Diversity and Inclusion:

The Case of Ferris State University

Woodbridge Nathan Ferris• In 1884, Woodbridge Ferris

established the Big Rapids Industrial School, later renamed Ferris Industrial School (about 1885), Ferris Institute (about 1898), Ferris State College (1963), then Ferris State University (1987).

• He served as president of Ferris until his death in 1928.

• Governor 1913-1917US Senator 1922-1928

• Politician, educator, visionary, phrenologist (Oh my

goodness!)

All, All, All, All, All, All…“The mission is …to make the

world better.”• "My plea in Michigan -- and

it will be my plea to the last breath I draw, and the last word I speak -- is education for all children, all men, and all women of Michigan, all the people in all our states all the time."

The (Sheltered) Hub of the Nation

Big Rapids, Michigan is• 2,345 miles east of San Francisco (34

hours by car);• 810 miles west of Harlem, New York (13

hours by car);• 1,550 miles north of Miami, Florida (24

½ hours by car).• 6 miles south of Paris,

Michigan (10 minutes by car).• 5,322 miles north of Rio de Janeiro Not sure how long it takes…

Race and Ethnic Origin 2005 2006 2007 2008 2009 2010 2011 2012 2013

American Indian/Alaskan Native

95.757%

107.851%

114.871%

108.798%

125.902%

120.835%

104.714%

76.523%

83.564%

Asian or Pacific Islander227

1.81%236

1.88%269

2.06%259

1.91%251

1.81%223

1.55%225

1.55%2471.70%

2241.52%

Black747

5.95%677

5.38%840

6.42%843

6.23%888

6.40%957

6.66%909

6.24%9556.57%

10056.83%

International216

1.72%186

1.48%157

1.20%163

1.21%161

1.16%176

1.22%226

1.55%3222.22%

4042.75%

Hispanic/Latino164

1.31%177

1.41%246

1.88%259

1.91%296

2.13%340

2.36%423

2.91%4523.11%

5073.45%

Native Hawaiian or Pacific Islander

NA NA NA NA 1.007%

4.028%

5.034%

7.048%

8.054%

White9,679

77.14%9,683

77.00%10,87983.13%

10,85780.23%

11,01979.47%

11,35278.94%

11,51879.11%

11,39078.37%

11,48678.10%

Two or More RacesNA NA NA NA 62

.447%174

1.21%243

1.67%3272.25%

3992.71%

Unreported1,419

11.31%1,509

12.00%582

4.45%1043

7.71%1,0627.66%

10357.20%

9076.23%

7575.21%

5914.02%

Total 12,547 12,575 13,087 13,532 13,865 14,381 14,560 14,533 14,707

Table 1: Comparative Student Enrollment by Race/Ethnic Origin*

* Data regarding the ethnic and racial identities of Ferris State University students obtained from the FSU Fact Book. Table updated Fall 2013.**Note: Changes in IPEDS race and ethnicity categories per federal mandate for Fall 2009

2010Male

2010Female

2011 Male

2011Female

2012 Male

2012Female

2013 Male

2013Female

Black15

2.61%9

1.49%16

2.78%11

1.79%16

2.75%11

1.72%18

3.05%10

1.60%

Hispanic5

.870%6

.993%5

.870%7

1.14%7

1.20%6

.940%10

1.69%5

.798%

American Indian or Native Alaskan4

.696%3

.497%4

.696%2

.326%5

.859%2

.314%5

.846%2

.319%

Asian or Pacific Islander22

3.83%9

1.49%24

4.17%11

1.79%24

4.12%12

1.88%21

3.55%11

1.76%

White502

87.30%556

92.05%517

89.91%579

94.30%517

88.83%598

93.73%521

88.16%580

92.50%

Multi-Race5

.870%1

.166%4

.696%1

.163%4

.687%1

.157%6

1.02%1

.159%

Unknown22

3.83%20

3.31%5

.870%3

.489%9

1.55%8

1.25%10

1.69%18

2.87%

Total 575 604 575 614 582 638 591 627

Table 2: Ferris State University - Full Time Workforce*

*Data collected November 1st of each year. Information obtained from Human Resources.

The Office of Diversity (now the Office of Diversity and Inclusion) was created in January 2007. It was created, in part, as a response to criticism that the University was not committed to diversity.

http://www.facebook.com/pages/Ferris-State-Diversity-and-Inclusion-Office/119012878152393

http://www.ferris.edu/diversity/

Ferris Definition of Diversity“Diversity is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs.”

Ferris Definition of Inclusion

“Inclusion is involvement and empowerment, where the inherent worth and dignity of all people are recognized. An inclusive university promotes and sustains a sense of belonging; it values and practices respect for the talents, beliefs, backgrounds, and ways of living of its members.”

Goals of the First Ferris Diversity Plan• Create a university that is welcoming to diverse populations.

• Recruit, retain, and graduate a diverse student population.

• Hire and retain a diverse workforce.

• Create environments for student learning that are inclusive of and sensitive to a diverse student population.

New Diversity Plan

Ibis (formerly Ibis Consulting Group) and their partner Creative Diversity Solutions will be conducting a diversity audit of the University. This audit will begin in September 2014, and will conclude by the end of the Spring semester 2015. The audit will consist of interviews, focus groups, a climate survey, and a review of University data. The chief purpose of the audit is to lay the foundation for the creation of a new diversity plan that includes practical action steps and ways to measure sustained results.

Random Lessons Learned on the Job• Everybody has opinions about diversity.• Diversity and diversity initiatives need a champion

and champions.• Diversity related progress is often pull-your-hair-out

slow, but sometimes incremental progress is better.• In order for diversity to become mainstreamed, it

must show up in the official paper, especially the core values, mission, vision, and strategic plan.

• Change is seen by some as a referendum and critique of current people and practices.

• Diversity is easier than inclusion.

More Lessons• There is often a struggle between political expediency and “doing

what is right.”• Employees know when leaders are not serious about diversity.• New initiatives cost money. • There will be conflicts, and these conflicts can benefit an

institution—ditto with mistakes. • Not every battle is about principles, but some are.• It is difficult to be a facilitator and activist.• Sometimes it is easier to do diversity and not talk about it. • There must be buy-in, the broader the better, but you can get

work done with a small number of people.

Resources• Diversity at Ferris http://

www.ferris.edu/HTMLS/administration/president/DiversityOffice/pdf/DiversityatFerris2012report.pdf

• Faculty-Staff Diversity Mini-grants http://www.ferris.edu/HTMLS/administration/president/DiversityOffice/OnCampus.htm

• A Seat At The Tablehttp://www.ferris.edu/HTMLS/

administration/president/DiversityOffice/newsletters/July2014.pdf

• Facebook https://www.facebook.com/FerrisStateDiversityandInclusionOffice

Final Thoughts

“In any situation where it takes courage to speak, there is something wrong with the situation, not the speaker.”

“The activist is not the man who says the river is dirty. The activist is the man who cleans the river.”~ H. Ross Perot