Handouts - (PDF 553kB) - SUNY Empire State College

DIVERSITY PLAN FRAMEWORKAll CollegeMarch 20, 2013

Program Outline• Introductions• Purpose/Charge• Committee Acknowledgements• Goals, Results, Measures, and Objectives• Participant Feedback/Recommendations• Wrap-up and Next Steps

Diversity/Inclusion Committee Members• Frances Boyce, LIC• Bidhan Chandra, CDL• Pauline Chhooi, CDL• Bob Clougherty, OAA• David Fullard, METRO• Joanne Levine, CDL• Dawn Riley, CPIE• Jase Teoh, LIC• Angela TitiAmayah, GVC• Patricia Wheeler, OCGR• Joe Yogtiba, NEC

Affirmative Action Sub-Committee• Jennifer Bent, HVACLS• Nick Boccolucci NFC• Kristin FitzSimmons,Admissions• Cindy He, OIT• Kelly Hermann, DisabilityServices• Raul Manzano, METRO• Pat Panepinto, LIC• Desiree Roberts, CDL• Pat Ryan, GRAD• Angela TitiAmayah, GVC• Nicosia James, OHR

Diversity Plan: Purpose & Objectives• to foster an environment of acceptance and inclusion• to establish equity and diversity as core values at the college• to promote equity and diversity in all aspects of college life• to promote intellectual quality by supporting and encouragingdiverse perspectives• to create an environment in which its members are diverse, offeringperspectives from which all can gain knowledge and skills• to encourage all members of the community to listen to, understandand learn from each other

Strategic Plan Document(s)• Response to College Strategic Plan 2015, Goal A.2.7: “Createa comprehensive and integrated approach to ensuringemployee diversity”• Plan Documents are “fluid” and outline current challenges,solutions and accountability measures• Revisions, updates and additions will be made as necessary• While plan focuses on employees, the committee will begin astudent diversity plan compliment in Fall 2013.

Acknowledgements• Kudos to the Diversity/Inclusion, and the Affirmative Action subcommittees• Special acknowledgement go to:– CPIE for its work on college climate surveys– Climate taskforce committee members for their analysis andreporting– The Next Generation Taskforce Committee– Ad-hoc Civility Committee– The President and Cabinet, all of whom have provided insightinto this document

Goals, Objectives and Measures

Goal 1: Create a campus environment that respects differences,improves access to college resources, and encourages inclusivenessMEASURESOBJECTIVESNumbers and center affiliations forparticipantsQualitative, open-ended responsesfollowing diversity trainingCollection of relevant policies andcommunications; effectivepractices; meeting transcriptsInside/outside traffic to thewebsiteInside/outside traffic to events1.1 In diversity and sensitivity training, highlight as core contentcollege service standards relating to “interactions with people”1.2 Assess the effectiveness of training modules to identify areasin need of continuous improvement1.3 To increase morale for faculty, staff by working with the Senatestanding committee on College Climate to develop college-widedialogue and supportive diversity and inclusion practices1.4 Establish and regularly update a college website to promotecollege- and community-sponsored events with diversity themes1.5 Increase college and community access to the website andparticipation at sponsored events

Goal 2: Increase the recruitment, representation and retention ofdiverse faculty, administrators and staff across the collegeMEASURESDiversity baseline data (faculty, staff,administrators) by center and jobgroupAnnual new hiring data for underrepresentedminorities, women andveterans within job groups and foreach centerFaculty and staff climate indicatorswith regard to positive climate forprotected-classesExit interview feedback from facultyand staff leaving the collegeOBJECTIVES2.1 At each center location, conduct workforce compositionanalysis to set annual placement goals for those job groupswhere representation of underrepresented minorities andwomen is lower than hiring availability2.2 Conduct AA Plan reviews w/deans, associate deans anddirectors, and where placement goals have been identified forunderrepresented minorities and women, identify recruitmentresources and best practice strategies to attract qualifiedunder-represented candidates2.3 Increase climate indicators in 2014 faculty and staff surveyswith regarding to climate for minorities2.4 Improve recruitment strategies by identifying locations andresources that underrepresented candidates visit and referencein their job-seeking

Goal 3: Provide sensitivity and cultural diversity training andeducate the college on the impact of discrimination and violencein the workplaceMEASURESOBJECTIVESNumbers and center affiliationsfor participantsPre/post workshop questionnairePre/post workshop focus group orinterviewsFaculty and staff climate indicatorswith regard to positive climate forminorities3.1 Develop and implement virtual and face-to-face workshopson cultural diversity and sensitivity in the workplace3.2 Provide training workshops for faculty and staff exploringmicro-aggressions that affect protected-classes.3.3 Develop and implement virtual and face-to-face workshopson sexual harassment, workplace violence, and conflictmanagement3.4 Assess the effectiveness of these workshops in promotingdiversity impacts contributing to positive climate across thecollege3.5 Following workshop assessments, identify objectives forcontinuous improvement

Goal 4: Establish new and develop existing partnerships with diversebusinesses and civic organizations to enhance equity and diversityMEASURESOBJECTIVESDiversity Partner descriptions(civic and business) foridentification and capacitybuildingCommitments and action plansfrom 2 existing partnershipsCommitment and action planfrom 1 new partnershipRecognition plan and timelinefor the college as a whole(marketing?)4.1 Identify potential new and existing communities, businesses and civicorganizations as partnership resources to strengthen equity and diversitywithin and around the college4.2 Describe these partnerships in terms of their diversity resource capacityand identify at least 3 existing and 1 new partnership to further develop4.3 Recruit Minority Business Enterprises(MBEs) and Women Business Enterprises (WBEs)for partnerships under our corporate partnerships4.4 By the end of 2014-2015, create agreed-upon action plans with at least 2existing and 1 new partnership to further equity and diversity experienceswithin and around the college4.5 Establish partnerships with community based organizations which focus oncollege readiness for underrepresented and diverse potential populations4.6 Explore possibilities for “marketing diversity” as an Empire State Collegeattribute

Goal 5: Develop learning opportunities that promote the values ofdiversity and inclusion as fundamental to learner and communitysuccessMEASURESResearch-based descriptions ofeducational experiences likely tostrengthen capacities of learners andemployeesIdentification (or development) ofthose experiences availableinside/outside the collegeNumber and kind of experiencessponsored by the college for learnersand employeesCollege-developed assessment of theimpact of these experiences uponpersonal and professional livesOBJECTIVES5.1 Explore Open Education initiatives whose outcomes focuson themes of diversity and inclusion5.2 Partner with the Office of International Programs (studentsand alumni) to develop learning opportunities for faculty andstaff to increase their intercultural competence5.3 Sponsor community outreach grants that increaseparticipation in and access to college programs fromunderserved and underrepresented populations5.4 Assess the faculty and staff experience in relation to itsimpact upon their intercultural competence5.5 Develop a communication strategy for identifying equityand diversity concerns and bringing them to the attention ofthe college community for reflection and action

Diversity Plan Document• The Plan Document narrative will include:– Introduction– Acknowledgements– Goals, Expected Results, Measures and Objectives– Summary and Recommendations– Glossary of terms

Next Steps• Diversity Plan Final Draft– Reviewed by President’s Cabinet– Posted for 30-day Review• Student Diversity Plan– Work will begin in September 2013

Recommendations/CommentsAudience shares concerns and suggestions

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