Strategic Diversity Initiatives for University Inclusivity
Explore strategic diversity initiatives focusing on policy, procedures, position descriptions, and search committee composition to enhance inclusivity in a university setting. Learn about goals to improve student retention rates, faculty/staff diversity, and environmental sustainability.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
You are allowed to download the files provided on this website for personal or commercial use, subject to the condition that they are used lawfully. All files are the property of their respective owners.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author.
E N D
Presentation Transcript
Strategic Diversity Ideas Staci Sleigh-Layman Executive Director, HR
What do we do? Policy and Procedures Position Descriptions Search Committee composition Applicant Pool vs. Availability vs. Customers/Students
Policy and Procedures Minimum expectations increased. No direct appointments. Responsibilities for appointing authorities, VP for Inclusivity and Diversity, HR, search committees Search committee for every search including civil service, exempt and faculty Collaborative process. Not just HR or VP, but everyone has a role
Position Descriptions Diversity begins with PD. Take time to replace who has left/retired. Take time! Include language: Job Summary: All employees are expected to support CWU s commitment to diversity and to bring and support inclusion into the university environment. Job Responsibilities: Demonstrated ability and/or experience working with students and/or co- workers from a wide range of abilities, backgrounds and experiences. Ability to embrace and promote a diverse environment. Competencies: Commitment to Diversity: Recognizes the value of diversity and helps create environment that supports and embraces diversity.
Search Committee Composition Search committees will be composed of a diverse cross section of the constituents working with the position. A diversity advocate identified by the VP of Inclusivity & Diversity may be used where departments lack diverse representation. Oregon State University model: https://searchadvocate.oregonstate.edu/
University-Wide Strategic Goals Goal #1 - To increase the first-year to second-year student retention rate from 71 percent to 80 percent over the next five years. Goal #2 To increase the diversity of our faculty and staff by 5 percent in five years. Goal #3 To reduce the campus carbon footprint by 5 percent within the next five years.
Applicant Pool vs. Availability vs. Customers/Students CWU Quick Facts Washington State 2019 Total: 7,614,893 Women: 50.0% People of Color: 21.1% Washington State Demographics: https://www.census.gov/quickfacts/fact/table/WA/HSG650218#HSG650218
Applicant Pool vs. Availability vs. Customers/Students Applicants Protected Group Met Availability Total Interviews Hired Minimums 4 50.0% 1 Total 20 15 26.67% 25% 100% Women 26% 5 4 2 1 10% 13.33% 25.0% 0% Total Minorities 10% 2 2 1 0
Questions & Concerns? Staci Sleigh-Layman 509-963-1256/509-899-0944 staci@cwu.edu
