ASPIRE: A Strategic Plan for Inclusion, Respect & Equity

Transcription

1 ASPIRE: A Strategic Plan for Inclusion, Respect & Equity Dawn K. Lewis, Ph.D., Assoc. Professor of Kinesiology, California State University, Fresno Jenelle S. Pitt, Ph.D., Asst. Professor of Counselor Education and Rehabilitation, CSU Fresno Cynthia Teniente-Matson, Ed.D., President, Texas A&M University, San Antonio A Presentation to Association of American Colleges and Universities (AAC&U) - Diversity, Learning, and Student Success: Assessing and Advancing Inclusive Excellence Conference, March 27, 2015, San Diego, CA

2 Why Diversity Matters (2:00 min video) Watch Fresno State s Why Diversity Matters video at or 2 Diversity Matters at Fresno State

3 3 Headline News

4 4 National Initiative

5 Fresno State s Prompt for Action An ongoing campus initiative Diversity Task Force Report (2007) Personnel Diversity Task Force Report (2011) President s Commission on Human Relations and Equity (PCHRE; 2011-present) Evolving student demographics Faculty, staff and administrator demographics Community interests and outcry 5

6 6 Charge of The President s Commission on Human Relations and Equity (PCHRE) Develop a comprehensive three to five year Diversity Plan for the university to include elements such as: Affirm the President s Diversity Statement, and align the Diversity Plan with the University Strategic Plan. Create a Diversity Plan that is dynamic and reflects the rich and diverse experiences, values, world views and cultures that make up humanity. Review and discuss other institutions Diversity Plans, planning processes, and best practices. Discuss the research, theory and writing on diversity issues in higher education.

7 7 Charge of The President s Commission on Human Relations and Equity (continued) Following development and implementation of the Diversity Plan, the PCHRE shall be responsible on an annual basis to: Submit an annual Diversity Report to the President, university community, accrediting bodies and other relevant groups.

8 8 Unique Attributes of The President s Commission on Human Relations and Equity (continued) Led by an administrator (not a Chief Diversity Officer) Cross-sector thematic approach Cross-sector buy-in activities Use of an external consultant Support staff to do the work in the background Commitment, resources and presence of the President

9 9 31 Commission Members 3 6 Chair, Vice President of Administration Associate Vice President for Academic Personnel Vice President Student Affairs Director of Institutional Effectiveness Associate Vice President of Human Resources Student-Athlete Services Director, Cultural Heritage Institute Director, Services to Students with Disabilities Dean, appointed by Provost (2-year term) 2 staff: (one serving a 2-year term and one serving a 3-year term) 5 faculty, including the Chair of the Senate Faculty Equity & Diversity 7 Subcommittee (CFED), two faculty serving 2-year terms, and two faculty serving 3-year terms 2 2 student representatives (ASI president and graduate student) 2 At-Large appointments, serving 2- and 3-year staggered terms 3 1 At-Large Provost appointment, serving a 2-year term community members

10 10 Working Definitions CULTURAL COMPETENCE: The state of having and applying knowledge and skill in four areas: awareness of one's own cultural worldview; recognition of one's attitudes toward cultural differences; realization of different cultural practices and worldviews; and thoughtfulness in cross-cultural interaction. Over an extended period of time, individuals and organizations develop the wisdom and capability to: 1) examine critically how cultural worldviews influence perceptions of power, dominance and inequality; and 2) behave honorably within the complex dynamics of differences and commonalities among humans, groups and systems. DIVERSITY: Individual differences (e.g., personality, language, learning styles, and life experiences) and group/social differences (e.g., race/ethnicity, class, gender, sexual orientation/sexual identity, country of origin, and ability status as well as cultural, political, religious, or other affiliations) that can be engaged in the service of learning. INCLUSION: The active, intentional, and ongoing engagement with diversity in people, in the curriculum, in the co-curriculum, and in communities (intellectual, social, cultural, geographical) with which individuals might connect in ways that increase one s awareness, content knowledge, cognitive sophistication, and empathic understanding of the complex ways individuals interact within [and change] systems and institutions.

11 11 Working Definitions (continued) EQUITY (student focus): The creation of opportunities for historically underrepresented populations to have equal access to and participate in educational programs that are capable of closing the achievement gaps in student success and completion. EQUITY (employee focus): The creation of opportunities for historically underrepresented populations of employees (faculty and staff) to have equal access to professional growth opportunities and resource networks that are capable of closing the demographic disparities in leadership roles in all spheres of institutional functioning.

12 12 Naming the Strategic Plan: ASPIRE

13 13 ASPIRE Themes A short video

14 14 Draft Diversity Plan (2:18 min video) Watch Fresno State s Draft Diversity Plan video at To view Fresno State s ASPIRE brochures, visit

15 15 Theme One: SUPPORTING STUDENT ACCESS AND EDUCATIONAL SUCCESS Capacity Expand the university s capability to improve access & success Goals Overall Objectives Strategies Suggested Actions Measures of Success Knowledge Enrich the knowledge of the campus community about how they can support success efforts Awareness Raise Awareness of the regional & campus communities of the university s active commitment to attract a student body that reflects the broad diversity of the region, the nation and the globe

16 16 Theme Two: RECRUITING, DEVELOPING AND SUPPORTING EMPLOYEES Capacity Establish a campus environment that attracts, supports and retains a talented and culturally competent workforce by implementing policies and practices that significantly reduce inequities Goals Overall Objectives Strategies Suggested Actions Measures of Success Knowledge Develop and facilitate implementing strategies that enhance the creation of a diverse workforce by educating hiring officials Awareness Raise the awareness of the campus community of any critical disparities in hiring, promotion and advancement across the employee ranks

17 17 Theme Three: PROMOTING AND SUPPORTING EXCELLENCE IN TEACHING AND SCHOLARSHIP Capacity Support faculty in addressing teaching a broadly diverse student body Goals Overall Objectives Strategies Suggested Actions Measures of Success Knowledge Support faculty in their pursuit of developing teaching practices that show improvements in student learning Awareness Raise the awareness of the campus community of the value of diversity as an intellectual pursuit by illustrating existing and uncovering new relationships

18 18 Theme Four: AFFIRM A CAMPUS CULTURE OF INCLUSION, RESPECT, AND EQUITY Capacity Connect the various cultures of the campus community Goals Overall Objectives Strategies Suggested Actions Measures of Success Knowledge Build the intellectual agility of the campus community to make excellence inclusive at the personal level and in their roles as students, faculty members, staff, administrators Awareness Achieve a Culture of Quality Understanding of Inclusion, Respect and Equity (Acquire)

19 19 ASPIRE Themes Theme One: Supporting Student Access and Educational Success Theme Two: Recruiting, Developing and Supporting Employees Theme Three: Promoting and Supporting Excellence in Teaching and Scholarship Theme Four: Affirm a Campus Culture of Inclusion, Respect and Equity

20 Roadmap for Shared Governance Commission membership (see slide 9) Consultation with 55+ campus and community groups (see next slide) more than 700 persons consulted feedback collected and summarized Cultural Competence Subcommittee Chaired by chair of Senate s CFED (a construct expert) & external consultant Website Feedback Form 20

21 21 Shared Governance: Consultation (2012) Vice President for Advancement Team 8 LGBTQ Allies Network 12 Administrative Managers 35 Joint Labor Council 5 University Student Union Productions 25 Student Open Forum 6 Staff Assembly 4 Auxiliary Management Team 8 Disability Interest Group 16 AFSA, BFSA, LFSA, RACE Forum 5 Administrative Services Division-Wide Meeting 194 Student-Athlete Advisory Council 30 Graduate Coordinators 25 Graduation Fair 10 President's Lunch Group 9 College/School Executive Committees 8 Untenured Faculty Organization (UFO) 6 University Community Open Forum 2 Open Campus Forum 10 Alumni Association 25 University Student Union Board 9 Committee for Faculty Equity and Diversity (CFED) 4 Student Open Forum 1 Committee for Faculty Equity and Diversity (CFED) 6 Provost's Leadership Team/Associate Deans 25 Executive Committee of the Academic Senate 13 Student Affairs Leadership Team 27 Academic Senate 51 Department Chairs 12 Administrative Roundtable 80 Associated Students Meeting 20 Open Campus Forum 10 Open Campus Forum 3 President's Committee on Disabilities 11 Total 715

22 22 Battle Diversity Fatigue It s real and should be recognized How to share the workload (an ongoing discussion) Importance of comradery

23 23 Engaged Champions Checking egos at the door Taking the hard knocks Active and open listening The cheer squad

24 24 ASPIRE in Action

25 25 ASPIRE Initiatives, Activities & Reports Web presence Walk Through Campus Diversity Audit Diversity Forums Civility Online Module ASPIRE Resource Team Faculty and Staff recognition Across the Campus recognitions Diversity Inventory Survey Campus Climate Survey & Qualitative Study Annual Report National Awards and Recognitions

26 26 ASPIRE Initiatives, Activities & Reports Education Course Redesign Richter Center for Service Learning & S-Courses DISCOVERe Hub (student diversity training) Tablet Initiative Faculty training (CSALT/TILT) CLASE (Commitment to Latino/a Academic Success & Excellence) African American EDGE Scholars Fresno Language Project (student-led initiative in Marketing course) Watch video at Cultural Competency Initiative for faculty (under construction) Faculty highlights (on web)

27 27 ASPIRE Initiatives, Activities & Reports

28 28 Activities Under Development Programs that inspire dialogue, build relationships and provide hands-on opportunities for students, faculty and staff to engage and learn from one another Cultural Campus Climate Qualitative Study Gender Neutral Restrooms Prayer Space

29 29 Moving to the Future: Challenges & Opportunities Challenges A recovering University budget Changes in University leadership Changes in PCHRE leadership and membership Develop and reinforce the ASPIRE Reporting Framework Recapture ASPIRE connection with the external community Opportunities Transparency and visibility as allies Continue to capture and capitalize on campus and grassroot buy-in Past members are continued Champions

30 Thank You Questions? Want More Information? Visit our website at: Dawn Lewis, Jenelle Pitt, Cynthia Teniente-Matson, 30