2014-Goal 8

      2014 Strategic Plan

      2014 Strategic Plan

      2013-2014 Champions

      A Special tribute to WARHAWKS for an amazing season of play in 2013-2014 year: (1) winning a record six National Championships, (2) achieving unprecedented trifecta in the NCAA sports history, and, (3) achieving best finish ever, second place in the 2013-14 NCAA Director's cup (highest in UWW history).

      GOAL 8


      Goal VIII.   Examine and improve campus policies, procedures, and practices to increase the diversity of students, faculty, and staff, as a way to enhance the learning environment for all.

      Goal Leader:  Elizabeth Ogunsola, Assistant to the Chancellor for Affirmative Action & Diversity

      Team Members:  Richard McGregory and Mark McPhail.

      Other participants :  Faculty/Staff Diversity Recruitment & Retention Committee-click here. LEAP Workforce Diversity Team and Chancellor's Committee on Inclusive Excellence Steering Committee- click here

      a. Measure:  Define " Diversity":  YES

      b. Determine existing make up of faculty, staff, student population

      c. Identify best practices

      d. Establish peer benchmarks        

      Executive Summary

      The committee reviewed the changes made to improve campus policies, procedures, and practices within colleges, Student Affairs, and other units. There are several great examples of measures in the colleges. The College of Business & Economics has joined the KPMG Ph.D. project, which provides scholarships to minority students studying for PhDs in business fields.  Members are given access to students as they enter the job market via receptions and e-mail notifications of program completion.   The college discussed this issue of student diversity during the last five years at its strategic advisory group meetings, generating annual goals to help us improve numbers.

      An example from the College of Arts & Communication shows its efforts to work closely with the Office of Human Resources and Diversity to improve its effort to attract a diverse pool of candidates for positions in the college. Policies in position descriptions have been revised to address explicitly the University's commitment to inclusive excellence, diversity and global learning, and to include these in the qualifications that they are seeking in potential candidates.  The college will also target search opportunities at Historically Black Colleges and Universities (HBCUs), Hispanic Serving Colleges and Universities (HSCUs), and Native American Tribal Colleges and Universities.  Additionally, it is planning to offer instructional opportunities to two alumni of color, currently working at the university, both of whom have expressed an interest in teaching in the college.  These efforts are clearly aligned with the University's strategic goals of Diversity and Global Perspectives, and also connect with the strategic goal of Personal and Professional Responsibilities.

      The committee reviewed the current data to determine the existing make-up of faculty, staff and student population. Details are provided under measures/accomplishments section.  The data on faculty/staff diversity did not show a significant change over the four years while the student enrollment data (2002-2012) showed enhanced diversity.          

      Measures and Accomplishments:

      Measure a:  Define "Diversity" 

      The diversity of a university's faculty, staff, and students influences its strength, productivity, and intellectual personality. Diversity of experience, age, physical ability, religion, race, ethnicity, gender, and many other attributes contributes to the richness of the environment for teaching and research.  We also need diversity in discipline, intellectual outlook, cognitive style, and personality to offer students the breadth of ideas that constitute a dynamic intellectual community. (WISELI - Benefits and Challenges of Diversity in Academic Settings)

      Information from Institutional Research and the Office of Human Resources and Diversity detailing the proportions of faculty, academic staff, and classified staff by gender and racial/ethnic groups was reviewed to determine the current diversity of the workforce at UW-Whitewater.  Currently, taken as a whole, faculty and academic staff from multicultural groups are represented at approximately the same proportions on campus as they are in southeastern Wisconsin.  However, there are major variations across the multicultural groups.  Classified staff personnel from all multicultural groups are underrepresented on campus. Currently faculty and academic staff are evenly split between males and females. However, there are disparities in individual programs.

      Measure b. Determine existing make up of faculty, staff, student population

      The committee reviewed the current data to determine the existing make-up of faculty, staff and student population.  The Affirmative Action Plan/Workforce data breakout by department, gender and ethnicity/HRS data (To view "UW-Whitewater Workforce Data for 2009-2010 and 2013-2014 from Institutional Research") was shared with the Chancellor Committee on Inclusive Excellence, the Strategic Planning & Budget Committee, LEAP Workforce Diversity Team and the Faculty/Staff Diversity Recruitment & Retention Committee.  The data did not show a significant change over the four years.          

      Institutional Research data on students from "headcount on racial/ethnic heritage headcount & percentages of each sub-group of fall enrollment from 2002 to 2012" indicates increased student diversity.  The chart below shows the trend in student diversity, data from 2010-2014 for racial/ethnic student populations.  However, several underrepresented groups appear to be experiencing stagnation in terms of increased representation on campus.

      Institutional Research Data on Race/Ethnic Student Populations

      Plans have been established to work with Director of Institutional Research regarding Recruitment & Retention data.

      An example of a college making efforts to determine the existing make-up of faculty, staff, and student population is provided in the College of Business & Economics CoBE.  Every year, the college reports on the diversity of its faculty and instructional academic staff to its accrediting agency, AACSB. The CoBE Inclusive Excellence Committee has been considering the ethnicity and gender of its student body for the last two years and discussing strategies for increasing the recruitment and retention of American minorities and women. Prior to the existence of the CoBE Inclusive Excellence Committee and back to the time of the Equity Scorecard, the college has tracked its diversity enrollments and undertaken initiatives to enhance retention.  The Summer Business Institute (SBI) Program and introduction of Supplemental Instruction (SI) in sophomore level business courses are examples of initiatives between the college faculty and instructional staff and the Minority Business Programs office (now the Multicultural Business Programs office).   

      Measure c:  Identify Best Practices:

      Current Best Practices and Accomplishments Toward  Diversifying the Whitewater Community:

      A.    Review Colleges/Units Annual Reports on Best Practices:

      The Chancellor's Committee on Inclusive Excellence is currently reviewing summary reports of colleges/units on "global learning, diversity and inclusive excellence accomplishments" for  academic year 2013-2014 and plans to provide its summary report shortly.

      B.    Current Campus Policies, Procedures, and Practices to Increase the Diversity of Students, Faculty and Staff:

      A host of programs are available on campus to provide support services to multicultural faculty/staff/students.  Some are listed below.  To view a detailed list of program goals and services, click here;

      2.     a. Multicultural Affairs & Student Success;  McNair Scholars Program; Future Teacher Program (FTP); Multicultural Business Program (MBP) & The Summer Business Institute (SBI); Pathway for Success Program; Grow Our Own Forum; Inclusive Excellence Fellowship Program; Hiring Process/Search & Screen Process; Admissions Office (Wheels to Whitewater); International Education Recruitment.

      Grow Our Own Forum:  The "GROW OUR OWN" Forum is a systematic means of identifying individuals with potential is being developed. This structure will allow existing faculty and staff to suggest individuals for this program and also permit individuals to nominate themselves.  The structure will monitor the academic and professional development of those individuals.

      Inclusive Excellence Fellowship Program:  The Inclusive Excellence Fellowship Program supports the university's commitment to fostering greater understanding of individual, societal and group differences at every level of university life. Fellows play a critical role in intentionally integrating those differences into the core aspects of the institution. The Fellowship Program is open to all individuals who are academic or creative professionals who have completed a terminal degree within the last five years or who will have completed a terminal degree by September 1, 2014. Applicants should be able to demonstrate a commitment to their academic field as well as a commitment to the principles of Inclusive excellence. Faculty/Staff Diversity Recruitment & Retention Committee are designing strategies to sustain the Inclusive Excellence Fellowship Program at UW-Whitewater.

      C.      Select articles from a literature review on "best practices in increasing diversity of faculty/staff"

      • A Guide to Recruiting and Retaining a More Diverse Faculty prepared by The College of Sciences and Humanities Task Force on Diversity - Ball State University, Dec 2008
      • Best Practices: Recruiting/Retaining Faculty/Staff of Color, Western Washington University, 2009
      • Searching for Excellence & Diversity: Evaluation of WISELI workshop at UWW - Sept 2007
      • New Levels of Excellence: Faculty Recruiting for the 21st Century Resource List, University of Wisconsin System, Office of General Counsel
      • How to Diversify the Faculty by Daryl G. Smith Automatic Completion
      • Search & Screen Strategies for Diversity-Inclusion - Oregon State University
      • Strategies for Increasing Faculty Diversity - Women in HE
      • VCU-Strategies for Successfully Recruiting Diverse Faculty - Virginia Commonwealth University
      • Eastern Kentucky University Comprehensive Diversity Plan, Academic Year 2011-2015

      Measure d.  Establish Peer Benchmarks (Students/Faculty/Staff)

      1)  Trends in "Enrollment of Multicultural Students" from 2010-11 to 2013-14  

        2010-11 2011-12 2012-13 2013-14
      African American 541 546 573 551
      Latino 371 399 460 490
      Native American 28 21 22 28
      Southeast Asian 92 90 111 102

        2)  Review of current data as of 12-6-2013 for faculty, staff, & graduate assistants                 

      Ethnicity Faculty/Staff Graduate Assistants Total %
      American Indian/Alaska 9 0 9 1%
      Asian 81 6 87 6%  
      Black/African American 54 5 59 4%
      Hispanic/Latino 23 4 27 2%  
      NativeHawaiian/Pacific 5 2 7 <1%
      Not Specific 7 1 8 1%  
      White 1180 63 1243 86%  
      Total 1359 81 1440 100%  

      Future themes/goals/action plans

      Pursue the Workforce Diversity LEAP Team goals

      • Design and develop resources and strategies to assist with the successful recruitment of diverse faculty and staff.
          • Create strategies to develop vita banks within colleges, units, and departments.
          • Network with UW-W faculty/staff currently working on workforce diversity initiatives to share ideas & resources
          • Identify successful model for diversifying the workforce diversity that can be duplicated in department/unit.
          • Effective communication strategies for engaging individuals in their department/unit in having conversations about diversifying the workforce in their areas.
          • Develop long term strategies to enhance and prepare potential individuals to participate in the Grow Our Own forum and Inclusive Excellence Fellowship Program.
      • Review summary reports of college/unit global learning, diversity and inclusive excellence accomplishments for the last two years.
      • Endorse, encourage and support College Inclusive Excellence Committees initiatives.
      • Support the implementation of the Inclusive Excellence Fellowship Program and work to make it a sustainable program along with the Grow Our Own Forum.
      • Empower the Chancellor Committee on Inclusive Excellence Steering Committee to monitor the implementation of the UW-Whitewater Institutional Inclusive Excellence Goals:  Click here to see the goals:
      • All of our graduates can thrive and succeed in diverse environments
      • Achieve a higher level of compositional diversity
          • Faculty/staff to mirror student body
          • Students to mirror surrounding area
        • Curriculum diversity initiatives to be in place throughout the departments and colleges
        • Students will have explicit identity and cultural development experiences
        • Develop and apply tools to measure growth in intercultural development for students, faculty, and staff
        • Members of the UW-Whitewater can demonstrate an ability to articulate insights about their own identity in multiple contexts
        • Expand diversity learning to include social class and employment status

      2014 Strategic Plan

      2013-2014 Champions

      A Special tribute to WARHAWKS for an amazing season of play in 2013-2014 year: (1) winning a record six National Championships, (2) achieving unprecedented trifecta in the NCAA sports history, and, (3) achieving best finish ever, second place in the 2013-14 NCAA Director's cup (highest in UWW history).


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