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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?