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OFFICE OF DIVERSITY AND INCLUSION
Office of Diversity and Inclusion
Ana TorresCarine Tamasang
Changing Demographics
2000 2010 2020 2030 2040 20500.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
30.60%34.90%
38.70%42.50%
46.30%49.90%
Percent of People of Color
200020102020203020402050
People of Color will Comprise approximately 50% of the US Population in 2050!
• 36.6% of the Labor Force• Management & Professional Positions
• 46.9% Asian American• 29.2% African American• 19.5% Latinos
Changing Demographics- Minorities
Changing Demographics- Women
• 47% of the Labor Force• 40.6% Management & Professional Positions
• 44.4% Asian American• 34.1% African American• 25.2% Latinas
• 36 Million or 12% of the U.S Population are disabled
• 20.7% of the Labor Force
Education
• 13% of people with disabilities 25 and older have a bachelor's degree or higher compared to 31% percent for those with no disabilities.
Changing Demographics- Disabilities
Massachusetts Demographics
0.00%10.00%20.00%30.00%40.00%50.00%60.00%70.00%80.00%90.00%
MassachusettsUSA
http://quickfacts.census.gov/qfd/states/25000.html
Diversity at UMass Boston
• 41 percent of UMass Boston’s nearly 16,000 students are ethnic minorities or students of color, and they hail from more than 80 countries, making it the most diverse university in Massachusetts and one of the most diverse public universities in the United States.
• In 2011 more than 40% of our new students reported their race or ethnicity as other than white/non-Hispanic.
• In addition, 56% of our undergraduate and 69% of our graduate students are women.
• Campus diversity initiatives have positive effects on both minority and majority students. They improve students' relationships on campus and affect positively their satisfaction and involvement with their institutions and their academic growth.
• Beyond their proven capacity to improve access and retention of underrepresented groups of students, comprehensive diversity initiatives also promote satisfaction, academic success, and cognitive development for all students.
• http://www.diversityweb.org/research_and_trends/research_evaluation_impact/benefits_of_diversity/impact_of_diversity.cfm
Growing Body of Evidence
• In order to achieve the university's mission to "provide a supportive environment for students who represent many national and cultural origins," it is important for students to "see" themselves in the faculty and staff who serve them.
Link to University Mission
Link to University Mission
0%
9% 6%
3%
82%
Faculty at UMass Boston2011
American Indian/Alaskan Native
Asian
Black or African Amer-ican
Hispanic
Hawaiian Native or Pacific Islander
White
1%
8%
14%
6%
0%71%
Staff at UMass Boston2011
American Indian/Alaskan Native
Asian
Black or African Amer-ican
Hispanic
Hawaiian Native or Pacific Islander
White
0%
12%
16%
11%
0%
60%
Students at UMass Boston2011
American Indian/Alaskan Native
Asian
Black or African Amer-ican
Hispanic
Hawaiian Native or Pacific Islander
White
• Determining diversity needs
• Creating a clear vision of intended achievements and their importance
• Enhancing faculty and staff diversity
• Hiring
• Retention
• Developing a business case for the diversity and inclusion strategy and securing buy-in from leadership
• Buy in from middle management
• Union leadership
• Student leadership
• Community
• Creating a clear, quantifiable and achievable diversity and inclusion strategy and infusing it into every university function - making diversity a university-wide responsibility
• Ensuring commitment at every level of the university.
• Communicating the diversity strategy throughout the university , ensuring that students, faculty and staff understand the strategy and its benefits.
• Transparent progress reports
• Recruitment
• Retention
• Climate surveys
• Understanding diversity as an ever-changing dynamic, continually monitoring, reviewing, evaluating and revising the diversity strategy.
Academic Challenges
• Climate assessment• Diversity Dialogue
o Diversity Week- Fall '13• UMB Film Series• Community outreach/partnerships• Personal Emergency Plan for people with
disabilities• Diversity/Sexual harassment prevention/ADA
training for UMB colleges/departments
ODI Initiatives/Partnerships
• During the hiring process ODI:• approves search committee membership• approves interview questions• approves first round of candidates• approves finalists• approves finalist questions
• Access to the Position Posting
Hiring Process- ODI Role
Questions?