Diversity, Equity and Inclusion

Board of TrusteesSpecial Committee on Renewal and AccountabilityApril 29, 2021

AGENDA

Welcome

Focused Presentations

• Student Recruiting and Admissions

• Faculty Search Process

• Diversity, Equity and Inclusion Guiding Principles

Q&A

Updates

• CDO Search

Student Recruitment & AdmissionsData as of 4/15/21 First Year Applications First Year Admits

Fall 2021 Fall 2020 Fall 2021 Fall 2020

American Indian or Alaskan Native 58 64 38 20

Asian/Asian American 574 522 427 327

Black/African American 1,099 956 469 330

Hawaiian/Pacific Islander 13 8 6 3

Hispanic 1,580 1,425 962 758

Multiracial 698 657 439 384

Total Minority Applications 4,022 3,632 2,341 1,822

• Diverse Student Applications up 10.74% • Diverse Student Acceptances up 28.49%• Enrollment Deposit Deadline: May 1

Student Recruitment & Admissions

Data as of 4/15/21 Transfer Applications Transfer Admits

Fall 2021 Fall 2020 Fall 2021 Fall 2020

American Indian or Alaskan Native 15 4 9 2

Asian/Asian American 45 46 29 29

Black/African American 142 149 79 72

Hawaiian/Pacific Islander 5 1 4 1

Hispanic 229 269 164 185

Multiracial 119 110 84 77

Total Minority Applications 555 579 369 366

• Application Deadline: June 15• NC Community College System enrollment data show a 17% decline in overall

headcount between Fall 2019 and Fall 2020. Enrollment declines greatest among African American and Hispanic students.

Student Recruitment & Admissions

• Multicultural Week Activities• 22 Virtual Events with campus partners• Saturday Campus Visit Event

• 1898 Scholarship Fund Review• New award• 55% + admitted Black/African American first year students received

an award• Transfer students still being considered for an award• Average award exceeds $3,000

• Looking Ahead• Increasing the first year “funnel”• Reviewing partnership opportunities with Community Colleges• Building brand awareness

Graduate AdmissionsAnnual Census Data Graduate Student Population

Fall 2021 Applications

Fall 2020Enrolled

Fall 2019Enrolled

Fall 2018Enrolled

American Indian or Alaska Native 14 (1%) 37 (1%) 26 (1%) 20 (1%)

Asian 92 (5%) 76 (2%) 52 (2%) 47 (2%)

Black or African American 179 (10%) 334 (10%) 276 (10%) 231 (10%)

Hispanic/Latino 88 (5%) 126 (4%) 104 (4%) 74 (3%)

Multi-Race 65 (4%) 108 (3%) 88 (3%) 68 (3%)

Native Hawaiian or Pacific Islander 1 (0%) 3 (0%) 5 (0%) 4 (0%)

Unknown 142 (8%) 159 (5%) 86 (3%) 95 (4%)

White 1200 (67%) 2413 (74%) 2159 (77%) 1759 (77%)

% Non-white students 33% 26% 23% 23%

Graduate AdmissionsData as of 4/15/21 Grad. Applications Grad. Admits

Fall 2021 Fall 2020 Fall 2021 Fall 2020

American Indian or Alaska Native 14 (1%) 23 (2%) 4 (0%) 17 (2%)

Asian 92 (5%) 63 (5%) 31 (4%) 25 (3%)

Black or African American 179 (10%) 130 (9%) 69 (8%) 82 (9%)

Hispanic/Latino 88 (5%) 54 (4%) 37 (4%) 28 (3%)

Multi-Race 65 (4%) 49 (4%) 26 (3%) 31 (3%)

Native Hawaiian or Pacific Islander 1 (0%) 3 (0%) 0 (0%) 2 (0%)

Unknown 142 (8%) 102 (7%) 62 (7%) 49 (6%)

White 1200 (67%) 971 (70%) 623 (73%) 654 (74%)

Graduate Admissions

Gender Fall 2018 Fall 2019 Fall 2020 Fall 2021(Appl.)

Female 1597 1901 2241 597

Male 602 768 927 212

% Female 73% 71% 71% 74

Graduate Admissions

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• Provost charged the faculty search committee process improvement workgroup on September 8, 2020.

• The Faculty Search Committee Process Improvement Workgroup was charged to reimagine the role of the search committee in order to ensure that UNCW can recruit and retain diverse faculty members.

Process Improvement Workgroup

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Dr. Donyell Roseboro, Interim Chief Diversity Officer (co-facilitator)Mr. Nate Miner, Associate Vice Chancellor for Resource Management (co-facilitator)Ms. Deanna Tirrell, Director of Academic Personnel Administration (co-facilitator)Dr. Sabrina Cherry, School of Health and Applied Human SciencesDr. Tiffany Lane, School of Social WorkDr. Carol McNulty, Special Assistant to the ProvostDr. Symphony Oxendine, Department of Educational LeadershipDr. Katie Peel, Department of EnglishMs. Anne Pemberton, Randall LibraryDr. LJ Randolph, Department of World Languages and CulturesDr. Caitlyn Ryan, Department of Early Childhood, Elementary, Middle, Literacy, and Special EducationDr. Lisa Scribner, Department of MarketingDr. Manoj Vanajakumari, Congdon School of Supply Chain, Business Analytics, and Information Systems

Workgroup Membership

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Workgroup Assessment:Current StateBest PracticesOpportunities for Improvement

Survey of department chair/school directors

Deep Dive Into:Committee DiversityAccountabilityStakeholder feedback and candidate selection

Workgroup Activities

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FY21• Workgroup Process• Limited Soft Pilot

FY22

• Pilot Policy & Procedure• Assessment of Pilot• Formal Recommendations to Provost & Chancellor

FY23

• Institute New Faculty Search Process• Update Formal Department and School

Policies/Practices to Align with New Process

Proposed Strategy

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Workgroup Recommendations

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Policy & Procedure Themes

Intentionality

AccountabilityConsistency

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Policy & Procedure Themes

Intentionality

AccountabilityConsistency

Faculty Search Process

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At each step in a faculty recruitment process, candidates in the pool should reflect the availability in the market.

To ensure the funnel is effective, the process begins with clearly defining roles and responsibilities.

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Intentionality:• Well defined Goal of the Search• Selection of Diverse Search

Committee

Consistency:• Formal Search Committee

Charge• Advertising and Outreach Plan

Accountability:• Annual EEO/AA Meetings with

Deans• Search Committee Training and

Resources

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Intentionality:• Develop a posting that has

clearly defined requirements accessible to all potential applicants

Consistency:• Evaluation Rubric (Tool)• Immediate Candidate Review

Accountability:• Mid-recruitment EEO

Evaluation

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Intentionality:• Interview question

development for consistent evaluation of candidates

Consistency:• Ensure all candidate

evaluation occur in a consistent manner

Accountability:• Enhanced preliminary

interview analysis and follow up

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Intentionality:• Search Committee responsible for

gathering and synthesizing candidate feedback

Consistency:• Search Summary Documentation

Accountability:• Review hiring justification in

terms of the goal of the search• Retrospective with Deans

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An effective recruitment funnel depends upon intentionality, consistency, and accountability at each step.

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Preface to the DEI Definitions & Guiding Principles

In the spirit of collective work and responsibility, the University of North Carolina Wilmington actively fosters, encourages, and promotes inclusiveness, mutual respect, acceptance and open-mindedness among students, faculty, staff, and the broader community. Diversity enhances our academic experience in that it fosters a free exchange of ideas from multiple perspectives. Diversity engenders creativity, expands our collective imagination, and, in so doing, cultivates possibility. When we can imagine a world free from injustice, we can create tangible spaces where people with multiple identities live free from harassment, discrimination, and marginalization.

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DEI Definitions

Diversity represents the dimensions of human identity. It includes, but is not limited to, race, sex, age, color, national origin (including ethnicity), creed, religion, disability, sexual orientation, political affiliation, veteran's status, gender identity, educational disadvantage, socio-economic circumstances, language, ideology, and history of overcoming adversity.

Inclusion exemplifies deliberate efforts to create an environment in which differences are welcomed, different perspectives are respectfully heard and where every individual feels a sense of belonging. Inclusion is demonstrated through an institution’s curricular offerings, support services, resources, mission and vision statements, marketing, hiring practices and all other processes that reflect the institution’s commitment towards a diverse learning and workplace culture.

Equity denotes that existing relationships of power can create opportunities for some while disenfranchising others. While everyone may not experience equal opportunity or access, we can acknowledge those inequalities and work towards fairness and justice. In working for equity, we create differentiated possibilities, remove barriers that limit the participation of marginalized groups, and expand accessibility to ensue inclusion for all.

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DEI Guiding Principles

We believe that all students, staff, and faculty should feel a sense of belonging to the UNCW campus and community.

We believe that institutional leadership should be accountablefor diversity, equity, and inclusion efforts that lead to sustained outcomes.

We believe that creating a more equitable, diverse, and inclusive campus is a shared responsibility of every student, staff member, faculty member and leader.

We believe that students, staff, faculty and institutional leaders should represent diverse identities and perspectives.

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Q & A

• Search Firm• Co-Chairs• Committee Membership• Timeline

Updates – CDO Search