Division of Diversity, Equity and Inclusion (DEI) Strategy Map

1. 01/04/11 University Strategic Goals Division of Diversity, Equity and Inclusion (DEI) Strategy Map Engaging With the World Beyond Our Campuses (Institutional Climate, Culture and Community Relationships) Ensuring Student Success (Access, Recruitment and Retention) Enhancing Academic Excellence and Innovation (Education and Scholarship) Developing and Recognizing Our People (Institutional Accountability) 4.1 Incorporate global perspectives into all of our initiatives 4.2 Forge strategic partnerships that add significant value 4.5 Increase presence of international students and scholars at KSU 4.6 Increase Kent State student participation in study abroad 1.1 Four pillars of a 21st century KSU Graduate 1.5 Expanded service learning, engagement in student life 1.6 “Year of Yes” — enhancing customer service 2.5 Increased quality and diversity of the student body 2.6 Creating new learning paradigms 6.1 Develop leadership skills in wide range of faculty and staff 6.2 Recruit and retain high-quality faculty and staff 6.3 Develop a diversity plan with a focus on inclusive excellence University Key Themes and Projects 1.1.1 Purposeful, intellectual and social development to enhance the understanding of diversity, to include global awareness and global citizenry. 1.5.1 Intentional diversity focus relating to service learning and engagement of students 1.6.1 Enhance relationship between students and administration 2.5.1 Review, support realigning structures, processes for recruitment and retention of students of color; and promotion of women in specific areas 2.5.2 Increase the graduation rate of students of color 2.5.3 Incorporate inclusive values across difference to include age, sex, national origin, international students, LGBT populations, and other differences 2.6.1 Support diversity goals in colleges and divisions 6.1.1 Develop and implement diversity training, diversity seminars, and professional development opportunities focused on diversity for faculty, staff and students 6.2.1 Develop leading practices in the recruitment and retention of diverse faculty and staff 6.3.1 Promote an inclusive, non-discriminatory, welcoming and highly productive workplace throughout the university 4.1.1 Review diversifying the curriculum to infuse diversity throughout all disciplines 4.2.1 Support, create external domestic and global partnerships 4.5.1 Integrate diversity initiatives to be more inclusive of international students 4.6.1 Review process for students from underrepresented / underserved populations to increase access and opportunity DEI Strategic Directions • Implement Diversity Scorecard • assessment tool • Define, incorporate excellence goals to • ensure graduation success and promotion success for women • Create an inclusive environment • through new learning paradigms; participative learning across difference, • increased collaboration, building • credibility and trust across difference • (Global Certificate Program, Campus • Week of Dialogue) • Implement minority professorship to support learning goals for students, faculty and staff • Create seminars for an effective search process • Build minority PHD databases to support search processes • Implement Partnerships in Pluralism initiative to build collaborative efforts across divisions, departments, colleges, and disciplines • Utilize Faculty Associates to support inclusive environment goals and recruitment and retention of diverse faculty and staff (researching best practices, incorporating uniform mentoring guidelines, etc.) • Implement university environmental scan (climate study), analyze, incorporate recommendations for change • Create Diversity Excellence Awards • Brand Inclusive Excellence • Incorporate strategies to support faculty in “how to” strategies to infuse diversity concepts into curriculum • Create external partnerships whose interest and focus is on diversity (community engagement with diverse constituents) • Create programming initiatives that support integration of international students • Review access and opportunity challenges for low enrollment programs, i.e., Study Abroad, Honors College, etc. • Incorporate ROI assessments for all student diversity programs and initiatives • Expand outreach programs to enhance diverse pipelines, college readiness • Expand diversity programs through the Multicultural Center, Women’s Resource Center, Pre-College Programs, LGBTQ Ctr. • Collaborate with and provide support to colleges and divisions for student service learning and engagement focusing on diversity through grant opportunities • Encourage opportunities for student engagement with administrators • Implement university commitment statements to encourage Year of Yes students DEI Key Themes, Projects, and Tasks • Participation rate for faculty development (infusing div. across curriculum) • # of new external partnerships • ROI success rate of new partnerships and programs • Participation and success rate of underrepresented / underserved students in specific programs • Participation rate / diversity programs • Participation rate / leadership, faculty, staff involvement • Persistence rate for AALANA students • Graduation rate for AALANA students • Diversity competency level for students (pre-post test) • # Diversity Grants • Retention rate for AALANA faculty and staff • Tenure & prom. In rank rates for women and AALANA faculty • Promotion rate for div. programs • Diversity competency level for students, faculty and staff (evaluation) • Participation rate for diversity training, seminars, faculty / staff development • Hiring rate for diverse faculty and staff • Published diversity research • Participation rate for environmental scan • Enhanced overview of KSU workforce diversity • Rankings on employer diversity DEI Metrics October 2009