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

1. 07/16/12 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 • Utilization of Faculty Associates in development of best practices to support inclusive environment goals and recruitment and retention of faculty and staff • Promotion of an inclusive, non-discriminatory, welcoming and highly productive workplace throughout the university • Support of non-academic goals in colleges and divisions through Diversity Scorecard tool • Development and dissemination of an annual diversity report • Creation • Analysis, recommendations and implementation of University Climate Study findings and Women in STEM recommendations • Branding of “Inclusive Excellence” • Develop diversity awards • Ongoing discussion and dissemination of the Diversity Action Plan • Purposeful, intellectual and social development through a variety of gatherings and programs to enhance the understanding of diversity and global awareness and citizenry • Increased diversity-focused collaborations with the City of Kent, Portage County and other external partners • Development and implementation of bi-annual University Climate Study • Creation of programming initiatives that support integration of international students and foster global inclusivity • Enhanced relationships between underrepresented/underserved students and administration • Collaborative efforts with Admissions to host recruitment events at targeted schools and areas; partnerships with high school administrators and counseling staff • Intentional focus on service learning and engagement of students • Review of processes by which underrepresented/underserved populations might gain access and opportunity to specific programs across the university • Incorporation of inclusive values through review of diversity course offerings related to differences in age, sex and national origin as well as across diverse groups, such as the LGBTQ community and international students • Implementation of cultural competency programming and new learning paradigms • Support of academic goals in colleges and divisions • Utilization of Faculty Associates for scholarly diversity research • Support academic related diversity goals in colleges and divisions DEI Key Themes, Projects, and Tasks • Number of new external and internal partnerships to sponsor diversity-related events and programs • Return on investment rate of new partnerships and programs • Participation rate at social gatherings and programs • Results of program evaluations • Results of University Climate Study • Participation rate in diversity-related programming centered on student success (e.g., Academic STARS, Oscar Ritchie Scholars, etc.) • Participation rate in collaborative programming led by faculty, staff and students • Annual persistence rate of AALANA students • Six-year graduation rate for AALANA students • Evaluation of diversity competency levels of students, faculty and staff • Number of published diversity-related articles by faculty and staff • Retention rate of AALANA faculty and staff • Tenure and promotion rates for women and AALANA faculty • New guidelines for diversifying the curriculum • Participation rate of diversity training, seminars, and faculty/staff development • Hiring rate of diverse faculty and staff • Employer diversity rankings • Employee satisfaction rankings • Retention rates of diverse faculty and staff • Annual increases in minority spend DEI Metrics October 2009