Diversity Plan Draft
In March 2008, Chancellor of WSU Tri-Cities, Vicky L. Carwein, appointed a Diversity Plan Committee to:
- Provide guidance for the recruitment and retention of a diverse faculty, staff, and student body;
- Provide recommendations for the development of an environment that is nurturing and safe for all individuals including faculty, staff, students, visitors regardless of human differences;
- Develop goals and strategies to create a culture in which diversity is valued; and
- Identify and advocate for policies and services in support of issues related to diversity.
The Diversity Plan committee includes campus administrators, faculty, staff, students and members of the community. In the process of developing this draft plan, the committee closely examined the 1998 Campus Diversification Plan which was a second revision of the initial 1992 Diversity Plan developed in 1992. The Diversity Plan Committee gratefully acknowledges the groundwork provided by the members of the 1992 WSU Tri-Cities Diversity Committee and the members of the 1993-1997 Multicultural Advisory Committee. After incorporating feedback from listening sessions, the 2009 Diversity Plan will represent an integration and summary of the thoughts, ideas and recommendations of a cross-section of administrators, faculty, staff, students, and community members. Given the ongoing nature of creating a diverse campus, modification of this plan will be necessary.
While developed with the specific needs of WSU Tri-Cities in mind, the Diversity Plan reflects diversity as an identified value and goal of the 2008-2013 Washington State University Strategic Plan. In regard to the value of diversity and global citizenship, the Strategic plan states, “We embrace a worldview that values diversity and cultural differences and recognizes the importance of global interdependence and sustainability.” Accordingly, one of the primary goals of WSU’s Strategic Plan includes embracing an environment of diversity, integrity, and transparency as well as creating an institutional culture in which diversity is the norm.
Diversity is defined as differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice and other human differences. In addition to having a student body, faculty and staff that are more closely aligned with the composition of the region’s population, the emphasis on diversity includes developing a culture and environment in which diversity is valued and utilized.
PLAN OF ACTION
The Diversity Plan Committee proposes implementing specific recommendations and strategies to advance the following five goals in parallel:
GOAL 1 Administrative Structure
Provide leadership and administrative structure which creates systems of accountability, and promotes, coordinates, monitors, and enhances diversity efforts in all areas of the university.
Strategy 1.1:
Ensure that all administrative bodies of the university maintain continued awareness of the diversity recommendations hereby stipulated.
Recommended Actions:
#.#.# Establish a standing diversity committee and/or council with a budget to support its activities. This committee and/or council will report to the Chancellor and should be composed by representatives of the administration, faculty, staff, students and community. Members should represent a wide spectrum of diverse backgrounds. An task of this committee will be to establish by-laws. This committee also will further delineate who will be responsible for specific actions in this diversity plan, set a timeframe for implementation and establish measureable outcomes.
1.1.1 Conduct a needs assessment regarding a director of Multicultural Services. A director could serve on the standing diversity committee and/or council and be responsible for compiling data and information on the current perceptions of diversity, diversity efforts, and the management of diversity.
1.1.2 Develop a plan for faculty/staff diversity awareness to foster and maintain a climate of cultural competence.
1.1.3 Continue to utilize information, policies and training from the Center for Human Rights.
Center for Human Right’s (CHR) web contains information to assist search committees in obtaining a diverse pool of qualified applicants – www.chr.wsu.edu
- EEO/AA policy
- Recruitment Resources
- Sample Diversity Statements
- Sample Advertising Plans
- Recruitment Techniques
- Summary of BEST PRACTICES for Recruiting and Hiring a Diverse Workforce (Brochure)
CHR’s web also contains information, policies and training relating to prohibiting discrimination, sexual harassment, harassment, hate and bias -
1.1.4 Seek out and summarize information from Academic Coordinators regarding diversity-related academic, scholarly, and research works undertaken by faculty, staff, and students, in all academic disciplines. A primary goal of these reports is to generate awareness of diversity-related work that is less visible to the campus community, albeit hugely important from the standpoint of the mission of a D-1 institution and from the standpoint of the campus culture.
1.1.5. Create a webpage that highlights campus diversity efforts that includes social activities and scholarly activities and accomplishments. The website should highlight how it is that commitment to diversity is reflected not only at the level of campus events, clubs, and activities, but also at the level of the academic disciplines, and the daily scholarly activities conducted or supervised by faculty members. In this way, a more accurate account of the prevalence of diversity-related activities occurring on the campus will be made available to incoming students. It should become clear through these communiqués that diversity-related efforts are pervade the university not only at its surface, in the form of public events and activities, but also at the deeper levels of the university, in the form of research, scholarship, and academic inquiry that define WSU Tri-Cities as a part of a D1 research institution.
1.1.6 Develop a timeline of recommended actions and strategies that will assist with implementation of diversity-related activities.
GOAL 2 Work and Learning Environments/Climates
Provide avenues for individual, institutional, and community change that will enhance the academic and employment environments for the well-being and success of all individuals in the community.
Strategy 2.1:
Develop and promote a university climate that is supportive of all members of the campus community.
Recommended Actions:
2.1.1.Develop systems for encouraging feedback from students’ faculty and staff regarding the status of the campus climate.
- Provide a welcoming and safe environment for the campus community whether members are involved in learning or working.
- Identify practices that may have negative impacts or create barriers for particular populations; develop coordinated strategies for addressing any issues identified.
- Continue to support the existing multicultural organizations and their activities on campus and encourage the development of new ones.
2.1.5 Establish an annual WSU Tri-Cities Diversity Award to recognize individuals or groups for work and/or service/outreach that has advanced diversity at Washington State University Tri-Cities.
Strategy 2.2: Enhance the academic and employment environments by advocating for the well-being and success of all individuals in the campus community.
Recommended Actions:
2.2.1 Encourage participation in training programs, Diversity Education, Diversity forums, and community partnerships that will enhance the campus climate for the campus community.
2.2.2 Engage all students, faculty and staff in developing a positive and supportive academic community.
- Design and implement diversity training for faculty and staff; increase participation in training as an educational tool for improving campus climate.
- Incorporate diversity training in the new faculty, staff and student orientation.
- Provide avenues to ensure successful enrollment progress and graduation.
- Increase opportunities for gaining knowledge and understanding of the unique history and perspectives of underrepresented groups i.e. workshops and seminars.
Goal 3 – Student Enrollment, Retention, and Degree Completion
Please see related chart at end of section
Provide structures for academic success and increased access to higher education for a diversified student body, evidenced through recruitment, retention and degree completion rates comparable across all subgroups of the student population.
Strategy 3.1:
Student, parent, and community outreach efforts
Recommended Actions:
3.1.1 Language translators needed for all, as well as student ambassadors and interns.
3.1.2 Execute College Nights at all region high schools
3.1.3 Direct mailings to households targeted at parents (Braille)
3.1.4 Advertisements on Facebooks in many different languages
3.1.5 Spanish advertisements in Hispanic community newsletters (Braille)
3.1.6 Visit VISTA youth center regularly (work with Heidi Stanton in Pullman on sexual orientation piece) (deaf)
3.1.7 Increase and make students aware of financial aid opportunities via internships and access to scholarship listings; put link on Diversity webpage to scholarship opportunities
3.1.8 Advertise and execute financial aid workshops in multiple languages (especially through videos) (and in Braille and for deaf)
3.1.9 Develop “Promotores de Educacion”. Promoters of Education will be a Hispanic group that encourages other parents and students to seek higher education
3.1.10 Provide training for parent volunteers for promoting higher education awareness
3.1.11 Strengthen relationship with Hanford Community Diversity Council
3.1.12 Strengthen relationships with CBC through their Bridges Program Office
3.1.13 Develop partnerships with community service agencies and organizations with a multicultural focus
3.1.14 Work with Campus Development Office to increase the number of scholarships for multicultural + GLBT students
3.1.15 Establish a mentoring program for CC, HS, and MS students
3.1.16 Attend multicultural + GLBT student group meetings at local high schools and community college.
3.1.17 Continue involvement in MESA and MEMS activities
3.1.18 Create leadership workshops for multicultural + GLBT students in middle school, high school, and community college.
3.1.19 Develop an adopt-a-school program
Strategy 3.2:
Increase partnership building
Recommended Actions:
3.2.1 Train and empower student ambassadors and interns for this
3.2.2 Increase and make aware of financial aid opportunities via internships and access to scholarship listings; put link on Diversity webpage to scholarship programs
3.2.3 Advertise and execute financial aid workshops in multiple languages (and in Braille and for deaf)
3.2.4 Visit VISTA youth center regularly (work with Heidi Stanton in Pullman on sexual orientation piece) (deaf-blind)
3.2.5 Aggressive recruitment at tribal high school
3.2.6 Utilize multicultural and GLBT alumni
3.2.7 Work with Campus Development Office to increase the number of scholarships for multicultural and GLBT students
3.2.8 Offer periodic diversity education workshops and seminars to every advisor and faculty member; include students in these workshops (put on by WSU or community)
3.2.9 Encourage all faculty and staff to broaden their knowledge of diverse learning and communicating styles to better understand and respond to various needs of the students
3.2.10 Develop and promote events that recognized cultural heritage
3.2.11 Survey multicultural and GLBT students to assess their needs, their concerns, and recommendations for improving campus climate
3.2.12 Strategically increase the number of multicultural and GLBT staff
3.2.13 Establish a mentoring program for multicultural and GLBT students
3.2.14 Provide multicultural and GLBT students with a permanent space that they can call their own and where they can see an immediate reflection of their cultural heritage
3.2.15 Assist multicultural and GLBT students with the social, academic, and cultural adjustment to the college environment
3.2.16 Monitor multicultural and GLBT student academic progress
3.2.17 Conduct periodic informal opportunities for students to dialogue diversity issues with other students, faculty, and staff
Strategy 3.3:
Holistic admissions
Recommended Actions:
3.3.1 Train and empower student ambassadors and interns for this
3.3.2 Add ethnicity codes to information cards and ethnic fields to prospective student database
3.3.3 Initiate follow-up home visits and telecounseling efforts (deaf-blind accessible and multi-language)
3.3.4 Develop a periodic newsletter to update prospective students on cultural activities, clubs, and new services at WSU-TC (Braille and multiple languages)
3.3.5 Work with Campus Development Office to increase the number of scholarships for multicultural and GLBT students; put link on Diversity webpage to scholarship opportunities
Strategy 3.4:
Non-traditional student support
Recommended Actions:
3.4.1 Train and empower student ambassadors and interns for this
3.4.2 Increase and make potential students aware of financial aid opportunities via internships and access to scholarship listings; put link on Diversity webpage to scholarship opportunities
3.4.3 Advertise and execute financial aid workshops in multiple languages (and in Braille and for deaf)
3.4.4 Establish internships for multicultural and GLBT students
3.4.5 Work with Campus Development Office to increase the number of scholarships for multicultural and GLBT students
Strategy 3.5:
Non-traditional student recruitment
Recommended Actions:
3.5.1 Clearer guidelines needed via admissions counselors
3.5.2 Train and empower student ambassadors and interns for this
3.5.3 Advertise and execute financial aid workshops in multiple languages (and in Braille and for deaf)
3.5.4 Work with Campus Development Office to increase the number of scholarships for diversity-related students; put link on Diversity webpage to scholarship opportunities
Strategy 3.6:
Diversity Materials
Recommended Actions:
3.6.1 Train and empower student ambassadors and interns for this
3.6.2 Advertise and execute financial aid workshops in multiple languages (and in Braille and for deaf); bring bilingual ambassadors to workshops
3.6.3 Develop a Multicultural and GLBT Services brochure. Brochure must capture an honest reflection of diversity on campus
3.6.4 Develop specific flyers for various multicultural and GLBT programs and services
3.6.5 Develop a Multicultural and GLBT Advisory Committee brochure and web page
3.6.6 All brochures emphasize a map showing the broad service area of WSU-TC
3.6.7 All brochures should have tailored versions for each target group
Strategy 3.7:
Intern extensions of student ambassadors
Strategy 3.8:
Full-time Diversity Outreach person
Recommended Actions:
3.8.1 Travel all over region, giving talks about WSU-TC
Strategy 3.9:
Annual event
Recommended Actions:
3.9.1 Get ASWSU to help fund this expanded program
3.9.2 Get partial funding from WSU
3.9.3 Send invitations to every high school and community college in the region
3.9.4 Put supporter’s name on advertisements
3.9.5 Get music for the event
3.9.6 Get food donations from local businesses
3.9.7 Get entertainment
3.9.8 Setup short speeches every 15 minutes (target speakers from diverse groups: administrators, community leaders, Hispanic, Asian, and GLBT)
3.9.9 Each academic department has table for student interaction
3.9.10 Schedule buses to bring attendees from all over region
3.9.11 Train and empower student ambassadors and interns for this
3.9.12 Accommodate deaf and blind
Strategy 3.10:
Wording changes on Strategies: Change “multicultural” to “diversity-related” to broaden scope
Goal 4 – Faculty/ Staff Recruitment, Employment and Retention
Provide structures to recruit, employ, develop, and retain an diversified work force that includes all underrepresented groups but is not limited to those classes protected by federal and state law.
Strategy 4.1:
Identify sources to place job postings
Recommended Actions:
See 1.1.3
Strategy 4.2:
Evaluate employee/development training mechanisms which create a culture that encourages career growth
Recommended Actions:
- Explore feasibility of tracking employee development and training
- Do needs assessment to identify barriers to employee development and develop plans to address those needs
Strategy 4.3:
Ensure that all job applicants are aware of the university’s commitment to diversity
Recommended Actions:
4.3.1 Continue to place diversity statements in vacancy announcements.
4.3.2. Ensure that all applicants are asked interview questions regarding their demonstrated experience related to diverse populations.
4.3.3. Continue to utilize recruitment sources that target underutilized populations.
Strategy 4.4:
Identify and address reasons for staff/faculty turnover
Recommended Actions:
4.4.1 Continue to implement exit interview and share relevant information with administrators.
4.4.2 Develop and implement a staff/faculty survey specific to retention issues
Strategy 4.5
Encourage participation in diversity education at all levels within the organization.
Recommended Actions:
4.5.1 Utilize existing WSU resources ( e.g. Diversity Education) to provide diversity education on a regular basis to administration, faculty, staff and students.
Goal 5: Curriculum Diversification
Provide a premier education and transformative experience that prepares student to excel and assume roles of leadership, responsibility and service in a global society.
Strategy 5.1:
Utilize styles of pedagogy which engage students and help them realize their highest potential and a curriculum that is inclusive of multiple perspectives.
Recommended Actions:
5.1.1 Determine number of course offerings that provided opportunities for students to enroll in courses focusing on issues of diversity during 2005-2006, 2006-2007 and 2008-2009. Using that baseline, increase number of diversity-related course offerings.
5.1.2 Publicize course offerings that provide opportunities for students to enroll in courses focusing on issues of diversity.
5.1.3 Explore the possibility of working with the WSU Center for Civic Engagment to enhance the quality of learning and well being of WSUTC students through culturally diverse civic engagement and leadership experiences.
5.1.3 Encourage faculty to integrate diverse material and perspectives, as appropriate, in coursework.
5.1.4 Create and periodically update a list of resident faculty, adjunct faculty, administrators, staff and community members who have expertise in topics related to diversity and who would be willing to be guest speakers for courses.
- Provide professional development opportunities for faculty in regard to diverse student learning styles.
- Provide professional development opportunities for faculty in regard to methods of teaching course content in a manner sensitive to issues of diversity.
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