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UC│DIVERSITY

Exploring Commonalities & Celebrating Differences

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Diversity is not just about numbers, statistics and demographics; it is much more than compliance with laws and directives; it is about culture, inclusion and creating an environment that supports diversity and affirms each individual’s value, potential and contribution to the UC community.

Point to Ponder

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Definition of Diversity

The task force recognized a very broad and inclusive concept of diversity that included commonly recognized considerations such as race, ethnicity, gender, age, disability status, socioeconomic status, sexual identity, sexual orientation, religion, and regional or national origin. Going forward the task force emphasized that UC’s concept of diversity should retain the capacity for growth with our understanding.

Diversity Task Force, 2007

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Today: Where we are• Completed UC|21 Diversity Task Force Report,

chaired by Dean Lou Bilionis

• Appointment of Chief Diversity Officer – Mitchel Livingston

• Creation of a Diversity Council and appointment of a Chair – Cynthia Berryman-Fink

• Diversity Council Sub-committees

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Dimensions of Diversity

Source: Diverse TeamGardenswartz & Rowe5

6Diversity Support System

President

Chief Diversity OfficerDiversity Council

Support Offices

InternationalStudent AffairsDisabilityEnrollment/ AdmissionsEthnic Programs & ServicesSALD Diversity EducationWomen’s Center

Campus Ministries

Just Community

Governance

Faculty Senate(Human Relations)

Undergraduate Student Government

(Special Interest Collaborative)

Graduate Student Association(TBD)

Equal Opportunity

Human Resources

Alumni Association

Academic Operations Council or Council of Deans

Department of Athletics

Provost Offices (East & West)

Other Administrative Units(e.g. Purchasing) Possible Governance Committees

Committee on International AffairsAthletics Advisory CommitteeCivic Engagement Council6

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Diversity Council

Chief Diversity Officer

Faculty Governance

Diversity Support Offices

Student Governance

Diversity Support OfficesAcademic Operations CouncilAlumni AssociationAthleticsCampus Interfaith CommunityCommunicationsEqual OpportunityGraduate SchoolHuman ResourcesInstitutional PlanningProvost OfficesStudent AffairsUC International

Faculty GovernanceFaculty Senate (Human Relations)

Student GovernanceUndergraduate Student Government (Special Interest CollaborativeGraduate Student Association (TBD)

*Need to identify how Just Community fits in the support system.

Administration

Diversity Support System

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Diversity Council Composition1 Chief Diversity Officer1 Chair2 Students (Student Government, Graduate Student Association)3 Faculty2 Deans2 Representatives of Academic Units (Provosts Appointments)2 Representatives of Administrative Units4 Representatives of Student Affairs & Services1 Senior Associate Vice President, Enrollment Management1 Senior Associate Vice President, Human Resources1 Director of Equal Opportunity1 Representative of UC│International1 Representative of University Communications1 Representative of the University President2 members of the Cincinnati community (alumna and non-alumnus)1 Representative of the Center for the City1 Representative of Institutional Planning1 Representative of Branch Campus1 Representative of Alumni Affairs1 Representative of Athletics1 Representative of Campus Ministries

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Diversity Council Activities• Participated in team-building exercises

• Discussed advances and hindrances to diversity

• Review of task force recommendations

• Developed sub-committees

• Prioritized phase 1 recommendations

• Revised and approved UC Mission Statement9

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Mission Statement

The University of Cincinnati serves the people of Ohio, the nation, and the world as a premier, public, urban research university. We are committed to excellence and diversity in our students, faculty, staff, undergraduate and graduate education, experience-based learning, and research. The University strives to provide an inclusive environment where innovation and freedom of intellectual inquiry flourish. Through scholarship, service, partnerships, and leadership, we create opportunity, develop educated and engaged citizens, enhance the economy and enrich our University, city, and global community.

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Diversity Council Sub-committees

• Recruitment & Retention (Karen Faaborg & Caroline Miller)

• Campus Life & Climate (Stacy Downing & Barb Rinto)

• Assessment & Accountability (Gary Dent & Lee Mortimer)

• Community Collaboration (Ed Owens & Mary Stagaman)

• Leadership/Logistics (Cindy Berryman-Fink, Lou Bilionis, Greg Hand, Mitchel Livingston, Bleu Marshall)

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Recruitment & Retention Sub-committee(examples)

• Cluster hiring of faculty

• Grow our own faculty of color

• Involve faculty, staff and alumni of color in recruiting

• Assist units in recruiting/retaining staff from underrepresented groups

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Campus Life & Climate Sub-committee(examples)

• Reactivate Racial Incidents Team

• Elevate RAPP (Racial Awareness Program)

• Create more viable African & African American Studies Department

• Involve students of color in organizations, campus life, and leadership

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Assessment & Accountability Sub-committee

(examples)

• Conduct periodic climate surveys

• Create web-based report card to maintain and share diversity data

• Create centralized exit interview process

• Perform periodic assessment of NSSE (National Survey of Student Engagement) & SSI (Student Satisfaction Inventory)

• Build diversity accountability into performance review process

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Community Collaboration Sub-committee

(examples)

• Incorporate diverse community issues into Center for the City

• Enhance contractor/vendor processes

• Recognize alumni of color

• Community involvement to attract and enroll students of color

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Today: Where we are• UC ranks fourth among Ohio’s 14 public universities in African

American enrollment diversity (behind Central State, Cleveland State and University of Akron).– All Minorities 14.9%– African American 10.3%– Asian 2.8%– Hispanic 1.5%– American Indian 0.4%

• UC has 4% African American faculty and 9.7% African American staff.

• NSSE (National Survey of Student Engagement) & SSI (Student Satisfaction Inventory) results indicate that students of color report higher levels of engagement and satisfaction in both their curricular and co-curricular lives when compared to majority students.

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Current Diversity Council Activities

• Populate sub-committees

• Implement the phase 1 recommendations

• Develop a 5-year plan with budget

• Conduct information sessions with governance groups

• Create an inventory of diverse practices

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DIVERSITY INITIATIVES INVENTORY

College/Unit: _____________________________________ Contact Person: ____________________________________

Email Address: ____________________________________ Phone Number: ____________________________________

Initiative Start Date Resources(staff & dollars)

Completion Date

Evaluation

e.g. Revamp orientation for new faculty, staff and students to include a review of the University’s diversity plan

January 2008 1 program coordinator$10,000

Ongoing Enhanced awareness of the university’s diversity goals and the integration of diversity within the curriculum.

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Phase 1 Recommendations

• Implement an integrated institutional plan for diversity

• Engage the university in a process to define diversity

• Create the senior-level position of Director of Diversity

• Establish an all-university Committee on Diversity in charge of maintaining the task force report as a living document, holding responsible parties accountable and reporting on at least an annual basis to the community at large

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Phase 1 Recommendations(continued)

• Develop, implement and monitor a Communication Plan

• Revise the UC Mission Statement to include a continuing commitment to diversity and inclusion

• Reaffirm the university’s commitment to the existence of the African American Cultural & Research Center and clarify the separate issue of a multicultural center for broader interests

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Phase 1 Recommendations(continued)

• Develop a community dialogue regarding recommendations of the Just Community Task Force. Included in these discussions will be the development of the Core University Values

• Reactivate the Racial Incidents Team

• Incorporate Cincinnati community issues regarding diversity into the university’s Center for the City

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Phase 1 Recommendations(continued)

• Encourage greater levels of involvement by students in student organizations, in campus life, and leadership positions; encourage student organizations to become more active and provide them with leadership training; encourage more faculty mentoring to students through faculty involvement as organizational advisors and attendance at student programs

• Expand the concept of cultural competence to include greater focus on race and ethnicity

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Phase 1 Recommendations(continued)

• Encourage involvement of alumni of color to assist in the recruitment of students of color

• Enhance faculty search committees to ensure that each search committee meets with appropriate personnel from the Office of Equal Opportunity to discuss venues to advertise for faculty of color and to make sure that no search goes forward without documented best efforts to create a diverse pool

• Grow our own faculty of color

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Diversity TimelineTime Frame

January 2007 October 2007 December 2007 January 2008 January 2008

Diversity Activity

UC|21 Diversity Task Force Recommendations

Diversity support system in place• Diversity Council• Chief Diversity Officer • Mission Statement

Diversity sub-committees formed

• Recruitment & Retention

• Campus Life & Climate

• Assessment & Accountability

• Community Collaboration

Implementation of Phase I recommendations

Prioritize Phase II recommendations

Assessment of current diversity initiatives across the university

Key Messages

• Diversity defined broadly

• Recommendations begin with race and ethnicity

• Permanent support system in place to drive the diversity agenda for the university

• Reinforcing the inherent value of diversity

• Prioritize Phase I recommendations

• Develop Phase II recommendations given our broader 

understanding of diversity

• Roll out of initial recommendations

• Communication with community regarding specific actions taken

• Establish a base line in terms of where we are

• Provide data to inform emerging recommendations

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