University of La Verne. DRAFT Strategic Plan for Diversity for Community Feedback

Transcription

1 DRAFT Strategic Plan for Diversity University of La Verne DRAFT Strategic Plan for Diversity for Community Feedback DRAFT , for feedback from the Working Group

2 DRAFT Strategic Plan for Diversity Table of Contents Message from the President Membership of the President s Working Group on Diversity Executive Summary University Mission, Diversity Definition, and Diversity Core Values at La Verne Prioritized Initiatives for Full Strategic Plan for Diversity

3 DRAFT Strategic Plan for Diversity Message from the President The University of La Verne values diversity. Our University Mission Statement and Core Values emphasize diversity. Across campus, especially over the past semester, the university has discussed diversity and ways to enhance diversity-related activities for our community. Further, in our recent WASC review and exit interview, the theme of diversity was considered and critiqued. WASC visiting team members commended the university on the diversity of our student body and the success of those students but challenged us as an institution to develop more proactive and lasting plans for addressing diversity in all aspects of community life. Because our students will live and work in a diverse world, it is important for our university to have a clear plan to ensure an inclusive learning community. Universities should expose students to a variety of perspectives and experiences, and research shows that the highest quality education is provided in the context of a diverse learning environment. Given this, I am pleased to announce that the President s Working Group on Diversity has prepared an initial Strategic Plan for Diversity for the University. This plan will work in synchrony with the University Mission Statement and the broader University Strategic Plan and will specifically identify ways in which we can enhance diversity within the University. This first draft of the diversity strategic plan outlines broad goals as well as specific, measureable objectives and initiatives to be undertaken. Specific recommendations have been made to advance the state of diversity and diversity-related services on campus. This document is intended to provide a broad overview of the initiatives to be considered over time. Given the scope of this job, the committee has also taken initial steps to consider priorities which might be acted upon in a more urgent fashion. To facilitate the use of this document, the intersection of the University s broad mission and Diversity Vision statement is presented, an executive summary of the plan is provided, recommended priorities to be acted upon within the first year of implementation pulled from the overall plan are highlighted, and then the complete Strategic Plan for Diversity is presented. As members of the University of La Verne Community, I and members of the Working Group welcome your feedback on the proposed goals, objectives, and initiatives. Feedback from the community is vital for a shared vision of diversity. Our hope is that the University Strategic Plan for Diversity will be a living document to which all can contribute. As a community we seek a blueprint to advance the University both in the immediate and long-term. We invite you to read through this document and then attend one of the planned public forums for providing feedback. I and members of the working group also welcome your individual feedback. We look forward to the participation of the full community in the continued development of this document. Stephen Morgan President

4 DRAFT Strategic Plan for Diversity Greg Dewey, Provost gdewey@laverne.edu extension 4747 Membership of the President s Working Group on Diversity (in alphabetical order) Omid Furutan, College of Business & Public Management ofurutan@laverne.edu extension 4038 Daniel Loera, Office of Multicultural Services dloera@laverne.edu extension 4253 Trish Long, College of Arts & Sciences, Coalition for Diversity Co-Chair plong@laverne.edu extension 4091 Steve Morgan, President smorgan@laverne.edu extension 4900 Richard Rose, College of Arts & Sciences, Coalition for Diversity Co-Chair rrose@laverne.edu extension 4047 Justi Saldana, College of Education & Organizational Leadership jsaldana@lavern.edu extension 4656 Diane Uchimiya, College of Law duchimiya@laverne.edu Zandra Wagoner, College of Arts & Sciences zwagoner@laverne.edu extension 4446

5 DRAFT Strategic Plan for Diversity Executive Summary A strategic diversity plan for the University of La Verne is presented that addresses the imperatives of a sustained diversity initiative. This plan is comprehensive in that it confronts issues of diversity within the ranks of students, faculty and staff, emphasizes the empowerment of a culture of diversity for both scholarship and the learning experience and explores how the university interfaces with a broader, diverse community. This document contains several interconnected parts. First, we present our existing Mission and Values Statement. When considering the vision and motivation for a diversity strategic plan, these statements remind us that a commitment to diversity is already engendered in who we are. For a practical grounding, a definition of diversity is presented. In this document, we avoid a laundry list of identities and rather opt for a functional, active definition. From this definition, we assert core values of diversity that align with the university s mission statement. These values are: The University is a forum for diverse points of view The University is in service to our diverse population The University seeks to educate individuals to live in a diverse community These values are consequences of the mission statement for diversity put forth as: The University of La Verne is committed to providing a quality, personalized education experience for leadership and participation in a diverse society to a student population that reflects the full diversity of this country. This commitment is achieved through creating a climate that supports diversity, social justice and sensitivity to global interdependence. The University will engage our students, faculty, staff and the broader external community to achieve this campus climate. The early actions of the strategic plan are then presented in a list of prioritized initiatives for These eight initiatives are a call for immediate action in implementing the diversity plan. Finally, we provide, in bulleted format, the goals, objectives, and initiatives of the strategic plan for diversity. These goals are: Goal 1. Create a welcoming campus climate Goal 2. Recruit and retain a diverse student body Goal 3. Recruit and retain a diverse faculty, staff, and administration Goal 4. Ensure that curriculum supports and reflects the goals of diversity Goal 5. Create an organizational structure to support diversity goals Goal 6. Foster, promote and support research on diversity Goal 7. Engage the broader external community in diversity-related work

6 DRAFT Strategic Plan for Diversity Mission University Mission, Diversity Definition, and Diversity Core Values at La Verne The university s mission statement states: It is the mission of the University of La Verne to provide opportunities for students to achieve their educational goals and become contributing citizens to the global community. This is accomplished by offering high quality degree programs to both traditional-aged and adult learners; providing liberal arts and professional programs from undergraduate to doctoral levels; and delivering programs to students at the central La Verne campus as well as regional campuses and satellite class locations throughout California. The university provides a student-centered, values-based, and diverse learning environment. It takes pride in offering small class sizes in a highly personalized setting. The University encourages effective teaching, research, scholarly contributions, and service to the greater community by sharing its academic, professional, and individual resources. The University of La Verne shares four core values that promote a positive and rewarding life for its students through fostering a genuine appreciation and respect for: A Values Orientation. The University affirms a philosophy of life that actively supports peace with justice, the health of the planet and its people. Therefore, in light of this affirmation, it encourages students to become reflective about personal, professional, and societal values. It also encourages values-based ethical behavior. Community and diversity. The University promotes the goal of community within a context of diversity. Therefore, it encourages students to understand and appreciate the diversity of cultures that exists locally, nationally, and internationally. It also seeks to promote appreciation and preservation of biodiversity by helping students understand the impact/dependence of human beings on their environment. Lifelong learning. The University commits itself to promoting education that facilitates lifelong learning. Therefore, it teaches students how to learn, to think critically, to do constructive research, and to access and integrate information in order to prepare them for continued personal and career growth. Community service. The University believes that personal service is a primary goal of the educated person. Therefore, it encourages students to experience the responsibilities and rewards of serving the human and ecological community. ****** A discussion about what is meant by the concept of diversity at the University of La Verne seems a necessary starting place for any conversation on this topic.

7 DRAFT Strategic Plan for Diversity Diversity Definition Diversity is an active and intentional commitment to support and embrace difference and multiplicity for the sake of expanding knowledge, educating capable citizens, developing the whole person, and serving our local and global communities. Promoting and sustaining diversity is a commitment to educational quality, social justice, and the creation of positive, respectful communities. Diversity means more than just acknowledging and/or tolerating difference. Diversity is a set of conscious practices that involve: Understanding and appreciating the interdependence of humanity, cultures, and the natural environment. Practicing mutual respect for qualities and experiences that are different from our own. Understanding that diversity includes not only ways of being but also ways of knowing; Recognizing that personal, cultural and institutionalized discrimination creates and sustains privileges for some while creating and sustaining disadvantages for others; Addressing practices that perpetuate discrimination and unfair treatment while also instituting other practices that support diversity and diverse people. Building alliances across differences so that we can work together to eradicate all forms of discrimination. Academic excellence depends upon an intellectual environment and campus climate that affirms the practices listed above. Diversity plays a critical role in the integrity and intellectual strength of an educational institution. It is through the open exchange of different beliefs, knowledge, experiences, and values that individuals can freely learn, explore, innovate, flourish, and develop the critical thinking skills that will serve them through their life. Diversity allows the campus community to create and share knowledge in a safe, accepting, and nurturing environment. Diversity ensures a pluralistic academic community where teaching, learning, and living occurs in an atmosphere of mutual respect in the pursuit of academic excellence. ***** A commitment to diversity is explicit in the university s mission and values. The purpose of this document is to identify specific core diversity values that are consistent with this mission and to identify a strategic plan to achieve these values. Core Diversity Values The following core values for diversity are asserted. The University is a forum for diverse points of view. One of the missions of a university is to be a forum for the presentation and examination of diverse points of view that is free from political, social and economic pressures. An important component of this is promoting personal growth and a healthy society by challenging stereotyped preconceptions through critical thinking. Academic freedom is the cornerstone of this mission. To fulfill this mission, a university must create an environment supportive of diversity through the engagement and active participation of faculty, students and staff. This forum is particularly beneficial to the student as it promotes critical thinking and analysis from a variety of perspectives.

8 DRAFT Strategic Plan for Diversity Service to our diverse population. The student population at the University of La Verne has become a population that, for the most part, mirrors the diversity of California. The diversity of this population is valued and the University will maintain and cultivate our current student profile. To better achieve this, it must create a campus climate more supportive of diversity. It is important for the university community to enhance the opportunities for all members of our community to fully participate in society. Educating individuals to live in a diverse community. Society is increasingly global and multicultural. Our educational mission requires that our students be comfortable shaping and participating in diverse and multicultural environments and are sensitive to the dynamics of human interactions. The enduring values of human dignity and social justice, a legacy of our founding vision, provide an important moral compass for our educational experience. Diversity Mission Statement ***** The University of La Verne is committed to providing a quality, personalized educational experience for leadership and participation in a diverse society to a student population that reflects the full diversity of this country. This commitment is achieved through creating a climate that supports diversity, social justice, and sensitivity to global interdependence. The University will engage our students, faculty, staff, and the broader external community to achieve this climate.

9 DRAFT Strategic Plan for Diversity Prioritized Initiatives for Given the broad scope of the Strategic Plan for Diversity, and the time and resources that will be required for implementation of the full plan, the following initiatives have been prioritized for immediate action. 1. In support of creating an organizational structure to support diversity goals, and therefore to facilitate the achievement of all other planned goals, it is recommended that a first priority be the creation of the post of Chief Diversity Officer for Equity and Diversity, reporting to the President and Provost, with the appropriate support resources and authority to promote diversity and hold units accountable for their performance. Execution of this initiative will require deliberate conversations about the nature of this position, development of a job description (including the responsibilities and resources to be made available to the CDO), identification and collection of necessary financial resources to allow the CDO to be successful, and a national search to hire a qualified individual. 2. To ensure success of the strategic plan, the President should ensure that appropriate funds are allocated to the specified diversity initiatives both in and on an ongoing basis. 3. To ensure that students, faculty, staff and administration experience the benefits of a university setting in which diversity is celebrated and welcomed, efforts should begin immediately to develop a shared vision of the university s goals for diversity. The forums and discussions regarding the Strategic Plan for Diversity will allow one mechanism for the development of such a shared vision. Additional forums for discussion and exploration of such ideas, academic, co-curricular, and procedural, should also be conducted. 4. To maintain and further enhance the experiences of students at the University, the support services available to students, especially our first generation and ethnically diverse students, should be expanded. Additional staff (e.g., in the Office of Multicultural Services), resources, and programming for students should be provided. 5. To address the role that administrators can play in enhancing the campus climate, improving the recruitment and retention of diverse students and faculty, and foster a curriculum and scholarship consistent with diversity goals, it is recommended that a training program specifically for Deans and other upper administrative personnel be offered. If space is available, Department and Program Chairs might also be included in such a training. An expert on diversity trainings and facilitation of diversity initiatives within university settings should be sought for such training.

10 DRAFT Strategic Plan for Diversity To improve the representation of diversity faculty, staff, and administration, it is recommended that the University develop a human resources procedure for insuring that diversity-related initiatives are followed during the hiring process for all hires, in coordination with, and with oversight by, the CDO. Previously, a volunteer diversity advocate training program was developed such that search committees wishing to have a member representing such positions would have an available pool of potential committee members. It is recommended that a more in-depth certification program for potential diversity advocates be developed, with more intensive training about ways that members could intervene and cooperate with search committees to facilitate the goal of increasing the representation of diverse faculty, staff, and administrators. Diversity advocates from among the staff and administration would be trained and a diversity advocate would be required for each hiring decision (with a staff advocate serving for searches of staff positions, a faculty advocate serving for searches of faculty positions, and the CDO serving as the advocate for senior administrative searches). 7. To engage the broader external community in diversity-work, it is recommended that a Community Advisory Board on Diversity, consisting of prominent leaders from the broader community, be created to provide an external voice that will ensure that the university s diversity initiatives are informed by the issues arising in the community. Ways to foster interactions between faculty and staff and this Board (including inclusion of such individuals within the Board constitution) should also be considered. 8. To ensure success of the broad Strategic Plan on Diversity, a time line for the implementation of additional initiatives should be developed. This would likely be coordinated by the CDO in consultation with faculty, students, staff, and administration. 9. To ensure success of the broad Strategic Plan on Diversity, a series of benchmarks that can be assessed and review quarterly and/or annually should be developed. Further, the assessment and evaluation of progress in each of these benchmarked areas should begin within this first year. Such benchmarks may include indices of student access and success (e.g., student demographics and success statistics), climate (e.g., student, staff, faculty satisfaction), curriculum, and institutional viability (e.g., staff and faculty diversity, hiring, turnover).

11 DRAFT Strategic Plan for Diversity Full Strategic Plan for Diversity Goal 1. Create a welcoming campus climate Objective Collect data to assess progress and concerns of groups Conduct bi-annual campus climate surveys for students, classified staff, administrative/professional staff, faculty, and part-time faculty. Publically disseminate results of campus climate surveys Ensure that results from campus climate surveys are considered in strategic and budgetary planning. Responsibility: Educational Effectiveness Committee, Vice President of Assessment, Provost, President, CDO Objective Develop diversity training and educational activities for faculty and staff Provide orientation for new hires with regard to harassment policies and diversity sensitivity Require regular training regarding sexual harassment for those in supervisory roles Provide (optional or required, for discussion) regular opportunities for diversity education, anti-discrimination training Academic units (e.g., colleges, departments, programs) plan and implement regular symposiums, panels, or other forums that address diversity-related topics Responsibility: CDO, Human Resources, Colleges, Departments, Programs Objective 1.3 Offer student-focused diversity programs and events Offer diversity retreats for discussion and exploration of multicultural issues Provide support for affinity groups to gain understanding of their own culture and that of others Maintain Cultural Graduation Celebrations with adequate support to have appropriate programming and raise awareness of the programs Maintain and enhance diversity related programming in resident halls Maintain and enhance discrimination response training for diverse students, sharing policies and procedures Provide monetary support for, and offer, programming on diversity on an ongoing basis (including academic and nonacademic presentations) Responsibility: Office of Multicultural Services, Student Affairs, Student Housing and Residential Education, CDO, Colleges, Provost

12 DRAFT Strategic Plan for Diversity Objective 1.4 Create cultural spaces for diverse communities Provide space and funding for, for example, Latino Student Union, Black Student Union, Asian Student Union, Rainbow Alliance Center, Women s Center Provide space and funding to allow for cultural resource library (books, videos, magazines, journals, etc) within cultural spaces Responsibility: CDO, Facilities, Student Affairs Objective Represent diversity in campus art and architecture In new architectural planning and art acquisitions, diverse communities will be considered and choices made will reflect the diverse constituency of the campus community With currently existing facilities, conduct a walk-around assessment to ensure that spaces are visually and physically welcoming for individuals of culturally different backgrounds and make necessary corrections as deficits are identified Responsibility: Facilities, President, CDO Objective 1.6 Include cultural competency component in all performance evaluations Develop cultural competency objectives and incorporate into the performance evaluation process for staff and the tenure and promotion process for faculty Train supervisors and Faculty Personnel Committees to appropriately evaluate cultural competence Clearly articulate cultural competence expectations to all employees Responsibility: CDO, Human Resources, supervisors, Faculty Personnel Committees Objective 1.7 Create a University-wide diversity communication plan Develop and maintain an events calendar on the University website that lists all diversityrelated campus activities Distribute a monthly to the campus community that lists diversity-related activities Responsibility: Web Designers, CDO

13 DRAFT Strategic Plan for Diversity Objective Represent diverse members of community in printed materials and on the University website Develop diversity guidelines for all printed materials (including the University website) Communicate diversity guidelines to the campus community Provide training for representing diverse members of the community in printed materials Responsibility: CDO

14 DRAFT Strategic Plan for Diversity Goal 2. Recruit and retain a diverse student body Objective 2.1 Maintain and enhance outreach and recruitment initiatives to diverse communities Create a pipeline program with local K-12 schools and community colleges that focus on recruitment of diverse populations Expand the Master s Academy outreach program with local churches for recruitment of diverse 8 th -11 th graders Expand the LEC s Bridge Program Expand the CBPM and CAS summer residential student programs Expand the Title V Cooperative grant Develop additional outreach and recruitment initiatives focused on diverse schools and community colleges Responsibility: CDO, Provost, Admissions, Colleges, Enrollment Management, Alumni Relations Objective 2.2 Increase recruitment staff focused on diverse populations Responsibility: CDO, Admissions Objective Increase involvement of currently enrolled diverse students in new student recruitment through community outreach and other activities Responsibility: CDO, Admissions Objective Develop and increase scholarship programs for the recruitment and retention of diverse student populations Responsibility: CDO, Admissions, University Advancement Objective Develop and increase outreach in Spanish for families of potential students for the purpose of recruitment and retention of diverse student populations Develop Spanish versions of admissions related web pages for Spanish speaking family members of potential applicants Develop other admissions materials (pamphlets, videos) in Spanish for recruitment Develop additional programs for outreach and orientation that addresses the interests and questions of family members of potential students Develop documents summarizing key academic and financial aid policies (drop, withdraw, etc.) in Spanish to facilitate family members understanding of the academic process

15 DRAFT Strategic Plan for Diversity Responsibility: CDO, Admissions, Academic Support and Retention Services, Financial Aid, Enrollment Management Objective 2.6 Maintain and expand the cultural affinity alumni networks for both the recruitment and retention of diverse students Develop scholarship programs Develop and maintain a mentoring program Develop and enhance a speaker network with alumni Develop and enhance internship opportunities with alumni Responsibility: Office of Multicultural Services, CDO, University Advancement, Alumni Relations Objective 2.7 Maintain and expand the First Generation Student Success Program to provide support for first generation students Develop scholarship programs Develop and maintain a mentoring program Develop and maintain workshops Increase parental involvement in program Increase evaluation of the success of the program Responsibility: Office of Multicultural Services, CDO Objective Develop and enhance mentoring programs for diverse student populations Develop the program Provide appropriate funding, space, and staffing for the program Evaluate the success of the program Responsibility: Provost, CDO, Student Affairs Objective 2.9 Develop a multicultural student leadership program Develop the program Provide appropriate funding, space, and staffing for the program Provide resources to allow student participation in national leadership conferences Evaluate the success of the program Responsibility: Office of Multicultural Services, CDO

16 DRAFT Strategic Plan for Diversity Objective 2.10 Maintain and further develop academic support programs for diverse students Maintain and expand support programs including for example the Learning Enhancement Center, the Transfer Center, Disabled Student Programs and Services Develop appropriate support programs including for example, MESA Program, Puente Program, Extended Opportunity Programs and Services (EOP&S), TRIO/ASPIRE, CalWorks, CARE Provide appropriate funding, space, and staffing for the programs Evaluate the success of the programs Responsibility: Provost, Academic Support and Retention, Student Affairs, CDO

17 DRAFT Strategic Plan for Diversity Goal 3. Recruit and retain a diverse faculty, staff, and administration Objective 3.1 Increase hiring of diverse faculty, staff, and administrators Develop a human resources procedure for insuring that diversity-related initiatives are followed during the hiring process for all hires (including all faculty, staff, and administrative positions), in coordination with, and with oversight by, the CDO To improve advertisement and recruitment, develop and implement strategies to improve the search process for hiring diverse faculty, staff, and administration Require that a diversity representative from outside the unit be assigned to each committee to ensure fair consideration of diversity-related issues in the search process For on campus interviews, ensure that at least one diverse candidate is brought to campus Develop a resource pool to allow for successful competition for diverse candidates (e.g., to allow for higher salaries to match competing offers, to provide additional incentives to compete for a diverse candidate) Implement training program to educate individuals in key decision making roles about actions that can be taken to increase recruitment of diverse candidates Investigate and consider becoming an Affirmative Action employer Evaluate the ongoing success of the University in hiring diverse candidates into faculty, staff, and administrative positions Responsibility: CDO, Human Resources, Deans, President, Provost, Unit Directors Objective Increase retention of diverse faculty, staff, and administrators Develop and implement a comprehensive retention plan for faculty, staff, and administration Evaluate and enhance the grievance and complaint process to ensure that diversity-related issues are appropriately addressed Develop a diversity-related mentoring program to enhance the retention of diverse faculty, staff, and administrators Ensure that diversity issues are incorporated into orientations for new faculty, staff, and administration Reward units that are successful in recruitment and retention of diverse personnel (e.g., through additional resources) and assist those that are not (e.g., through additional training and support) Develop a resource pool to foster the retention of diverse personnel (e.g., to allow for salary matches for competing job offers, to provide additional incentives to retain a diverse candidate) Implement training program to educate individuals in key decision-making roles about actions that can be taken to increase retention of diverse candidates

18 DRAFT Strategic Plan for Diversity Encourage units to incorporate consideration of diversity-related contributions (e.g., in service, scholarship, teaching) in annual evaluations and tenure and promotion evaluations Conduct regular evaluation of compensation of faculty, staff and administration for discrepancies related to diversity factors (e.g., gender, race) and make results of such evaluations public to the university community Design and execute an exit interview process to identify factors related to the departure of faculty, staff, and administers from La Verne Evaluate the ongoing success of the University in retaining diverse faculty, staff, and administrative personnel Responsibility: CDO, Human Resources, Deans, President, Provost, Unit Directors

19 DRAFT Strategic Plan for Diversity Goal 4. Ensure that curriculum supports and reflects the goals of diversity Objective 4.1 Given that an inclusive learning experience is beneficial for all students, support and further develop a plan to for diversity-related curriculum development efforts. Evaluate the extent to which diversity is incorporated into the current curriculum Establish a plan, including incentives, to support curriculum transformation efforts directed at diversity, especially targeting areas where diversity curriculum could be advanced Establish a resource pool to fund the enhancement of the transformation skills of faculty with regards to diversity Develop resources to support transformation of courses, for example development of a diversity teaching center (with books and other resources, with personnel for support) Begin ongoing assessment of the transformation of curriculum to incorporate diversity Evaluate the current process for including diversity within the GE requirements and consider modifications if necessary Responsibility: CDO, Provost, Deans, Department Chairs, Faculty Objective Continue acquisition of resource materials focused on diversity related topics. Assess the scope of the current holdings and identify areas of need of enhancement Provide appropriate funding and staffing for acquisition of materials (e.g., in university library and in CDO office) Evaluate the success of acquisitions (usage of acquired materials, continued need for improvement) Responsibility: CDO, Provost, Deans, Library Staff, Department Chairs

20 DRAFT Strategic Plan for Diversity Goal 5. Create an organizational structure to support diversity goals Objective 5.1 Create the post of Chief Diversity Officer for Equity and Diversity, reporting to the President and Provost with the resources and authority to promote diversity and hold units accountable for their performance Develop a job description, including the responsibilities and resources for the CDO, and obtain necessary resources to hire a CDO Conduct a national search and hire a qualified individual. Responsibility: Provost, President, Human Resources, Working Group Objective 5.2 Integrate Diversity Strategic Plan into University s general strategic plan Ensure that the official university strategic plan incorporates the diversity strategic plan Ensure that each unit (e.g., college, department, program, administrative unit) incorporates diversity in a meaningful way into its strategic plan Responsibility: Provost, President, CDO Objective 5.3 Develop and update university policies to ensure that diversity is supported on campus Each unit on campus will review policies within its jurisdiction to ensure that diversity is treated appropriately and make necessary updates (should include both anti-harassment and diversity inclusiveness) The university will adopt antidiscrimination policies (where not already in place) and make these visible through the university s web pages Responsibility: Provost, President, CDO, all university units Objective 5.4 Increase the visibility of diversity initiatives on campus Conduct campus-wide forums for discussion and explanation of diversity strategic plan Conduct annual presentations on the diversity initiatives and progress to date to the university community Provide an overview of the diversity initiatives to new faculty, staff, and administrative hires during orientation Provide an overview of the diversity strategic plan on the university s web page Create a web page for the CDO which describes the activities, responsibilities, and resources of the office Create a diversity calendar online which lists all diversity-related events on campus with open attendance (e.g., symposium, workshops, panel discussions, trainings) Responsibility: Working Group, CDO

21 DRAFT Strategic Plan for Diversity Objective 5.5 Develop a grievance and support process for diversity related issues Create a university ombudsperson for conflict resolution Develop policies regarding grievances and/or harassment and the procedures for addressing these Publicize and make available information on university grievance processes through human resources, student services offices, and university web pages Responsibility: Working Group, CDO Objective 5.6 Develop a mechanism for anonymous feedback to the university community regarding diversity issues Responsibility: CDO Objective 5.7 Develop partnerships with other institutions of higher education and professional academic organizations that promote diversity Identify potential institutions and organizations Explore possible collaborations Responsibility: President, Provost, CDO Objective 5.8 Ensure that budgetary process appropriately prioritizes diversity initiatives Provide CDO with a meaningful voice during budgetary planning meetings and in decision making regarding annual budgets Allocate base resources on an on-going basis to support diversity initiatives and goals Ensure that the office of the CDO has appropriate resources to foster diversity-related events and policies across campus and in the community Responsibility: President, Provost, CDO Objective 5.9 Ensure University business practices are consistent with diversity values Encourage contract relationships with diverse vendors Work with business associates and other networks to publicize opportunities at La Verne Ensure that organizations contracting with La Verne have appropriate diversity related policies and practices Responsibility: President, Provost, CDO, Accounting

22 DRAFT Strategic Plan for Diversity Objective 5.10 Develop a detailed plan between university leadership and university advancement to facilitate diversity related initiatives Ensure that university advancement prioritizes diversity related initiatives in fund raising goals Prioritize diversity initiatives in capital campaign solicitations Work with business associates and other networks to publicize opportunities at La Verne Ensure that organizations contracting with La Verne have appropriate diversity related policies and practices Responsibility: President, Provost, CDO, University Advancement

23 DRAFT Strategic Plan for Diversity Goal 6. Foster, promote and support research on diversity Objective 6.1 Support and enhance a plan to evaluate the needs and services currently provided on campus related to diversity Ensure that institutional research and other university units prioritize evaluation of diversity-related campus needs and ongoing diversity related initiatives Ensure that there is collaboration to allow appropriate evaluation of initiative success within each university unit Provide appropriate funds and support to allow research on campus climate, success of current projects, and underserved needs within the community Provide annual updates and reports on progress on Diversity Strategic Plan initiatives to the broad university community Reports from previous annual reviews on diversity-related initiatives should be considered and incorporated into institutional planning Responsibility: President, Provost, CDO, Institutional Research, University units Objective 6.2 Support and enhance a plan to foster and support research on the topic of diversity Develop grant and stipend programs designed to support research and scholarship on diversity related topics conducted by faculty and students Develop an awards program to support and recognized ongoing research and scholarship on the topic of diversity by faculty and students Enhance the visibility of research and scholarship on diversity-related topics being conducted by faculty and students Provide support for grant seeking activities related to diversity topics Responsibility: President, Provost, CDO, College Deans

24 DRAFT Strategic Plan for Diversity Goal 7. Engage the broader external community in diversity-related work Objective 7.1 Develop and promote community connections and collaborations to promote and support diversity and issues of social justice Communicate the university s commitment to the core value of diversity to all communities Partner with industry, non-profits and local government to support and coordinate diversity efforts at La Verne and in the community Act as a diversity resource for the local community Develop partnerships with institutions of higher education and professional academic organizations to promote diversity Responsibility: College Deans CDO, President, Provost, Alumni Relation, University Advancement, Objective 7.2 Engage with local diversity organizations and diverse local communities as part of learning, teaching, and research practices. Institutionalize and provide stable support for diversity-related community-based collaborations Enhance and further develop diversity-related service learning and internship opportunities for students Create and encourage diversity-related outreach programs and projects among faculty and students Establish a speakers bureau including diversity-related topics to allow La Verne faculty and staff to give presentations to community groups Enhance partnerships with K-12 schools in the community to promote and collaborate on diversity-related issues Publicize the collaborations between La Verne and community agencies to enhance awareness of the University s commitment to diversity Responsibility: CDO, Alumni Relations, Public Relations, College Deans, General Education Director, Campus Minister, Student Affairs

25 DRAFT Strategic Plan for Diversity Objective 7.3 Create a Community Advisory Board on Diversity, consisting of prominent leaders from the broader community, to provide an external voice that will ensure that the university s diversity initiatives are informed by issues arising in the community. Gather advice on diversity initiatives and their implementation from Board to allow a broader perspective on diversity issues as they relate to specific communities Invite the Board to help La Verne identify resources and opportunities in the community for further developing the strategic plan for diversity Invite the Board to help La Verne identify resources and opportunities within the community for fundraising Encourage Board members to serve as a voice to the broader community relaying information on La Verne and the University s commitment to diversity Responsibility: CDO, President, Provost, Alumni Relations, Public Relations, Board of Trustees