Bey nd the NUMBERS KCTCS 2010-16 DiveRSity Action Plan for inclusion, engagement, and equity (IE 2 ).
A MESSAGE FROM THE PRESIDENT At the Kentucky Community and Technical College System (KCTCS), we take great pride in our commitment to diversity. Beginning in 1998 when the system was born, the first KCTCS Board of Regents issued a resolution indicating a strong commitment to embrace and value diversity in its broadest sense. Since that time, we have continued to build to make strides to solidify that commitment. The 2010-16 KCTCS diversity action plan for inclusion, engagement and equity, entitled Beyond the Numbers, is designed to promote an institutional, cross- functional, collaborative approach to advance diversity. To accomplish this, the plan comprises the following distinct yet interrelated priority areas: Student Access and Success Education, Scholarship and Service Campus Climate Institutional Leadership and Transformation I invite you to join me in transforming KCTCS into an environment that supports and empowers our inclusive community of learners. To learn more, please visit our website at kctcs.edu or contact one of our Directors of Cultural Diversity at the System Office or the community and technical college near you. Michael B. McCall, Ed.D. KCTCS President 1 P age
ABOUT THE KENTUCKY COMMUNITY AND TECHNICAL COLLEGE SYSTEM The Kentucky Community and Technical College System (KCTCS) is the newest postsecondary education institution in the Commonwealth. The Kentucky Postsecondary Education Improvement Act of 1997 (House Bill 1) created KCTCS. Our 16 colleges and almost 70 campuses are deeply rooted in the educational history and tradition of Kentucky. July 1, 2008, marked the 10th anniversary of the unification of Kentucky s postsecondary community colleges and technical institutions, some dating back to the early 1900s. KCTCS is the largest postsecondary education and workforce- training provider in the Commonwealth. In Your Community From Ashland to Paducah, from Covington to Bowling Green, from traditional classrooms to online learning, KCTCS colleges are strategically located to provide accessible education and workforce training that is relevant and responsive to the needs of students, business and industry leaders, and the communities they serve. Credentials KCTCS offers certificates (some attainable in a minimum of six weeks) and diplomas, as well as two- year associate degrees in over 600 credit program offerings. The baccalaureate transfer program, the most popular course of study, allows a student to earn an associate degree at a KCTCS college and then transfer to a four- year Kentucky institution. Focus on Workforce While emphasizing its historical mission to provide general education, KCTCS is expanding its focus on occupational/technical education. In the past 10 years, KCTCS has become the largest provider of postsecondary education and workforce training in the Commonwealth, and KCTCS colleges have provided workforce services to over 5,000 businesses and industries. 2 P age
KCTCS: Vision, Mission and Values VISION KCTCS envisions its leadership as the nation s premier community and technical college system. MISSION KCTCS, dedicated to improving the employability and quality of life of Kentucky citizens, is the Commonwealth s primary provider of: College and Workforce Readiness Transfer Education Workforce Education and Training VALUES KCTCS embodies the highest ideals and integrity, demonstrated in: Responsiveness to students, employers and communities Access with innovative and flexible delivery Trust, respect and open communication Continuous improvement Inclusion, multiculturalism and engagement 3 P age
KCTCS 2010-16 STRATEGIC PLAN STRATEGIC GOALS OF KCTCS KCTCS engages its employees, students, staff and community to realize goals that will: Advance excellence and innovation in teaching, learning and service. Increase student access, transfer and success. Cultivate diversity, multiculturalism and inclusion. Enhance the economic and workforce development of the Commonwealth. Promote the recognition and value of KCTCS. 4 P age
KCTCS 2010-16 STRATEGIC PLAN PERFORMANCE MEASURES STRATEGIC GOAL MEASURE Advance excellence and innovation in teaching, learning and service. Engagement Licensure/Certification Pass Rate Increase student access, transfer and success. Developmental Education Success Rate Participation Rate Credentials Persistence Rate Transfer Cultivate diversity, multiculturalism and inclusion. Student Diversity Index Employee Diversity Diversity Persistence Rate Enhance the economic and workforce development of the Commonwealth. High Wage/High Demand Completions Workforce Conversion Rate Wage Index Promote the recognition and value of KCTCS. Financial Contributions Media Focus 5 P age
KCTCS BOARD OF REGENTS Mr. Porter G. Peeples, Sr., Board Chair President/CEO Urban League of Lexington Ms. Marcia L Roth, Board Vice Chair Executive Director Mary Byron Foundation Mr. Jackie B. Cecil, Board Secretary Director of Human Resources Big Sandy Community and Technical College Mr. Richard Bean Retired, Banking Industry Mr. Elijah Buell, Jr. Professor of Business Administration Southeast Kentucky Community and Technical College Mr. Robert G. Cooper Vice President Public Finance of J.J.B. Hilliard, W.L. Lyons Ms. Carolyn E. Betsy Flynn President, Chief Executive Officer and Chair Community Financial Services Bank Mr. Michael Ginsberg, Ph.D. Associate Professor Jefferson Community and Technical College Ms. Gail R. Henson, Ph.D. Professor and Chair, Department of Communications Bellarmine University Ms. Jan M. Hite Student Henderson Community College Ms. Barbara A. Hoskins Director of Professional and Organizational Development Bluegrass Community and Technical College Mr. John W. Pence Student Hazard Community and Technical College Ms. Doris C. Thomas Vice President of Marketing and Development Commonwealth Health Corp. Mr. Thomas O. Zawacki Commissioner Department of Vehicle Regulation, Kentucky Transportation Cabinet 6 P age
KCTCS PRESIDENT S CABINET Dr. Michael B. McCall, President Dr. Jay K. Box, Chancellor Mr. Timothy R. Burcham, CFRE, Vice President Ms. Beth R. Hilliard, Senior Executive Assistant to the President Dr. Gwendolyn G. Joseph, Vice President Mr. J. Kenneth Walker, Vice President KCTCS Graduate 7 P age
KCTCS COLLEGE PRESIDENTS Ashland Community and Technical College Dr. Gregory Adkins Big Sandy Community and Technical College Dr. George Edwards Bluegrass Community and Technical College Dr. Augusta Julian Bowling Green Technical College Dr. Nathan Hodges Elizabethtown Community and Technical College Dr. Thelma White Gateway Community and Technical College Dr. G. Edward Hughes Hazard Community and Technical College Dr. Stephen Greiner Henderson Community College Dr. Kris Williams Hopkinsville Community College Dr. Jim Selbe Jefferson Community and Technical College Dr. Anthony Newberry Madisonville Community and Technical College Dr. Judith Rhoads Maysville Community and Technical College Dr. Ed Story Owensboro Community and Technical College Dr. Jim Klauber Somerset Community College Dr. Jo Marshall Southeast Kentucky Community and Technical College Dr. W. Bruce Ayers West Kentucky Community and Technical College Dr. Barbara Veazey 8 P age
KCTCS BOARD RESOLUTION TO CULTIVATE DIVERSITY, MULTICULTURALISM AND INCLUSION Kentucky Community and Technical College System Board of Regents Resolution to Endorse Beyond the Numbers, KCTCS 2010-16 Diversity Action Plan for Inclusion, Engagement, and Equity WHEREAS, the mission of the Kentucky Community and Technical College System is to enhance the employability and quality of life of all Kentuckians as enacted in the Kentucky Postsecondary Education Improvement Act of 1997 (House Bill 1); and WHEREAS, in 1998, the Kentucky Community and Technical College System Board of Regents adopted a resolution embracing and valuing diversity in its broadest sense as evidenced by the policies developed and implemented for the System; and WHEREAS, the Kentucky Community and Technical College System Board of Regents approved the KCTCS Strategic Plan 2010-16, which includes the goal Cultivate Diversity, Multiculturalism, and Inclusion; and WHEREAS, the Kentucky Community and Technical College System Board of Regents endorses a proactive approach to creating a work and educational environment that is conducive to the academic and social success of all students, faculty, and staff; and WHEREAS, Beyond the Numbers, KCTCS 2010-16 Diversity Action Plan for Inclusion, Engagement, and Equity(IE2), was developed to be consistent with the requirements of the Council on Postsecondary Education s Kentucky Public Education Diversity Policy and Framework for Institution Diversity Plan Development. Now, THEREFORE, be it resolved that the Kentucky Community and Technical College System Board of Regents endorses Beyond the Numbers, KCTCS 2010-16 Diversity Action Plan for Inclusion, Engagement, and Equity (IE2), as the framework to guide the students, faculty, and staff in advancing diversity, multiculturalism, inclusion, and engagement throughout the Kentucky Community and Technical College System. Adopted by KCTCS Board of Regents September 16, 2011 9 P age
KCTCS DIVERSITY STATEMENT The Kentucky Community and Technical College System (KCTCS) is committed to creating and sustaining an environment of all- inclusive diversity where each individual is valued, respected and supported, and is recognized on the basis of personal achievement, merit and contribution. - - Adopted by the KCTCS President s Leadership Team, 2006 10 P age
KCTCS HISTORICAL DIVERSITY SNAPSHOT In this snapshot highlighting the system s commitment to diversity, KCTCS presents background information in these five frames: KCTCS Board Resolution Embracing and Valuing Diversity (December 1998) Percentage Minority Student Enrollment (Fall 2006- Fall 2009) Student Enrollment By Race/Ethnicity (excluding white students, Fall 2009) Percentage Minority Employees (Fall 2007- Fall 2009) Employment by Race/Ethnicity (excluding white employees, Fall 2009) The resolution from the KCTCS Board of Regents aligns with the community college mission to provide open access to all residents in the community. The trend data analysis indicates a steady increase in the number of minority students enrolled at and minority employees employed by KCTCS during the last three to four years. 11 P age
PERCENTAGE OF MINORITY STUDENT ENROLLMENT 20.0% 11.3% 11.5% 11.6% 12.1% 10.0% 0.0% Fall 2006 Fall 2007 Fall 2008 Fall 2009 Source: Official data as reported to CPE. Note: Percent of students with known ethnicity in all racial/ethnic categories excluding white and nonresident alien, based on fall unduplicated headcount. 13 P age
STUDENT ENROLLMENT BY RACE/ETHNICITY (EXCLUDING WHITE STUDENTS) FALL 2009 10.0% 8.0% 8.6% 5.8% 6.0% 4.0% 2.0% 1.5% 0.9% 0.4% 0.1% 0.0% BLACK UNKNOWN HISPANIC ASIAN AMERICAN INDIAN NON- RESIDENT ALIEN Source: Official data as reported to CPE. Note: Percent of students by racial/ethnic categories excluding white, based on fall unduplicated headcount. 14 P age
PERCENTAGE OF MINORITY EMPLOYEES 20.0% 10.0% 9.0% 9.4% 9.1% 0.0% Fall 2007 Fall 2008 Fall 2009 Source: IPEDS, Peer Analysis. Note: Percent of full- time employees with known ethnicity in all racial/ethnic categories excluding white and nonresident alien, based on fall unduplicated headcount. 15 P age
EMPLOYMENT BY RACE/ETHNICITY (EXCLUDING WHITE EMPLOYEES) FALL 2009 10.0% 7.7% 8.0% 6.0% 4.0% 2.0% 0.9% 0.3% 0.3% 0.2% 0.0% 0.0% BLACK ASIAN NON- RESIDENT ALIEN HISPANIC AMERICAN INDIAN UNKNOWN Source: IPEDS Peer Analysis. Note: Percent of full- time employees by racial/ethnic categories excluding white, based on fall unduplicated headcount. 16 P age
BEYOND THE NUMBERS KCTCS 2010-16 DIVERSITY ACTION PLAN for INCLUSION, ENGAGEMENT and EQUITY (IE 2 ) 17 P age
BEYOND THE NUMBERS KCTCS 2010-16 DIVERSITY ACTION PLAN for INCLUSION, ENGAGEMENT and EQUITY (IE 2 ) DIVERSITY ACTION PLANNING PROCESS The System Office of Cultural Diversity, in direct response to the expectation of the KCTCS Board of Regents, designed and implemented an inclusive process involving the collection and analysis of qualitative data to refine and advance the diversity action plan for the system. Asking questions, using the Appreciative Inquiry model to affirm past and present strengths and successes, the process revealed new potential and possibilities. Asked to DISCOVER what KCTCS has been doing well regarding diversity, a variety of stakeholders began to DREAM about to ENVISION the ideal state. During the final phase, stakeholders were encouraged to DESIGN action steps that, when undertaken individually and collectively, could lead to the desired DESTINY as it relates to diversity at KCTCS. ACKNOWLEDGEMENTS Beyond the Numbers: The 2010-16 KCTCS Diversity Action Plan for Inclusion, Engagement and Equity (IE 2 ) is the result of three years of planning; hundreds of hours of dialogue and contemplation; and research and analysis from hundreds of contributors, including college presidents, system administrators, academic leaders, diversity practitioners, institutional research professionals, KCTCS faculty and students, business and community leaders, as well as concerned citizen groups. 18 P age
BEYOND THE NUMBERS KCTCS 2010-16 DIVERSITY ACTION PLAN for INCLUSION, ENGAGEMENT and EQUITY (IE 2 ) PLAN VISION KCTCS envisions itself as an inclusive community of learners empowered to express their individual cultures and identities. PLAN MISSION KCTCS strives to unite internal and external stakeholders around the prefaced vision, to drive systemic transformations that lead to working and learning environments that provide our community of learners with the skills and experiences necessary for effective participation in an increasingly diverse, global society. DIVERSITY DEFINED In the purest form, diversity simply means differences or variety. At KCTCS, diversity describes an inclusive community of people with varied human characteristics, ideas and world views related to (but not limited to) race ethnicity, sexual orientation, gender, religion, color, creed, national origin, age, disabilities, socio- economic status, life experiences, geographical region or ancestry. In concept, diversity calls for a safe, supportive and nurturing environment that honors and respects those differences. 19 P age
BEYOND THE NUMBERS KCTCS 2010-16 DIVERSITY ACTION PLAN for INCLUSION, ENGAGEMENT and EQUITY (IE 2 ) OVERVIEW The KCTCS 2010-16 Diversity Action Plan for Inclusion, Engagement and Equity (IE 2 ), entitled Beyond the Numbers, hereafter referred to as Beyond the Numbers, comprises distinct yet interrelated priority areas. Attention to and action around these priorities require different areas and levels of the system to respond. The KCTCS President s Leadership Team (PLT) approved the plan in April 2010 and adopted system commitments in February 2011. A plan with four priority areas and related objectives, Beyond the Numbers was constructed with input from the KCTCS administrators, faculty, students, staff and community leaders to align with the KCTCS 2010-16 Strategic Plan and the 2011-15 Statewide Diversity Policy for Higher Education. The plan, as presented here, contains two primary sections: Systemwide Action Plan: The systemwide actions are designed to harness and deploy the power of the System. These action steps promote unified approaches that engage all 16 colleges and the System Office to accomplish the expected outcome. College and KCTCS System Office Action Plans: The college and KCTCS System Office action plans provide customized action steps that allow each college and the KCTCS System Office to respond to the needs and expectations, as well as the demographic profile, of their respective communities. Both sections of the plan are presented by priority area, along with related objectives, and system commitments/strategies and performance metrics. A general overview of each institution and its commitment to diversity precedes the plan for each college and the System Office. Included in the overview is a description of each campus environment team. 20 P age
BEYOND THE NUMBERS PRIORITY AREAS and RELATED OBJECTIVES developed in this plan, focus action- planning efforts at the college and system levels. Action around these areas is required across all levels of the system to advance the access, promotion and success of diverse students, staff, faculty and administrators. SYSTEM COMMITMENTS, defined as system- level strategies, direct and guide each college s implementation of its local plan. PERFORMANCE METRICS, established to align with the KCTCS 2010-16 Strategic Plan and the 2011-15 Statewide Diversity Policy for Higher Education, require systemwide implementation. Evaluation of this implementation involves monitoring the performance of each college/campus, the system and the System Office against these metrics. This plan is a living, organic document, which means that evaluating performance will include modifying actions as needed in order to ensure expected outcomes are met. CAMPUS ENVIRONMENT TEAMS (CETs) are designed to foster institutional commitment to, promote awareness of, and create learning and working environments that support the recruitment, retention and success of students from diverse backgrounds, as well as the hiring, retention and promotion of a diverse faculty and staff. The combined commitment of each college and the System Office will ensure these teams are maintained during the course of this plan. A comprehensive list of all the CETs currently functioning across the system is provided in the section after the System Office action plan. 21 P age
BEYOND THE NUMBERS PRIORITY AREA 1: STUDENT ACCESS AND SUCCESS This priority is designed to broaden educational access, as well as to close the gaps in academic performance for groups with exclusionary histories. PLAN OBJECTIVE 1: Recruit and enroll a diverse student body. PLAN OBJECTIVE 2: Retain a diverse student body that succeeds. SYSTEM COMMITMENT: Create and execute a targeted outreach plan that engages students and strengthens the educational pipeline (enrollment, retention, transfer, matriculation and graduation) for diverse students. PERFORMANCE METRICS Student enrollment Student persistence (retention) Graduation rates Degrees conferred Student transfer Developmental educational success 22 P age
BEYOND THE NUMBERS PRIORITY AREA 2: EDUCATION, SCHOLARSHIP AND SERVICE This priority area involves credit- bearing activities in the classroom, as well as co- curricular activities that the college can design and implement to aid the local community and engage students, staff and faculty in service. PLAN OBJECTIVE 3: Incorporate inclusive teaching strategies. PLAN OBJECTIVE 4: Infuse diversity across the learning curriculum. SYSTEM COMMITMENT: Promote the refinement/development of curricula/co- curricula that is culturally responsive and inclusive. PERFORMANCE METRICS: Faculty development Curriculum transformation Civic engagement Student engagement Faculty engagement 23 P age
BEYOND THE NUMBERS PRIORITY AREA 3: CAMPUS CLIMATE Campus climate stems from both diversity awareness and diversity representation, with respect for all cultures in the local and global communities. The priority includes providing an inclusive, welcoming cultural environment aimed at improving the campus climate. PLAN OBJECTIVE 5: Foster an open campus climate that is welcoming to all. SYSTEM COMMITMENT: Maintain a system- level team, as well as campus- or System Office- based committees that promote inclusion, engagement and equity. PERFORMANCE METRICS Campus engagement team Heritage celebrations Diversity committee Forums/dialogue Student engagement Best practices 24 P age
BEYOND THE NUMBERS PRIORITY AREA 4: INSTITUTIONAL LEADERSHIP AND TRANSFORMATION This priority includes efforts at both the college and system level to align leadership statements, institutional partnerships, employment and purchasing practices, reward and incentives, and budgeting practices with diversity objectives in order to institutionalize and sustain the diversity gains. PLAN OBJECTIVE 6: Demonstrate leadership to support inclusion, engagement and equity. PLAN OBJECTIVE 7: Recruit, retain and promote diverse faculty, staff and administrators. PLAN OBJECTIVE 8: Build the capacity of the KCTCS community to lead diversity transformation. PLAN OBJECTIVE 9: Institute diversity planning and assessment. SYSTEM COMMITMENTS: Build and utilize internal/external strategic alliances to advance collaboration/cross- functionality that promotes diversity, engagement and equity. Recognize colleges, as well as staff/faculty, who respond to meet system diversity goals. Devise, implement and communicate procedures to ensure the inclusion of qualified applicants as well as the retention of existing administrators, faculty and staff. Create diversity education and training experiences, and develop/disseminate communications that inform internal stakeholders about delivery and availability of these opportunities. Initiate a comprehensive diversity plan that will involve the total system and utilize performance metrics to evaluate the effectiveness of the plan implementation. PERFORMANCE METRICS Employee diversity Employee retention/promotion Number diverse suppliers Total expenditures with diverse suppliers Diversity planning/implementation 25 P age
Dr. Michael McCall, President Dr. Gwendolyn J. Joseph, Vice President Natalie Gibson, System Director of Cultural Diversity Phone: 859-256- 3100 or 877-528- 2748 (toll- free) Website: kctcs.edu SYSTEMWIDE ACTION PLAN The Kentucky Community and Technical College System (KCTCS) approaches diversity from an organizational development perspective, and contributes to creating a culture of diversity, inclusion and engagement. Using a systems approach ensures that diversity is infused throughout all functions of the organization, rather than resulting in a silo effect where the responsibility is limited to the diversity staff alone. System- level Campus Environment Team: The Diversity Peer Team was designed to solicit input from college- level functional staff to address policies, procedures and practices that impact diversity. The team comprises diversity administrators and staff from the 16 KCTCS colleges and the System Office. The team s purpose is to ensure that KCTCS is a culturally competent organization. As the lead change agent, the team is responsible for recommending policy and developing procedures that have implications for the success of diverse students, staff, faculty and administrators across the colleges. Team members also serve as liaison between the System Office, the colleges and the communities in which they work and live. Beyond the Numbers will harness and deploy the power of the system to promote a unified approach that engages all 16 colleges and the KCTCS System Office to accomplish the expected outcomes. 26 P age
KENTUCKY COMMUNITY AND TECHNICAL COLLEGE SYSTEM PRIORITY OBJECTIVES SYSTEM COMMITMENTS SELECT SYSTEMWIDE ACTIONS Student Access and Success Recruit and enroll a diverse student body. Create and execute a targeted outreach plan that engages students and strengthens the educational pipeline (enrollment, retention, transfer, matriculation and graduation) for diverse students. Super Sunday Design and implement an annual recruitment initiative targeting students of color and their families with admission and financial aid information to support enrollment at a KCTCS colleges. Initiative involves strategic partnerships with religious leaders. KCTCS Recruitment Summit Educate KCTCS staff and faculty in student recruitment best practices. This is an annual education summit that promotes an integrated, targeted approach to recruiting various student populations. KCTCS-Berea Transfer Partnership Expand a unique transfer agreement between KCTCS and Berea College that creates an educational pipeline to support the transfer of African-American students from all KCTCS colleges to Berea College. John T. Smith Scholarship Administer and allocate funds to colleges for provision to students of color with this need-based academic scholarship. Education, Scholarship and Service Incorporate inclusive teaching strategies. Promote the refinement/development of curriculum/co-curriculum that is culturally responsive and inclusive. KCTCS Curriculum Redesign Teams Develop capacity building program and train KCTCS Diversity Peer Team on curriculum development to promote system-level service as a resource to standing system-level curriculum redesign and development teams. Infuse diversity across the learning continuum. KCTCS International Capacity Building Tours Develop and pilot new programs to offer to KCTCS faculty, staff and students for foreign travel/cultural immersion professional development experiences. Campus Climate Foster an open campus climate that is welcoming to all. Maintain a system-level team, as well as campus- or System Office-based committees that promote inclusion, engagement and equity. KCTCS Diversity Peer Team Maintain the operations of this systemwide team designed to develop and evaluate the system-level diversity plan and other programming to advance the KCTCS Diversity Initiative. This team is staffed with diversity administrators from each KCTCS college. Heritage Month Recognition/Celebrations Plan and implement monthly celebrations to recognize and raise awareness of the various cultures and heritages. Institutional Leadership and Transformation Demonstrate leadership to support inclusion, engagement and equity. Build and utilize internal and external strategic alliances and partnerships to advance collaboration and crossfunctionality that promotes diversity, engagement and equity. KCTCS Diversity Supplier Program Devise and implement a systemwide initiative designed to target diverse vendors with information and resources to become suppliers for KCTCS. Board of Regents Promote the diversification of the KCTCS Board of Regents, as well as local college advisory boards. 27 P age
KENTUCKY COMMUNITY AND TECHNICAL COLLEGE SYSTEM PRIORITY OBJECTIVES SYSTEM COMMITMENTS SELECT SYSTEMWIDE ACTIONS Institutional Leadership and Transformation (continued) Recognize colleges, as well as staff /faculty who respond to/meet System diversity goals. KCTCS PRIDE Award Develop and implement a new award program that will recognize college-level innovation, diversity and excellence in achieving the KCTCS strategic goals. College winners will be nominated for national honors. Recruit, retain and promote diverse faculty, staff and administrators. Build capacity of the KCTCS community to lead diversity transformations. Institute diversity planning and assessment. Devise, implement, and communicate procedures to ensure the inclusion of qualified applicants, as well as the retention of existing diverse administrators, faculty and staff. Create diversity education and training experiences and develop/disseminate communications that inform internal stakeholders about delivery and availability of these opportunities. Initiate a comprehensive diversity plan that will involve the total System and utilize performance metrics to evaluate the effectiveness of the plan implementation. KCTCS Fellows Program Assess and refine this systemwide incentive program designed to encourage the hiring of faculty and staff to advance the KCTCS strategic goals. KCTCS Mediation Program A non-adversarial approach using a neutral third party to help individuals resolve disputes. Hiring Committee Orientation Promote the training of employees to staff-hiring committees. Committee members will be trained about EEO and Affirmative Action requirements, as well as provided tools to understand value of diverse applicant pools. Diversity Capacity Building Program Continue to offer this leadership enhancement program to new college or System Office diversity administrators. KCTCS Best Diversity Practices Collect and share college best diversity practices system wide. KCTCS Diversity Action Plan Design and implement an inclusive systemwide diversity action-planning process that generates a System diversity plan. Align and Assess Actual System Diversity Performance Ensure that Beyond the Numbers aligns with the KCTCS Strategic Performance Metrics and the Statewide Diversity Policy Assessment Measures. Diversity Dashboard Development Develop a dashboard of quantitative datasets that inform and shape future diversity programming. 28 P age
COLLEGE ACTION PLANS Each of the 16 KCTCS colleges developed diversity action plans with input from internal and external stakeholders of the colleges. The plans presented in this section provide customized action steps designed to allow each college the flexibility to respond to the needs and expectations, as well as the demographic profile, of the communities served. In addition to the college plans, this section provides a brief description of the campus environment team (CET) functioning at each college. 29 P age
Dr. Gregory Adkins, President Mr. Alvin Baker, Director of Cultural Diversity Website: Ashland.kctcs.edu Phone: 800-928- 4256 (toll- free) Ashland Community & Technical College (ACTC) is a two- year college serving the Ashland area since 1938. ACTC provides lifelong learning experiences and cultural programs for those in the Kentucky- Ohio- West Virginia tri- state area. ACTC offers University Parallel Programs for Transfer to four- year institutions; Career Programs for advancement in many professional and technical fields; and Response to the needs of local business and industry for state- of- the- art workforce training. The purpose of Cultural Diversity is to promote diversity and global awareness in the college and to create opportunities for student involvement outside the classroom that enhance and encourage the development of the total person. Additionally, the unit will work to positively impact the recruitment and retention of African- American students. ACTC Campus Environment Team: The Diversity Committee was organized to foster the institution s commitment to recruiting and retention of students from diverse backgrounds, as well as the hiring of a diverse faculty and staff. This CET strives to enhance the institution s understanding of gender and cultural issues as a mechanism to improve the campus environment and service delivery. 30 P age
ASHLAND COMMUNITY AND TECHNICAL COLLEGE PRIORITY OBJECTIVES SYSTEM COMMITMENTS COLLEGE ACTIONS Student Access and Success Recruit and enroll a diverse student body. Retain a diverse student body that succeeds. Create and execute a targeted outreach plan that engages students and strengthens the educational pipeline (enrollment, retention, transfer, matriculation and graduation) for diverse students. Super Sunday Host this annual student recruitment initiative targeted to students and families of color. Distribute information about admission, financial aid, scholarships and academic programs. Scholarship Promote the availability of the John T. Smith Scholarship and others among minority students. Education, Service and Scholarship Incorporate inclusive teaching strategies. Infuse diversity across the learning continuum. Promote the refinement/development of curriculum/co-curriculum that is culturally responsive and inclusive. Curriculum Development Coordinate with KCTCS to develop a curriculum enhanced with courses enriched with diversity. Diversity Outreach Host minority educators on campus for workshops and enrichment. Campus Climate Foster an open campus climate that is welcoming to all. Maintain a system-level team, as well as campus- or System Office-based committees that promote inclusion, engagement and equity. Heritage Celebration/Recognition Program Develop cultural and educational programs that raise awareness, as well as recognize and celebrate various cultures and identities, such as African-Americans, Native Americans, Appalachians, Asian, Latino, Individuals with Disabilities, etc. Multicultural Student Organization (MSO) A student group that shares and promotes cultural differences that enhance the college culture/campus climate. Poage Landing Days Participate in this local festival, which highlights diversity. Institutional Leadership and Transformation Demonstrate leadership to support inclusion, engagement and equity. Build and utilize internal and external strategic alliances and partnerships to advance collaboration and crossfunctionality that promotes diversity, engagement and equity. Student Leadership Development Develop and implement a student organization training program that incorporates leadership and student development. Community Collaborations Partner with religious leaders, NAACP, Booker T. Washington Festival, MLK Day Celebrations and Summer Motion to promote access, retention and success for diverse students. Recognize colleges as well as staff /faculty who respond to/meet System diversity goals. 31 P age
ASHLAND COMMUNITY AND TECHNICAL COLLEGE PRIORITY OBJECTIVES SYSTEM COMMITMENTS COLLEGE ACTIONS Institutional Leadership and Transformation (continued) Recruit, retain and promote diverse faculty, staff and administrators. Devise, implement and communicate procedures to ensure the inclusion of qualified applicants, as well as the retention of existing diverse administrators, faculty and staff. Minority Employee Mentoring Program Foster involvement and provide support for employees (faculty and staff) of color. Build capacity of the KCTCS community to lead diversity transformations. Create diversity education and training experiences and develop/disseminate communications that inform internal stakeholders about delivery and availability of these opportunities. Employee Leadership Develop programs to assist employees in taking the lead to advance campus diversity initiatives. Institute diversity planning and assessment. Initiate a comprehensive diversity plan that will involve the total system and utilize performance metrics to evaluate the effectiveness of the plan implementation. Diversity Scorecard Partner with the institutional planning, research and evaluation unit to develop a data management tool; track minority student persistence, achievement gaps, transfer rates, and enrollment figures; and monitor perceptions about campus climate of the minority enrollment. 32 P age
Dr. George Edwards, President Ms. Tina Terry, Director of Cultural Diversity Website: bigsandy.kctcs.edu Phone: 888-641- 4132 (toll- free) The faculty and staff of Big Sandy Community and Technical College (BSCTC) are dedicated to helping students succeed in accomplishing their objectives. Celebrating over 65 years of educational progress and dedication to strengthening the region through education, BSCTC offers residents the opportunity to obtain a quality postsecondary education without leaving home. The Office of Cultural Diversity seeks to promote an all- inclusive environment where every individual feels equal and respected. It provides students, faculty and staff the opportunity to better appreciate the uniqueness of each human being. It also seeks to expose the BSCTC community to different cultures, values and international perspectives. BSCTC Campus Environment Teams: The President s Diversity Advisory Council (PDOC) is charged with the promotion of institutional commitment to diversity and equal opportunity in the college and community, while the Diversity Leadership and Outreach Council (DLOC) seeks to create awareness, acceptance and appreciation of diversity at the college and in the surrounding community. 33 P age
BIG SANDY COMMUNITY AND TECHNICAL COLLEGE PRIORITY OBJECTIVES SYSTEM COMMITMENTS COLLEGE ACTIONS Student Access and Success Recruit and enroll a diverse student body. Create and execute a targeted outreach plan that engages students and strengthens the educational pipeline (enrollment, retention, transfer, matriculation and graduation) for diverse students. Student Recruitment Plan Develop and execute a plan to recruit students of color. Super Sunday Host this annual student recruitment initiative targeted to students and families of color. Distribute information about admission, financial aid, scholarships and academic programs. Retain a diverse student body that succeeds. Cultural Diversity Scholarship Develop and implement a new scholarship program for minority students. Multicultural Student Organization Expand participation and provide a social network for students. Education, Scholarship and Service Incorporate inclusive teaching strategies. Infuse diversity across the learning continuum. Promote the refinement/development of curriculum/co-curriculum that is culturally responsive and inclusive. Black History Month Library Seminar Series Utilizes speakers and presentations to recognize cultural heritage months. Add History and English classes as participants. Diversity Resource Center Expansion Increase holdings of periodicals, books and videos on diversity available to students, staff and faculty. New course offerings Within Human Services, program focusing on cultural diversity. Campus Climate Foster an open campus climate that is welcoming to all. Maintain a system-level team, as well as campus- or System Office-based committees that promote inclusion, engagement and equity. New Student Orientation Present campus diversity initiative as part of new student orientation/confirmation sessions. Web Presence Enhance the publication of cultural diversity activities on a prominent link on the college homepage. Disability Services Promote awareness of disability-related issues and services. Institutional Leadership and Transformation Demonstrate leadership to support inclusion, engagement and equity. Build and utilize internal and external strategic alliances and partnerships to advance collaboration and crossfunctionality that promotes diversity, engagement and equity. Campus Diversity Committee Combine two existing staff/faculty committees to form more comprehensive group led by the College President. 34 P age
BIG SANDY COMMUNITY AND TECHNICAL COLLEGE PRIORITY OBJECTIVES SYSTEM COMMITMENTS COLLEGE ACTIONS Institutional Leadership and Transformation (continued) Demonstrate leadership to support inclusion, engagement and equity. Recruit, retain and promote diverse faculty, staff and administrators. Recognize colleges as well as staff /faculty who respond to/meet System diversity goals. Devise, implement, and communicate procedures to ensure the inclusion of qualified applicants as well as the retention of existing diverse administrators, faculty and staff. Diversity Recognition Create a program to recognize exemplary diversity efforts on campus and in the community. Employee Recruitment Plan Explore, create and implement a recruitment plan to support hiring of diverse employees. Build capacity of the KCTCS community to lead diversity transformations. Create diversity education and training experiences and develop/disseminate communications that inform internal stakeholders about delivery and availability of these opportunities. Leadership Development Provide leadership-training opportunities for staff and faculty. Institute diversity planning and assessment. Initiate a comprehensive diversity plan that will involve the total System and utilize performance metrics to evaluate the effectiveness of the plan implementation. Diversity Initiative Annual Report Develop an annual report focusing on campus diversity performance. 35 P age
Dr. Augusta Julian, President Ms. Charlene, Vice President, Multicultural Affairs Website: bluegrass.kctcs.edu Phone: 866-774- 4872 (toll- free) Bluegrass Community and Technical College (BCTC) is one of the fastest- growing two- year community and technical colleges in the state. Our mission, as a member of the Kentucky Community and Technical College System, is to provide excellence in teaching and learning. Through comprehensive and responsive programs and services, the college sustains a strong partnership with our communities to improve economic vitality and quality of life in the region. The mission of Office of Multiculturalism and Inclusion is two- fold: first, to promote leadership toward the improvement and sustainability of a diverse and inclusive community of learners who value the contributions of a multicultural environment, and secondly, to provide guidance and assistance to the President and college leadership on programs, classes, policies and practices promoting excellence, equity and effective teaching and learning in the Bluegrass district. BCTC Campus Environment Teams: The Multiculturalism and Inclusion Committee is structured to promote awareness and acceptance of the value of cultural diversity among administrators, faculty, staff and students at Bluegrass CTC, while providing an atmosphere that welcomes and is respectful to everyone. The Crisis Management Team will assess potential hazards and develop response, recovery and restoration plans based on the assessment. 36 P age
BLUEGRASS COMMUNITY AND TECHNICAL COLLEGE PRIORITY OBJECTIVES SYSTEM COMMITMENTS COLLEGE ACTIONS Student Access and Success Recruit and enroll a diverse student body. Create and execute a targeted outreach plan that engages students and strengthens the educational pipeline (enrollment, retention, transfer, matriculation and graduation) for diverse students. High School Academic Pipelines Provide pathways to college for high school students of color, i.e. college exploration camps, Latino College Fairs, CARNEGIE HALL STEM Camp, Upward Bound, and Talent Search. College-wide Recruitment Team Continue existing efforts to develop and execute a five-year recruitment plan Promesa" Mentors Enable students to meet with a community leader who can guide them through college planning, etc. Super Sunday Host this annual student recruitment initiative targeted to students and families of color. Distribute information about admission, financial aid, scholarships and academic programs. Latino Leadership and College Experience Program Hold an academic enrichment/college orientation summer camp for Latino high school students. Retain a diverse student body that succeeds. Transfer Center Expansion Increase the number of written articulation agreements between BCTC and four-year institutions, provide improved advising services, establish a peer-mentoring program, and develop a system to track students who transfer to other institutions. PRIDE Peer Mentoring Program The PRIDE (Peers Rallying Inspiration, Dreams and Education) minority peer mentoring program was launched for BCTC students to be successful and knowledgeable when transferring to four-year institutions. Financial Aid/Scholarship Support Services Implement and promote scholarship opportunities for a diverse student body. Intramurals Sports Programs Create and implement the program to encourage student retention. New Scholarships Work through the college foundation to increase resources (scholarships, emergency funds) for diverse students. Education, Scholarship and Service Incorporate inclusive teaching strategies. Promote the refinement/development of curriculum/co-curriculum that is culturally responsive and inclusive. New Course Offerings Create new classes to foster multiculturalism and inclusion. 37 P age
BLUEGRASS COMMUNITY AND TECHNICAL COLLEGE PRIORITY OBJECTIVES SYSTEM COMMITMENTS COLLEGE ACTIONS Education, Scholarship and Service (continued) Infuse diversity across the learning continuum. Campus Diversity/Civility Forums Provide for college-wide interaction, communication and involvement of faculty, staff and students. Cultural Diversity Speakers Series Develop and offer speakers series that features speakers representing differing cultures and worldviews. Campus Climate Foster an open campus climate that is welcoming to all. Maintain a system-level team, as well as campus- or System Office-based committees that promote inclusion, engagement and equity. Visual Resources Use paper and electronic display boards to display images and messaging that enhances sense of belong and acknowledges appreciation of all cultures. International Student Initiatives Develop a student club and spring retreat for international and American-born students to network. Student Satisfaction Survey A diverse group of faculty, staff and administrators developed this survey to assess student satisfaction of various services designed for diverse students. Multicultural and Inclusion Training Offer campus-wide to raise awareness about diversity within the college and community. Institutional Leadership and Transformation Demonstrate leadership to support inclusion, engagement and equity. Build and utilize internal and external strategic alliances and partnerships to advance collaboration and crossfunctionality that promotes diversity, engagement and equity. President's Leadership Team Support Team conducts weekly strategy sessions on how the college will cultivate an inclusive learning community. Multicultural Resources Guide Feature materials to help international students, with concerns, such as the multilingual aspects of databases and links to useful resources, such as translation tools. Recognize colleges as well as staff/faculty, who respond to/meet System diversity goals. MOSAIIC Award Acknowledge an organization or individual who has shown a true commitment to diversity and inclusion in their community and/or workplace. A component of the BCTC MOSAIIC Conference. Recruit, retain and promote diverse faculty, staff and administrators. Devise, implement and communicate procedures to ensure the inclusion of qualified applicants, as well as the retention of existing diverse administrators, faculty and staff. Employee Recruiting Plan Improve recruiting and hiring processes to emphasize inclusion of diverse candidates, including up-to-date job descriptions and competitive salaries for critical position vacancies. Hiring Committee Orientation/Training Provide additional support for search committees, including diverse membership and improved training on hiring procedures. Employee Orientation and Mentoring Re-establish a program of new employee orientation and mentoring. 38 P age
BLUEGRASS COMMUNITY AND TECHNICAL COLLEGE PRIORITY OBJECTIVES SYSTEM COMMITMENTS COLLEGE ACTIONS Institutional Leadership and Transformation (continued) Build capacity of the KCTCS community to lead diversity transformations. Create diversity education and training experiences and develop/disseminate communications that inform internal stakeholders about delivery and availability of these opportunities. Sensitivity Training Program Cultural sensitivity and awareness workshops will be offered to all new employees within six months of hiring. Destination Kentucky Designed to promote higher education for international students in Kentucky through the network of 500 Overseas Education USA Advising Centers. Global Education Partnerships Collaborate with U.S. and foreign institutions to facilitate opportunities for faculty and student exchange. Institute diversity planning and assessment. Initiate a comprehensive diversity plan that will involve the total System, and utilize performance metrics to evaluate the effectiveness of the plan implementation. 39 P age
Dr. Nathan Hodges, President Mr. Lewis Burke, Director of Community and Workforce Development Website: bowlinggreen.kctcs.edu Phone: 1-800- 790-0990 (toll- free) Bowling Green Technical College (BGTC) was forged from the needs of America. Born from the need to train youth, industrial workers and armed forces personnel during World War II, the school has continually evolved, responding to an ever- changing demand for well- trained employees, offering relevant high- quality education and training for high- demand careers. As the needs of industry shift and technology develops, Bowling Green Technical College responds. The college now offers over 30 degree, diploma and certificate programs in four major areas of study on six Kentucky- campus locations in Bowling Green, Glasgow and Franklin. BGTC Campus Environment Team was developed to ensure the development of a culturally competent organization where each individual is valued, respected and supported, and is recognized on the basis of personal achievement, merit and contribution. The team has created, and continues to sustain, an environment of all- inclusive cultural diversity designed to expand diversity and global awareness to our faculty, staff and students. 40 P age
BOWLING GREEN TECHNICAL COLLEGE PRIORITY OBJECTIVES SYSTEM COMMITMENTS COLLEGE ACTIONS Student Access and Success Recruit and enroll a diverse student body. Retain a diverse student body that succeeds. Create and execute a targeted outreach plan that engages students and strengthens the educational pipeline (enrollment, retention, transfer, matriculation and graduation) for diverse students. Super Sunday Plan and execute local annual student recruitment initiative that targets students and families of color, providing information and resources about college admissions, financial aid and academic programs. Student Transfer Develop new transfer partnerships that build pipelines for diverse students. John T. Smith Scholarship Administer and award J.T. Scholarship as part of a seamless financial aid system. Education, Scholarship and Service Incorporate inclusive teaching strategies. Promote the refinement/development of curriculum/co-curriculum that is culturally responsive and inclusive. Curriculum Development Capacity Building Collaborate to obtain diversity and inclusion curriculum-development training for faculty. Infuse diversity across the learning continuum. Diversity and Global Awareness Promote diversity and global awareness in courses across the institution. Campus Climate Foster an open campus climate that is welcoming to all. Maintain a system-level team, as well as campus- or System Office-based committees that promote inclusion, engagement and equity. Environment of all-inclusive cultural diversity Complete annual campus climate assessments. Campus Dialogues Facilitate intentional cross-cultural dialogue and interaction. Cultural Heritage Recognition Celebrate cultural heritage months. Institutional Leadership and Transformation Demonstrate leadership to support inclusion, engagement and equity. Build and utilize internal and external strategic alliances and partnerships to advance collaboration and crossfunctionality that promotes diversity, engagement and equity. Employee Representative Promote a minority employee population representative of the BGTC service area. National Best Practice Research Explore promising practices at other institutions across the nation. Community Collaborations Communicate institutional commitment and philosophy, and seek assistance/support to diversify the college advisory boards. 41 P age