1

OCR Guidance on Race in Admissions

Use of race essential to institution's mission;

Diversity must be broader than racial diversity;

No quotas;

Must provide individualized consideration;

Prior to using race, must be good faith consideration of race-neutral options;

Required periodic admissions review.

2

Diversity Defined: More than Gender & Race

educational background

income geographic location

relig

ious

be

liefs

military experience

learning style

pregnancy

status

work

experi

ence

age

race

ethnicity

gender

physical abilities

sexual orientation

3

Diversity Mission

To enhance the professional and educational benefits to our Students,

Faculty, and Staff by providing an environment rich in diversity that

better enables us to serve the diverse populations in society.

4

Diversity “Strategic” Plan is grounded in sound analysis and planning.

It is not political correctness.

It is not preferential treatment.

It is not just for minorities and women.

It is a business imperative for institutions of higher education.

5

University of Choice

– Changing demographics, talent

competition1 (link

to slides 10-14)

– Recruit/retain “best and brightest”

– “Enhancement effect”: diverse individuals more likely to choose SLU when University more diverse

Benefits of Strong Diversity Program

6

Enhanced Financial Performance– Increased enrollment of diverse

students; increased revenue

Enhanced External Relations– Government Oversight: fewer audits

(e.g. OFCCP, DOE); minimize resource drain

– Community-National Relations w/ diverse organizations: enhance reputation; referrals

Benefits of Strong Diversity Program

7

Senior Leadership

Commitment

Comprehensive Strategy and

Effective Programs

Campus Climate Valuing

Diversity

Diverse Representation:

Faculty Staff

Student Body

Sustained Implementation

& Communication

Performance Accountability & Assessment

Sufficient Resources

Integral to University

Mission

Indicators of Effective Diversity Program

8

Comprehensive Strategy and

Effective Programs

Campus Climate Valuing

Diversity

Sustained Implementation

& Communication

Performance Accountability & Assessment

Sufficient Resources

Integral to University

Mission

Diverse Representation:

Faculty

Staff

Student Body

Senior Leadership

Commitment

Indicators of Effective Diversity Program

QUESTIONS?

9

10

-20

0

20

40

60

80

100

120

U.S.Demographics

High SchoolDegree

Bachelor'sDegree

AdvancedDegree

AsianLatinoBlackWhite

Percent Increase in Degrees Attained 1990-2004

Source: Bureau of Labor Statistics

11

Percent Increase in Enrollment by Race/Gender Private 4-Year,

1996-2006

0

20

40

60

80

100

120

Asian Latino Black Caucasian Women

Race/GenderAll Students

Source: U.S. Education Department

12

0

10

20

30

40

50

60

70

80

Asian Latino Black Caucasian

SLUAJCUU.S.

Source: U.S. Education Department

Fall Enrollment by Race 2006

13

Percent Change in Ph.D. Recipients 2006

-20

-10

0

10

20

30

40

50

Caucasian Minority

Source: Survey of Earned Doctorates

14

Full-Time Faculty by Race/Gender2006

0

5

10

15

20

25

30

35

40

45

Asian Latino Black Female

U.S.SLU

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