Diversity: State Initiatives
Goal 6: Provide High Quality Academic Programs for a Population of Increasingly Diverse Students.
Objective 6.1: Admit and graduate a student population that reflects the racial, ethnic and gender diversity of the State.
Improve the retention, graduation and transfer rates of African American and other minority students whose achievement trails the state average.
Continue to expand diversity-sensitive admissions policies.
Continue to enhance minority enrollments.
Objective 6.2: Employ faculty and staff who reflect the racial, ethnic and gender diversity of the State.
Increase the racial, ethnic and gender diversity of faculty and executive/managerial staff at Maryland Colleges and universities.
Improve the recruitment and retention of minority faculty and professional staff.
Objective 6.3: Continue to develop and enhance Maryland historically black colleges and universities (HBCU’s).
Enhance the missions and programs of HBCU’s and their enrollment of diverse student bodies.
Strengthen the undergraduate and graduate programs at HBCU’s.
Place high demand academic programs at HBCU’s and ensure that they are not duplicated at nearby institutions.
Maintain and expand the Commission’s Access and Success program.
Objective 6.4: Respond to the educational needs of an increasingly diverse student population that includes more minorities, immigrants, working adults, senior citizens, and recent high school graduates.
Include the development of lifelong learning skills in curricular goals.
Incorporate extra scholastic learning experiences from students’ work and community responsibilities into their academic programs.
Invest in facilities, faculty and support staff required to serve the expected increase in traditional students.
Strengthen academic and student support services to meet the evolving needs of students as impacted by the changes in demography.
Mission Statement: The University System of Maryland employs affirmative measures to effect equal opportunity and to promote and maintain diversity in its constituent institutions. The USM embraces the concept of multicultural diversity as well as the many other forms of diversity that exist among its students, faculty, staff and other members of our campus communities.
Was devised to support the USM in its diversity efforts. The network is comprised of one or more administrative representatives from each USM institution. The network works collaboratively with the administrations of each USM institution to:
-develop proactive measures to ensure equal opportunity in education and employment.
-promote an inclusive USM community grounded in respect for each individual.
-foster welcoming environments at each institution.
-provide learning opportunities to expand diversity awareness and understanding.
-educate students, faculty, staff and the external community about the value of diversity and its importance to the attainment of excellence.
Each institution within the network is responsible for submitting Institutional Minority Achievement Plan, that covers a ten year period. These plans describe goals and actions that each institution will undertake to enhance minority achievement. The goals are as follows:
GOAL I: RECRUIT AND ENROLL A GROWING NUMBER OF UNDERREPRESENTED MINORITY UNDERGRADUATES, AND PREPARE THEM FOR SUCCESS.
GOAL II: INCREASE THE RETENTION AND GRADUATION RATES OF UNDERREPRESENTED MINORITY UNDERGRADUATES.
GOAL III: INCREASE THE ENROLLMENT AND GRADUATION RATES OF UNDERREPRESENTED MINORITY STUDENTS IN GRADUATE – AND PROFESSIONAL – DEGREE PROGRAMS.
GOAL IV: REFLECT THE DIVERSITY OF MARYLAND’S DEMOGRAPHICS IN FACULTY AND STAFF.
GOAL V: ENCOURAGE COLLABORATION AMONG USM INSTITUTIONS TO SUPPORT AND INCREASE MINORITY ACHIEVEMENT.
Included in these objectives are diversity initiatives. Below is a composite of existing institutional diversity initiatives; identified obstacles to achieving institutional diversity; and recommendations for the Board of Regents; the Chancellor and the Presidents.
-Expanding outreach efforts to minority and disabled communities to diversify faculty and staff.
-Establishing a diversity web site.
-Hosting cultural events.
-USM institutions working collaboratively on LGBT issues.
-Conducting diversity awareness seminars, with a focus on prejudice reduction. At several institutions NCBI was used as a model.
-Development of diversity newsletter for faculty and staff.
-Use of faculty and staff climate surveys.
-Creation of Diversity Advisory Council
-Senior level administrators meeting monthly with leaders of student cultural groups.
-Diversity infused into the university’s strategic plan
-Expanding marketing campaigns to attract traditionally underrepresented students.
-Town hall forums
-Host annual student diversity retreat.
-Diversity offices understaffed.
-Leadership support for diversity is weak.
-Diversity Officers are just window dressing and not encouraged nor supported to make any real change.
-Diversity has not been institutionalized.
-Diversity Strategic Plan not part of the University Strategic Plan.
-Members of the LGBT community do not feel welcomed.
-Lack of support from System for efforts to diversify student body, faculty and staff.
Board of Regents
-Include diversity as part of the Chancellor’s merit evaluation.
-Include diversity in faculty promotion and tenure policies
-Establish reward systems to recognize Systemwide/Institutional and Individual diversity achievements.
-Include diversity as part of the President’s merit evaluations.
-Establish the position, Associate Vice Chancellor for Diversity, reporting to the Chancellor. This person would, among other things:
-Develop a comprehensive strategic plan for diversity for USM
-review institutional diversity plans and provide recommendations to the Chancellor.
-Foster and encourage the establishment of institutional diversity advisory councils for faculty, staff and students.
-Facilitate collaborative efforts between all USM institutions.
-Establish a reward structure to recognize systemwide and institutional efforts toward diversity.
-Develop institutional diversity plans and provide support for follow-up assessments.
-Include faculty/staff responsible for AA/EO/Diversity on President’s Council and in the Collective Bargaining process.
-Include diversity as part of faculty and staff merit evaluations.
-Lobby for funding for underrepresented groups.
-Support an inclusive approach to diversity initiatives.
-Provide support for LGBT issues
-Don’t just pay lip service to diversity.
-Promote the formation of faculty, staff and student advisory councils on diversity.
Goal D: To build a caring community where each individual feels affirmed and respected.
D1. The University will recruit students and faculty reflective of our desire for a diverse and culturally rich community.
1.1 The University will continue to implement the Minority Achievement Plan and will continue active recruiting of international students and other underrepresented student groups.
1.2 Faculty recruitment will increase the number of qualified women and minority faculty as well as faculty with degrees from a wide range of institutions.
1.3 Innovative efforts to recruit minority students, such as school partnerships, faculty and student mentoring, and school enrichment programs will be expanded.
D2. An inclusive shared governance structure will be developed.
2.1 Faculty, staff and students will be represented and will be strongly encouraged to participate in the governance structure.
2.2 University governance mechanisms will ensure that individuals are consistently treated with justice, equity and respect for diversity and human dignity.
2.3 Administrative decision making processes will be reviewed to assure that
faculty, staff and students have appropriate input into decision making.
D3. Communication at all levels of the campus community will be improved.
3.1 The various units of the administrative and governance structures will be used as vehicles for communication.
3.2 Satisfaction with communications within the University community will be monitored on an on-going basis.
-Increase in enrollment of traditionally underrepresented students.
-Increase in diversity training/seminars for staff and students.
-Development of the student diversity committee.
-Development of Diversity Task Force.
-Increase in cultural events and activities, sponsored primarily by the Office Multi-Cultural Affairs
-Development of Early Warning Program to track traditionally underrepresented students in the beginning of their academic careers at SU.
-Increased diversity on staff and faculty search committees.
-Development of a diversity web site and publication.
-Greater sensitivity to LGBT issues.
-Office of Diversity Initiatives and the Center for Professional Development collaborating to host SU’s first Diversity Conference.
-Increase in ethnic and racial diversity within SGA.
-Increase in diversity within senior level administrators; Dean of Perdue School and Office of Special Assistant to the President for Diversity/EEO/Affirmative Action.
-Implementation of Comprehensive Academic Success Program - C.A.S.P.