Diversity Action Plan & Equity Scorecard Discussion

1. Diversity Action Plan&Equity ScorecardDiscussion University of Wisconsin-Whitewater

2. Introduction UW-Whitewater: • A leader within the higher education community in Wisconsin with regard to diversity. • Involves the creation of a campus culture that is inclusive. • Includes (but is not limited to) persons from historically underrepresented groups such as those defined by ethnicity, gender, socioeconomic background, religious belief, sexual orientation, & disability.

3. Chancellor Telfer’s comments “The UW-Whitewater Diversity Plan and the UW-Whitewater Equity Scorecard report look at where we are in terms of diversifying our campus and identify measures/objectives for where we want to be. We are asking all departments and offices/units on campus to use these tools to examine where they are and to consider what each department/office/unit can do to help us achieve our diversity goals. The Diversity Plan identifies four major objectives. The Equity Scorecard report provides some baseline measures in addressing those objectives.”

4. The Diversity Plan • Provides the framework through which the university will continue to work to meet its diversity objectives & goals. • Identifies assumptions of major objectives. • Includes evaluation of the current status related to the objectives. • Each objective identifies information along with possible strategies for acquiring the information.

5. Diversity Plan … • Diversity Action Plan’s framework allows for specific goals to be identified for each objective along with recommended strategies. • Evaluative measures are identified.

6. Assumptions • Diversity implies equal opportunity for all students, faculty, & staff. • Diversity enhances the educational experiences for all students, faculty, & staff. • Diversity will be beneficial to the local community, southeastern Wisconsin, & the state of Wisconsin.

7. Major Objectives • To provide access to higher education for all students. • To employ a workforce that is representative of the population of southeastern Wisconsin. • To ensure success of all students who are admitted to UW-Whitewater. • To provide a campus climate that is accepting and respectful of diversity.

8. Current Status of Major Objectives

9. Major Objective 1Access to Higher Education The information contained in the Equity Scorecard report details the proportions of students from different racial/ethnic groups in southeastern Wisconsin and the proportions of those students represented on campus.

10. What is the Equity Scorecard? • A tool and process for meaningful discussion and institutional self-assessment. • A campus-based strategy for assessing and improving institutional effectiveness, emphasizing institutional responsibility for student success. • Strategy that spotlights and prioritizes racial/ethnic inequities for action planning. • Provides a solid base of information for closing the access and achievement gaps.

11. How it works • Awareness: Engage in institutional self-assessment to provide a clear and unambiguous picture of inequities • Interpretation: Analyze and integrate the meaning of the inequities • Action: Develop strategic actions to achieve equity in educational outcomes based on data, not assumptions

12. ACCESS Objective Baseline Improvement Equity Target RETENTION EXCELLENCE Equity in Educational Outcomes Objective Objective BaselineImprovement Equity Target BaselineImprovement Equity Target INSTITUTIONAL RECEPTIVITY Objective BaselineImprovement Equity Target An Illustration of the Equity Scorecard Framework

13. UW-Whitewater’s Approach to Access

14. Regional Population of College Prepared Persons by Ethnicity in the 13 Counties in Wisconsin from which 86.2 % of UW-W New Freshmen Come

15. New freshmen & transferstudents who applied, were admitted, & matriculated in UWW 2005-2007

16. Proportion of High School Graduates from 13 Counties Enrolled as New Freshmen at UW-W in Fall 2005 Population 13 CountiesUWW Student Population African Americans 10.7%African Americans 4.4% American Indians 0.4%American Indians 0.5% Asian** 2.8%Southeast Asians 1.4% Asian Americans 1.1% Hispanic/Latino(a) 5.1%Hispanic/Latino(a) 2.5% White, Non-Hispanic 79.6%White, Non-Hispanic 90.0% **US Census figures do not distinguish between “Southeast Asian” & Asian American”

17. Access to Higher Education… • Currently, students from several racial/ethnic groups appear to be less well represented in the student body than they are in southeastern Wisconsin. • For new incoming freshman, we admit slightly more females, while we enroll slightly more males. For transfer students we admit slightly more females and enroll more females than males.

18. Major Objective 2Diversity of Workforce Information from the Equity Scorecard report and from Human Resources & Diversity details proportions of faculty, academic staff, and classified staff by gender and racial/ethnic groups.

19. Composition of Faculty & Instructional Academic Staff at UW-W (Fall 2006)-Ethnicity

20. Composition of Faculty & Instructional Academic Staff at UW-W (Fall 2006)-Gender

21. Diversity of Workforce …. • There is a disparity between the current composition of the UW-Whitewater workforce and multicultural percentages in southeastern Wisconsin. • Classified staff, from all multicultural groups, are underrepresented on campus. • Currently faculty & academic staff are evenly split between males & females. However, there are disparities in individual programs.

22. Major Objective 3Success of All Students Information from the Equity Scorecard report details retention and graduation rates: i.e.: overall retention rates, graduation rates of students and different racial/ethnic groups. We are also providing additional information by gender. Success can also be measured by excellence in student achievement.

23. First-to-Second Year, Second-to-Third Year, and Third-to-Fourth Year Retention Rates by Ethnicity

24. UW-W Fall 1999 New Freshmen: First-to-Second Year Retention • Rate all students at UW-W : 75.4% • 18.5 % “gap” in rate for African Americans • 17.6% “gap” in rate for Hispanics /Latinos/Latinas Other Asian

25. Success of All Students… Currently, retention rates for multicultural groups are lower than for the general population. Similarly, graduation rates for these groups are also lower.

26. 6-Year Graduation Rates of Fall 1996-1999 UW-W New Freshmen Graduation average for White students at UW-W: 53.9% Graduation “gap” of African Americans: 23.6% Graduation “gap” of Asians (not including Southeast Asians): 11.5% Graduation “gap” of American Indians: 17.5% Graduation “gap” of Hispanics/ Latino(a)s: 20%

27. Graduation rates for females are higher than for males.

28. Excellence in achievement • Graduating with University Honors • Participation in programs denoting excellence at UW-W • Entry to a UW System graduate program after graduating from UW-W

29. Graduating with University Honors

30. Cumulative g.p.a. disparity Note: International students and students of unknown race/ethnicity are not included in this chart.

31. Major Objective 4Campus Climate • The 2005 Campus Climate Survey reported on student, faculty, & staff perceptions of the campus climate. • The Campus Climate Survey reports on the perceptions of campus climate related to multi-aspects of diversity and other data. Results have been tabulated, but have not been systematically discussed.

32. Students with Disabilities: Break Down by Disability Type *

33. Campus Climate … • NSSE (National Survey of Student Engagement) and University Senior Exit Survey. • NSSE results suggest that freshmen and seniors indicate that they are less likely to have serious conversations with students of different racial and ethnic groups than their peers at comparable institutions. • “Gap” between preparation and importance in the responses on the Exit Survey in the area of “appreciation of the effects of international, multicultural and ethnic factors on your major.”

34. Areas that require additional analysis & discussion • More detailed analysis and discussion of Equity Scorecard data and other data on accessibility. • Discussion & analysis of workforce diversity data as well as workforce availability data. • Information about the relative effectiveness of current retention & graduation rate improvement strategies. • Discussion of the possible use of Campus Climate Survey results.

35. Chancellor Telfer’s charge: “We ask that each department or office/unit look at the objectives of the Diversity Plan, the structure suggested in that plan, and the information provided in the Equity Scorecard Report. With that information as a starting point, discuss as a department or office/unit what the information suggests to you and how your department or office/unit can contribute to addressing the objectives of the Diversity Plan. You should also identify what additional information is needed as you go forward.

36. Telfer’s Charge • ….I am asking all departments and offices/units to report on their progress, to their respective deans and division heads at the end of the academic year. Because departments and offices/units differ, these reports should reflect the unique features of individual departments and offices/units and their unique approaches to addressing our Diversity Plan objectives.”

37. Diversity Action Planas the framework • Situational Analysis • Strategies • Action Steps • Evaluative Measures • Equity Scorecard http://www.uww.edu/chancellor/ • Diversity Action Plan http://www.uww.edu/chancellor/ • Chunju Chen, Institutional Research, chenc@uww.edu