Overall, the Division of Administration and Finance has successfully achieved their goals. In the instances where goals were partially achieved, progress continued to be made. In another instance, they were waiting for an assessment instrument from the Office of Institutional Diversity. The Division of Administration and Finance has used information furnished by Academic Affairs to track staff employment diversity within the division on a semi-annual basis. The Division of Administration and Finance has instituted a continual learning process by which every employee will be involved in some sort of diversity training every quarter. The A&F Point Person has also continued to advise the Division Directors to seek the advice of Affirmative Action with any concerns in this area. Each area has designated one individual to review their area s website to ensure views of diversity of on campus. The specific goals and assessment for each goal is below. Campus Climate Create within Administration and Finance a clear statement of how this unit contributes to a diverse and inclusive campus. January Status of Goal No progress Projected Status of Goal by April 2008 A&F Point Person will have a draft statement ready for review by the A&F Directors. Statement is in preparation stage.
Campus Climate Conduct a climate assessment to determine if current practices used with purchase orders, tech support, HR, bursar s, etc. are serving all students, clients, faculty and staff well. January Status of Goal Various assessment instruments exist that will provide this information. A&F would like to know if OID is planning on recommending or providing the assessment tool to complete this objective. Projected Status of Goal by April 2008 Waiting for recommendation from ID 2
Campus Climate Develop a safe environment for all Administration and Finance personnel to have facilitated conversations about their questions and concerns related to diversity issues. January Status of Goal Employees and supervisors are regularly advised by HR and A&F Directors to report questions and concerns to Affirmative Action. For those individuals who are concerned about anonymity, OSU provides the Confidential Reporting System. Projected Status of Goal by April 2008 Action Completed 3
Campus Climate Provide orientation for all who work in Administration and Finance about the importance of their personal and professional commitment to diversity as part of the expectation in their role as a member of this unit. January Status of Goal Projected Status of Goal by April 2008 OSU Human Resources provides New Employee Orientation for all new staff employees. A segment of that program is given by Affirmative Action staff. Over 90% of all new employees attend New Employee Orientation. 4
Recruitment and Retention Develop strategies to recruit and retain administrators, staff and students so that employees in Administration and Finance get closer to the representation of the diversity of people in the state of Oklahoma. Build relationships with diverse staff, student and professional organizations so members will see Administration and Finance as a welcoming place to work. Review diversity information and request assistance from the Office of Institutional Diversity in identifying candidates for all higher level exempt positions Request and review diversity ledger information on staff for past five years by each major unit and division as a whole to track progress Review all A&F websites to ensure views of diversity on campus January Status of Goal A&F is awaiting diversity information from the Office of Institutional Diversity that will enable A&F to determine areas of greatest need to reach representation of diversity of people in the state of Oklahoma. A&F has discussed the need for this information with OID several times but has received only diversity numbers with no comparison to diversity in Oklahoma. Projected Status of Goal by April 2008 A&F will designate one person from each area to review that area s website to ensure views of diversity on campus. A&F received diversity information and has compiled charts to track diversity employment in each of the key A&F areas. This information will be provided and reviewed every six months. A&F departments designated one person from each area to review that area s website to ensure a diverse view of the campus. 5
Professional Development Provide professional development to increase the knowledge and understanding of diversity and inclusion. Encourage every employee to participate in at least one diversity seminar offering each year (may be part of regular departmental training) January Status of Goal A&F Directors have agreed that every employee will participate in at least one diversity seminar offering each year. Attendance will be tracked by HR Training Services and review on a quarterly basis. Projected Status of Goal by April 2008 Each A&F Director has committed to training at least annual. Several of the areas have developed on-line training information and requested each employee completed that training similar to the quarterly safety training. When complete, the area certifies to the A&F Point Person that training is complete. 6
Professional Development Develop educational training that sensitizes all employees of Administration and Finance to the language barriers that many of their clients, technical support and students may encounter. Continue to provide variety of sessions focused on diversity and multicultural sensitivity Ensure diversity in trainers Encourage staff to participate and contribute to University activities and events featuring diversity and multiculturalism January Status of Goal HR Training works with OID to develop, advertise, and enroll employees in new diversity classes. Currently we have five diversity seminars scheduled (ADA, Journey to Inclusion, and Respect for Diversity). However, primary responsibility for diversity training is now vested and funded in OID. HR Training is diligently searching for more diverse trainers in regularly offered programs. Presently we have about seven although we do not always know their background. Staff are encouraged to participate in diversity and multiculturalism programs with appropriate credit given towards certificate programs. Projected Status of Goal by April 2008 Action Complete. 7
Partnerships Encourage the building of partnerships with businesses that represent a diverse group of owners and operators. Provide training for developing competitive bids for Oklahoma State University. Request department providing listing of possible vendors for RFPs to include minority vendors Continue to participate in minority vendor recruitment fairs January Status of Goal Projected Status of Goal by April 2008 Long Range Facilities Planning has been active in several areas to promote minority contractors to bid on OSU projects. LRFP set-up a booth at the 29th Annual Oklahoma Minority Supplier Development Council Business Conference and Opportunity Fair last year. In addition, information on projects was sent to over 400 minority contractors. Newspaper ads were placed in the Tulsa World, The Oklahoman, and the Stillwater NewsPress. The MBE on the Multimodal is 5.9%; Classroom Building, 16.75%; and Murray Hall, 25%. 8