ongoing committee, an advisory board, eyes and ears of the
organization, empowered to recommend changes, representative of employees,
and a group committed to integrating diversity into the organization) and is not
(short-term, quick-fix task force, policy-making body, “tool” of management, “PC
police,” substitute for HR, and a powerless, feel-good committee). The Diversity
Council can educate about diversity, act as role models, create awareness and
promote diversity, provide best practices, keep the diversity agenda moving,
problem solve, and identify local opportunities.
She suggested that the Council might want to have some training; we need to
understand ourselves first and we need to provide a transition for new Council
members. She asked us “What support does the Council need?”
She complimented the Council on our accomplishments (the vision statement,
the “what is an HSI” statement, our website), and presented some opportunities
(partner with the community, recognition and celebrations, cross-cultural
mentoring, and communication). The university could have an annual report on
diversity. What are the low hanging fruit? We might start a diversity score card
and create a physical bulletin board on diversity. The staff cookbook underway
will have ethnic recipes.
She left us with the question “How will I Contribute?” She also invited us to steal
from her presentation.
Attendance:
Ron Applbaum
Joyce Archuletta
Bob Armendariz
Roseanne B D Bory
Jodi Davidson
Lawrence DePriest
Shawn Finnegan
Jane Fraser
Robert James
Jack Krohn
Carol Loats
Ron Roybal
Kiyoshi Ukon
Steve Wallin