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COLLEGE OF ARTS AND SCIENCES
STRATEGIC DIVERSITY PLAN
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ORIGINS OF DIVERSITY PLANNING
DEO guidelines issued January 2004 USF mission to achieve educational excellence in
teaching, research, service, and community engagement
Expected that our faculty will reflect increasingly diverse students (33%)
Planning must set new directions to deliver a multifaceted, holistic and university-wide diversity effort
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DIVERSITY PLANNING PROCESS
Arthur Guilford, Associate Dean Paul Dosal, Faculty Coordinator Special
Projects Review 1996 CAS Diversity Plan Review 2002 Campus Climate Survey Conduct Diversity Audit
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DIVERSITY PLANNING PROCESS
Chair’s Advance CAS Diversity Committee Meetings with DEO Diversity Summit Diversity and Democracy Conference 3 Diversity Socials Chair’s Steering Committee Women and Minority Faculty Luncheon
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DIVERSITY PLANING DIALOGUE
CAS Diversity Committee Chair’s Steering Committee Committee on Status of Women; Black Faculty and
Staff Association; Committee on Issues of Sexual Orientation and Gender Identity; Latinos Association; Asian Alliance
Council of Chairs CAS Dean’s Advisory Council CAS Staff CAS Faculty
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DIVERSITY DEFINED
Open and inclusive environment in which men and women of diverse races, ethnicities, national origins, religious beliefs, physical abilities, sexual orientations, and ideologies participate equally
Concept acknowledges co-existence, interdependence and difference
Implies a dimension of commonality in the condition of being human and individually unique
Spirit of fairness and tolerance for difference will promote an environment of greater understanding and respect within our campus community
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DIVERSITY VIEWED AS A DIVERSION
The numbers game is too politicized Achieving diversity in faculty and students is
now a diversion from the real battle of achieving full equality in educational access and achievement
CAS faculty and students more diverse, but ONLY 33% of black males and 44% of Hispanic males graduate after 6 years
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RATIONALE FOR DIVERSITY
To promote democratic values by teaching civility, tolerance, equity, inclusiveness
To reflect the diverse backgrounds and perspectives of the students we teach
To accommodate different learning styles To end the marginalization of people
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VALUE OF DIVERSITY
Diverse learning environment promotes critical thinking skills
Prepares students for an increasingly pluralistic and democratic society
Empowers students for competition in the global marketplace
Enriches academic environment for faculty and students
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MAKING EXCELLENCE INCLUSIVE
Quality of education is enhanced Dynamic curriculum, professors, students, and
intellectual environment benefits all Closing the achievement gap is an educational
imperative Challenge each student to high academic
achievement Encourage all students to consider graduate
education
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CLEAR FRAMEWORK
CLIMATE: inclusive environment LEADERSHIP: administration,
implementation & accountability EXCELLENCE: diversity in the curriculum ACCESS: equal opportunity and
achievement in higher education REPRESENTATION: recruit and retain a
diverse workforce
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CLIMATE OBJECTIVES
Broaden the concept of diversity Sustain a climate of tolerance and civility
through workshops, programs, events Annual online climate survey Reduce incidents of harassment, particularly
related to sexual orientation Make all CAS buildings accessible to
persons with disabilities
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LEADERSHIP OBJECTIVES
Create administrative structure to implement Plan Associate Dean for Faculty Development monitors all
searches to insure compliance with diversity goals Evaluate need for new position to direct diversity
initiatives: - Monitor recruiting, retention, mentoring
– Organize workshops and programs– Prepare annual reports– Conduct climate surveys– Educational outreach and recruiting– Work with CAS Diversity Committee
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LEADERSHIP OBJECTIVES
Develop leadership enhancement program for women and minorities
Promote an active CAS Diversity Committee Women and minorities represented
adequately in college governance, advisory councils, search committees, and task forces
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EXCELLENCE OBJECTIVES
Close achievement gap between white and minority students, male and female
Increase graduation and retention rates for all students
Promote innovative and interactive teaching techniques
Satisfy student demand for general education requirements as related to diversity
Support Africana Studies, Latin American and Caribbean Studies, Women’s Studies
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EXCELLENCE OBJECTIVES
Enhance departments, programs, institutes, and centers that strengthen diversity initiatives
Faculty recognized and rewarded for teaching, research, and service on diversity issues
Support for faculty to develop new courses or refine existing ones to introduce more diversity themes
Encourage and recognize faculty who participate in recruiting and mentoring programs for minority students
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ACCESS OBJECTIVES
Enroll minorities at a pace that reflects demographic profile of Tampa Bay and Florida
Additional support for international students Increase number of CAS faculty involved in
outreach and recruitment in community Attract and graduate more minority students
in masters and doctoral programs
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ACCESS OBJECTIVES
More educational outreach efforts More collaboration with ENLACE and other
groups that reach out to minorities Seek external funding for educational
outreach and mentoring More effective outreach to minority students
within the college
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REPRESENTATION OBJECTIVES
Increase female faculty by increasing pool of female candidates in all searches
Increase minority faculty to keep pace with increasing number of minority students
Promote gender/racial equity at professor and associate ranks
Develop post-doctoral fellowships programs for recruiting minorities
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REPRESENTATION OBJECTIVES
More rigorous implementation and monitoring of faculty recruitment procedures
Encourage departments to search in topical or geographical areas more likely to yield greater pool of women and minority candidates
Develop incentives to departments to diversify faculty
Develop a spousal hiring and domestic partners policy
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RESOURCES REQUIRED
A new line for Director of Diversity and Special Projects (if necessary)
Release time for participation in leadership enhancement program
Re-allocation of resources to provide for spousal and opportunity hires
Modest resources to sponsor diversity programs and workshops
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RESOURCES REQUIRED
External funding for more outreach and mentoring programs
External funding for fellowships and post-doctoral programs
Greater commitment to work with existing programs
More recognition for faculty engaged in diversity research, teaching, and service
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TIMELINE
Active CAS Diversity Committee fall 2004 Evaluate need for Director of Diversity and
Special Projects and hire, if necessary, for fall 2005
Create online climate survey fall 2005 Provide annual reports on diversity beginning
spring 2006 New Diversity Plan in 2009
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DISSEMINATION OF DIVERSITY PLAN
CAS Chairs January 2005 Distribution to all departments and faculty Distribution to faculty, staff, and student
groups Posting plan on website
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QUESTIONS AND CONCERNS
What have we missed? What can we do better?