DiversityAndInclusion Jan 2020updated - UNCW

Diversity and InclusionJanuary 27, 2021

Diversity and Inclusion • January 27, 2021 1

AGENDA

v Welcome, Trustee Maurice Smith

v Roll Call, Interim CDO Donyell Roseboro

v Approval of Minutes from October 16, 2020

v Presentation, Chancellor Sartarelli and Team

v Q & A

v Next Steps


SUMMARY

Updates Slides

Welcome, Agenda, History of DEI Work Slides 1-23

Student Affairs Slides 25-31

Office of University Relations Slides 33-34

Academic Affairs Slides 36-46

Funding – Advancement & Business Affairs Slides 48-56

Wrap-Up – Other Updates, Next Steps, Q&A Slides 57-61


This presentation provides a brief synopsis of the diversity initiatives undertaken at UNCW over the past 30 years followed by a detailed review of diversity goals/strategies introduced and in process since fall, 2020.

Establishing a campus commitment to diversity, equity and inclusion is a continual process. How we learn from and live with our history matters. We understand the urgency required and hope we can build a better Seahawk future together.

ABOUT THIS PRESENTATION…


LEUTZE (1990-2003)• “Increase the number of minority students applying to the university from Southeastern

North Carolina by 50 in each of the next five years,” Report to the Board of Trustees, 1991• Focus on qualified minorities and community changes

DePAOLO (2003-2011)• Diversity was a core value and one of seven goals• One of the main goals was to reduce completion disparities

MILLER (2011-2014)• The Strategic Plan included diversity in several ways• Objective: Recruit, support and retain high quality, diverse faculty, staff and students

SARTARELLI (2015-present)• Mission: …“Our culture reflects our values of diversity and globalization, ethics and

integrity, and excellence and innovation.”• Values: “Student Focus, Diversity, Innovation, Community Engagement, Integrity

and Excellence”• Strategic Plan Priority #1: “Attract and retain high-quality, diverse students,

faculty and staff; ensure an inclusive campus culture…”

DIVERSITY INITIATIVES IN CHANCELLORS’AGENDAS SINCE THE 1990s…


UPDATED SEAHAWK RESPECT COMPACT FOCUSING ON INCLUSIVENESS, FREE EXCHANGE OF THOUGHTS

AND ELIMINATION OF PREJUDICE AND DISCRIMINATION…


UNCW UNDERGRADUATE STUDENT DEMOGRAPHICS

Semester and Year

Overall Undergraduate

Student Population

# of White Students

# of Black Students

# of Hispanic Students

2 or More Races Asian

American Indian or

Alaska Native

FALL 2020 14,650 11,427 (78%) 660 (5%) 1,133 (8%) 589 (4%) 278 (2%) 59 (<1%)

FALL 2019 14,785 11,532 (78%) 596 (4%) 1,102 (7%) 586 (4%) 309 (2%) 51 (<1%)

FALL 2018 14,452 11,128 (77%) 611 (4%) 1,034 (7%) 535 (4%) 284 (2%) 20 (<1%)

FALL 2017 14,502 11,312 (78%) 650 (5%) 999 (7%) 527 (4%) 273 (2%) 66 (<1%)

FALL 2016 13,914 10,714 (77%) 674 (5%) 956 (7%) 485 (3%) 311 (2%) 70 (<1%)

GROWTH OF 11% IN UNDERGRADUATE BLACK STUDENTS IN 2020…


UNCW GRADUATE STUDENT DEMOGRAPHICS

Semester and Year

Overall Graduate Student

Population

# of White Students

# of Black Students

# of Hispanic Students

2 or More Races Asian

American Indian or

Alaska Native

FALL 2020 3,265 2,416 (74%) 331 (10%) 170 (5%) 93 (3%) 59 (2%) 39 (1%)

FALL 2019 2,714 2,089 (77%) 261 (10%) 126 (5%) 71 (3%) 40 (1%) 26 (<1%)

FALL 2018 2,295 1,721 (76%) 225 (10%) 109 (5%) 61 (3%) 33 (1%) 20 (<1%)

FALL 2017 1,985 1,528 (77%) 208 (10%) 86 (4%) 45 (2%) 25 (1%) 16 (<1%)

FALL 2016 1,826 1,312 (76%) 195 (11%) 77 (4%) 33 (2%) 25 (1%) 15 (<1%)

STEADY GROWTH OF 70% INGRADUATE BLACK STUDENTS IN THE PAST FIVE YEARS…


NUMBER OF OVERALL FACULTY HAS GROWN 16% IN THE PAST FIVE YEARS… BLACK FACULTY NOT SO MUCH.

UNCW FACULTY EEO COMPARISON 2020 AND 2015

2020 Total Faculty: 703 2015: 606

EEO Group Employees % to Total 2015 Employees

Minority 145 20.60% 97 16.00%

•Black 26 3.69% 23 3.79%

•Hispanic 43 6.11% 32 5.28%

•Asian 63 8.95% 32 5.28%

•Am Indian/Alaskan Native 3 0.43% 1 0.16%

•Native Hawaiian/Pacific Islander 0 0.00% 0 0.00%

• Two or more 10 1.42% 9 1.48%

*2015 data included a category of Unknown. 6 faculty members identified as Unknown*2020 data as of 10/31/20


STRATEGIC PLAN KEY METRICS 2.0

Attract/Retain

Educate/Advance Research

Enable/Place

Organize/EngageFund/Build


INADDITION…

• Create a diverse Accountability Committee made up of students, faculty, alumni and community members to hold the administration and the university accountable for a more diverse and inclusive future

• Augment the Strategic Plan by adding metrics to attract black students and faculty and enhance their engagement in the university

• Establish a new fund of $1.0 M to support recruitment of black students in addition to the existing $2.5 M diversity scholarship fund

• Commit to an annual $1.4 M ($500,000 for recruitment this year) of investment for the next five years to ensure a more diverse and inclusive future

• Meet with students, faculty, alumni and community members frequently to update them on the list of actions that the university is committed to pursuing


Updates on Diversity and Inclusion Action Items


RENEWAL AND CHANGE ACCOUNTABILITY COMMITTEE

• Patrick Boykin, Graduate ’94, ’12• Stephania Bloodworth, AAGA Past President,’00• Ebony Bryant, AAGA President, Graduate’01• Malcomb Coley, Graduate ’86, ’89• Harry Eason, General Utility Maintenance Coordinator, UNCW Facilities Management• Ron Hamm, First AAGA President; BOV; Graduate ’90• Emmanuel Harris, BFSA Co-chair, Professor• Brooke Lambert, Director of the Mohin-Scholz LGBTQIACenter• Christopher Neal, BSU President, ’21• Sean Palmer, Director of the Upperman African American CulturalCenter• Kirsten Reddick, BSU Vice President, ’21• Donyell Roseboro, Professor, Interim CDO• Edelmira Segovia, Director of Centro Hispano• Maurice Smith, Current BOT, Graduate ’79, Chair of the Committee• Linda Upperman Smith, Former BOT• Keryn Vickers, BFSACo-chair

• Ex-officio Members: Bradley Ballou, Elizabeth Grimes, Miles Lackey, Jose Sartarelli, John Scherer, Eddie Stuart, Brian Victor, JamesWinebrake


Office of Institutional Diversity & Inclusion


WHAT HOW WHO WHEN

A.10.

Support staffing in the three cultural centers appropriate to accommodate advances in programming

OIDI developed and submitted a Restructuring Plan – Phase I & II.

Meetings with HR ongoing related to position assessment relative to market.

OIDI

Fall 2020 Develop Plan

Spring 2021 Phase I Implementation, Pending System Office Approvals

ACTION ITEM UPDATES: AAGA

*The "What" column with the Action Items comes directly from needs identified by the Black Student Union, African American Graduate Student Association and Black Faculty & Staff Association.


WHAT HOW WHO WHEN

III.A.Hire additional professional staff for Upperman Center

Assess and adjust compensation for existing staff and identify additional needs OIDI Immediate

III.B.Increase budget for Black student enrichment at Upperman Center

Review budget and look to increase resources for Upperman as appropriate OIDI Immediate

III.C.Expansion of Upperman African American Cultural Center

SA identified new space in FUU,and proposed floor plans and expansion concepts for both Upperman and Centro. The Chancellor and VC walked the space together and the proposal for expansion was delivered to OIDI at the end of September.

Space Proposal Submitted to Space Planning Committee in December.

Together with the expansion of theMohin-Sholz LGBTQIA center, Centro and Upperman would move from a total of 3,182 square feet to 5,688 square feet.

OIDI / AA / SA / BA Immediate

ACTION ITEM UPDATES: BSL/BFSA


Student Affairs



WHAT HOW WHO WHEN

I.A.1.aStronger diversity/inclusioneducation for staff

All Student Affairs Department Directors underwent diversity and equity training with Kimberly McLaughlin-Smith, UNCW’s Inclusion & Diversity Learning Development Specialist on September 3, 2020 and with Dr. Julie-Ann Scott-Pollock,Professor of Communications Studies, on September 10, 2020.

The Staff Training and Development Subcommittee proposed an Institutional Diversity & Inclusion Goal that was approved by Staff Assembly and will be added to allUNCW SHRA Employees' Full-Cycle Goals beginning in the 2021-22 cycle.

All Student Affairs employees were required to include a Diversity & Inclusion Individual Goal as part of their2020-21 Full-Cycle Evaluation. A sample goal was sent to all Student Affairs Directors for guidance.

All staff in Student Affairs participated in a four hour diversity training with guest facilitator Lettie Shumate January 2021, with recommended follow-up workshop later in January.

OIDI / HR / SA Fall 2020


WHAT HOW WHO WHEN

I.A.1.c.Stronger diversity/inclusioneducation for students

Student Affairs created a race and equity training module for all student employees, centered on Wilmington’s history surrounding racial injustice and the value of requiring all employees to complete training around topics of race, diversity, and inclusion. The series included a facilitation guide, Vice Chancellor expectations around diversity and equity, a version of Upperman’s “Hot Summer” video, and Pre- and post-discussion surveys and evaluations.

Starting this year, all Student Affairsdepartments will report out all accomplishments related to student staff training on diversity and equity in theirAnnual Departmental Reports.

Student Affairs supervisors of student staff completed diversity training January 2021.

SA / OIDI / All Fall 2020



WHAT HOW WHO WHEN

I.A.2.a. Housing and Residence Life

The Housing and Residence Life Subcommittee released weekly Instagram posts focusing on diversity and equity starting on the first Wednesday of September. In September, the story was viewed by 843 individual, unique views and the accounts reached 2,629 Instagram users.

Residence Life has a Diversity, Equity, Inclusion and Justice committee, which has members and has planned activities for the spring semester. The current plans are as follows:

1. Full RA Training and Development Series (Weekly Discussion Moderated by RCs on Monthly Topics)

1. January is Critical Race Theory 2. Feb is Gender and Sexuality3. March is Ableism4. April is Classism, Wealth and Privilege5. May is a summary discussion

2. Instagram content is fully planned for every week through March 10 in the following order of content by week:

1. Why Black History2. Celebrating Black Scientists3. Celebrating Black Artists4. Celebrating Black Writers5. Celebrating Black Activities6. The invention of Whiteness7. White Supremacy8. White Privilege9. White Innocence10. Race and Identity11. April will be Intersectionality of those topics/Identities

3. RA programming themes by Month:1. January focus on MLK2. February focus on Black History Month3. March focus on Women’s History Month and Immigration4. April focus on Autism Awareness Month and Community Refection’s

SA Fall 2020



WHAT HOW WHO WHEN

I.F.Hire Full-time National Pan-Hellenic Council Coordinator

Student Affairs continues to evaluate the need for a full-time NPHC coordinator and has made consideration of this request a priority. Currently there are fewer than17 NPHC students, and most chapters are not signing new members this year, so SA believes once COVID hiring constraints relax, we will be able to enact a plan to seek funding for this position and attempt to launch a search for a full-time staff, preferably at the assistant director level. Meanwhile, graduate student Lashaun Noel and other F&SL staff in OSLE have been successfully covering support for NPHC students.

SA

Immediate Support Provided

Spring Assessment on Hiring Need and Budget



WHAT HOW WHO WHEN

I.G. Hire Black Counselors

There is one full-time Black counselor in the University Counseling Center. This year we also have added a Black Post-Doc and a Black time-limited counselor. So of 10 counselors in the University Counseling Center, three are Black.

UCC / SA Immediate



WHAT HOW WHO WHEN

I.A.2.b.Develop New Living/Learning Communities

“Creating Black Community in Wilmington” is focused on introducing students to Black communities in Wilmington through the intersections of race, class, ethnicity and geography. Students enroll in a UNI 101 First Year Seminar examining Black perspectives of Wilmington's Black History. The partner course for this community is CRM 110: Crime and Justice Issues, specifically focused on “Issues in Race and Citizenship.” Together these courses will examine the politics of Blackness, the history of gentrification, civil discourse in Wilmington, voter oppression, and the historical structure of the constitution. Students in this community will be housed along with students from the “The Bigger Picture: Race, Leadership and Social Justice” Learning Community and have opportunities to participate in co-curricular programming. Off-campus travel will be required for this community, which may include a Fall Break Trip and/or some weekend trips. UC has begun marketing and recruitment in partnership with Admissions and Student Affairs

Diversity Fellows Mike Jefferson and Teddy Howell, who are both Residence Coordinators in Housing, have agreed to focus their fellowships on assisting with the planning and build-out of the LLC. Housing has allocated space for the LLC next year and has started to accept applications for fall 2021 Freshmen. University College staff are planning the curricular aspects of the Living Learning Communities.

SA / AA

Planning in 2020-21 andImplementation in 2020-21



WHAT HOW WHO WHEN

I.C.

Implement policies that hold students/faculty/staff accountable for hate speech/workplace violence

Ensuring students and others know where to turn: OGC working w/Student Affairs and OIDI to determine training and any update needed in policy or website.

Develop tools directing students to the right offices: Working w/Student Affairs and OIDI to determine training and any update needed in policy orwebsite

Evaluate collecting information on incidents and how to address them Working w/Student Affairs and OIDI on data collection. Chief Diversity Officer met with Associate Vice Chancellor for Diversity & Inclusion at NC State to review their Bias Impact Reporting Process. Two Diversity & Inclusion Fellows will research and bring back a proposal in thespring.

OGC / All Fall 2020



Office of University Relations


WHAT HOW WHO WHEN

I.E.Allocate time and space for major Black events

Utilize Multiple Channels to Support and Promote Awareness and Outreach

CL / HRL / OUR Ongoing




Launched• OUR worked closely with OIDI to develop and launch an updated website at

uncw.edu/diversity.

Event Promotions• “Creating a Space for Hope and Healing”• Michael Eric Dyson Keynote Speaker for UNCW’s Virtual 2021 MLK Celebration• Office of the Arts Launches Virtual Black Lives Matter Exhibit• Upperman Center to Host 29th Annual Association for Black Culture Center

Conference• Sixth Annual Cape Fear Region MED Week Goes Virtual• Survey, virtual town hall meetings hosted by UNC Racial Equity Task Force• Upperman Center's "The Sit-in: A Black Cultural Competency Module"• A Conversation with Ibram X. Kendi Moderated by Donyell Roseboro• Recruitment announcement re: the new Diversity & Inclusion Fellows Program• Promotion of "Am I Next?"• Promotion of Post-Election Discussion

Announcements, Recognition and Support• UNCW College of Arts & Sciences Launches Diversity and Inclusion Cluster Hire

Initiative• CHHS Faculty Member Sabrina Cherry Recipient of Prestigious Peace Corps Award• UNCW Launches Diversity and Inclusion Fellows Program• First UNCW Alumni Association Distinguished Diversity Award to Be Presented at

Homecoming 2021• UNCW’s Fidias Reyes, Sabrina Hill-Black Winners of WILMA's 2020 Women to

Watch Awards• Chancellor Sartarelli Creates Renewal and Change Accountability Committee to

Advance Diversity and Inclusion• UNCW Alumnus John Scholz ’84 and Dr. Anil Mohin Establish Endowment for

LGBTQIA Resource Office, Fund Office’s Expansion• OUR Interim CCO collaborated with Cape Fear Communicators organization to

coordinate a diversity awareness paneldiscussion for the group's members. Dr. Donyell Roseboro served as a panelist.

OUR UPDATES ON COMMUNICATIONSAdvertising• The Carolinian's Annual Colleges & Careers Edition• U.S. News & World Report Black History Month Special Section• American Indian Graduate Center Magazine

Statements and Resolutions• UNCW Statement on Capitol Attack (January 7, 2020)• Notice: HR, OIDI, Provost's Office and Swain Center to launch

Diversity, Equity and Inclusion Professional Development Opportunities for Employees in 2021 (December 18, 2020)

• UNCW BOT (Board of Trustees) Recognizes Resilience of Students, Faculty and Staff in Face of Pandemic; Approves Resolution in Support of Chancellor Sartarelli and a More Diverse, Inclusive and Equitable UNCW; and Approves Recommendations for 2021-22 Tuition and Fees (December 11, 2020)

• Diversity and Inclusion Report (December 4, 2020)• Notice: UNCW Reaffirms Values of Seahawk Respect Compact and Freedom of

Expression (November 5, 2020)• Notice: An Emphasis on Diversity, Equity and Inclusion Efforts at UNCW (October

21, 2020)• Message from Chancellor Sartarelli: Advancing Diversity, Equity and Inclusion at

UNCW (September 18, 2020)• Message from Chancellor Sartarelli: Chief Diversity Officer Dr. Kent Guion to Join

Faculty; Dr. Donyell Roseboro to Serve as Interim CDO (July 14, 2020)

In Development• Coming soon – UNCW Magazine features on the OIDI centers’ anniversaries and

the Queer Voices Project• Updating the UNCW “About” Page to reflect the university's Black history• Assisting OIDI with strategic planning and advertising initiative• Diversity & Inclusion Terminology webpage on the OIDI website (Will live under

the Research & Resources tab)• OIDI and OUR working together with website redesign vendor to develop

best practices for reflecting diversity on new university website to launch in late fall 2021


Academic Affairs


WHAT HOW WHO WHEN

II.A. Hire Black Faculty

Implemented new Cluster Hire Initiative with College of Arts and Sciences, identifying six new positions across five departments. Ads are posted and search committees formed, with expectation of student involvement in interview and selection process. Initial review will begin in January.

Additional faculty hiring beginning in all colleges, with emphasis on increasingdiversity.

Another workgroup is working on Faculty Diversity Pathway Program with NC A&T and is in discussions on an MOU to build a pipeline of faculty to UNCW.

AA

Fall 2020 Postings

Spring 2021 Interviews

Fall 2021 Hire



WHAT HOW WHO WHEN

A.5.

Implement robust biasprofessional development for all search committees, hiring authorities and administration

Bias training piloted for search committees in 2019 and continuous improvements occurring in AY 2020-21. For faculty hiring, a AARM workgroup has been formed and has been meeting every other week on new programming.

Policy recommendations by spring 2021

OIDI / HR

Fall 2020 Workgroup Meeting

Spring 2021 Policy Recommendations



WHAT HOW WHO WHEN

I.A.1.b.Stronger diversity/inclusion education, Faculty and Staff

Academic Affairs, OIDI, and the Chancellor have been meeting with consultants to review a proposal for anti-racist, diversity, and inclusion professional development.

Consultants will start meeting with faculty and staff groups to co-construct the curriculum and hold pilot sessions inMarch.

AA / HR / OIDI

Fall 2020 Planning

Spring 2021 Pilot

Fall 2021Implementation



WHAT HOW WHO WHEN

II.B.

Include more classes for

Black history and learning

community and UNCW

curriculum

Proposed Africana Studies Major includes at

least two new courses, with others to be

developed.

• FN422-Senior Seminar Topics in Africana Studies

• WGS200 Black Feminism/Women and Gender

New courses emerging from 1898 curricular

focus (see later).

AA Fall 2020



WHAT HOW WHO WHEN

II.B.2.a. Africana Studies major

An Africana Studies major has been designed by a faculty working group led by Dr. Manny Harris and including faculty connected to the existing minor. The LOI for the major is in Curriculog and is undergoing faculty review, which we hope to see concluded early in the Spring. The program is interdisciplinary and includes a substantial effort to review the curriculum and encourage the delivery, development and inclusion of an exciting range of course offerings. The new LLCs will include offerings that are part of the major and will support the major’s development.

AA

Fall 2020 Proposal

Spring 2021 UNCW Approval

AY 2021-22 System OfficeApproval



WHAT HOW WHO WHEN

I.B.Implement diversity admission program for prospective students

Two staff in admissions are now dedicated to diversity and inclusion efforts.

Bridge program being developed (see A.3).

AA / OIDI / SAFall 2020 Hire

Spring/Fall Recruitment



WHAT HOW WHO WHEN

A.3.

Develop pipeline and bridge programs while advancing partnerships with community and high schools

A Bridge Program Workgroup has been formed and is meeting to discuss a Bridge Program for students. Planning will occur during spring 2021, with implementation the following fall.

AA / SA / OIDI

Fall 2020 Workgroups Formed

Spring 2021 Program Design

AY 2021-22/Summer 2022Implementation



WHAT HOW WHO WHEN

A.9.Increase operational programming and staffing resources in support of curriculum

Established Diversity & Inclusion Fellows Program and appointed fellows to this group.

Equity Institute will include additional staff and will support curriculum development, grant writing, and faculty initiatives related to DEI work.

See previous items.

OIDI / AA / BAFall 2020 Establish FellowsProgram

Spring 2021Budgetingand Planning



WHAT HOW WHO WHEN

A.7. Ensure the history and legacy of 1898 is addressed through curriculum

Temporary Archivist hired to start working on the 1898 materials.Digitizing the materials from the 1898 centennial.

A Library Diversity Resident position is on the Chancellor's list for approval.

Equity Institute funding structure created. The design process continues.

The Office of Community Engagement is working with Third Person Project to develop 1898 community speaker series this semester.

AA

Fall 2020 Planning

Spring 2021 Hiring andImplementation



WHAT HOW WHO WHEN

A.8.Ensure a strong focus on city, regional and state Black history and culture

Search for a grant writer for Equity Institute to support diversity scholarship, research, etc.

OCEAL, CTE, and OIDI have created 1898 curriculum development grants to be posted soon.

Meetings with Teagle Foundation beginning for support for this work.

Randall Library standing up a new Center for Southeast North Carolina History and Archives

AA

Fall 2020 Planning

Spring 2021Implementation



WHAT HOW WHO WHEN

A.4.Increase access for historically disadvantaged and low-income students

$750,000 in additional scholarship money available for this admission cycle

$632,000 in new scholarship commitment secured since April 2020

AA / SA / BA

Develop plans in 2020-21;Implementation in 2021-22



Funding – Advancement & Business Affairs


WHAT HOW WHO WHEN

A.1.

Position AAGA to have a stronger voice in programming, narrative and representation

• The Office of Alumni Relations hosted two interest meetings to recruit 16 new AAGA Steering Committee Members, including a new president, vice presidentand secretary.

• The executive team has been restructured to include a past-president position to better serve the AAGA mission.

• Two meetings with the chancellor and three with Advancement division leadership to discuss diversity, equity and inclusion strategies have been hosted.

• The AAGA Executive team contributed to University Advancement’s development of a dedicated AAGA web page as well as the creation of a new UNCW giving portal dedicated to diversity, equity and inclusion.

UA Immediate



WHAT HOW WHO WHEN

I.D.Replace the name of Kenan Hall and Kenan Auditorium

Focusing conversations around using other campus naming opportunities to honor Black individuals who are a part of UNCW’s history. The newly formed BOT committee will further explore this issue, since campus namings are under the authority of the trustees.

Further research and analysis continues to be done with very little evidence that other concerning namesakes exist thus far.

Other Advancement updates on subsequent page

UA / OIDI / OGC / ML Fall 2020



WHAT HOW WHO WHEN

A.2.

Add alumni engagement and development staffing resources to bolster affinity around diversity

• University Advancement has recently secured funding resources to establish an engagement/development officer position dedicated to building affinity to campus diversity initiatives.

• The position description and structure has been developed and in under review.

• It is anticipated that recruitment for the position will be underway in January.

UA 2020-21



ACTION ITEM UPDATES: BSL/BFSAOTHER ADVANCEMENT UPDATES

I.d. – Replace the Name of Kenan Hall and Kenan Auditorium

• We are actively focusing conversations around using other campus naming opportunities to honor Black individuals who are a part of UNCW’s history.

• It is anticipated that the newly formed BOT committee will further explore this issue, since campus namings are under the authority of the trustees.

• Further research and analysis continues to be done with very little evidence that other concerning namesakes exist thus far.• Note: Both campus Kenan namings are for Sarah Graham Kenan, and not for William Rand Kenan, who was a part of the

1898 massacre. Mrs. Kenan has no known association with activity that conflicts with UNCW values related to diversity,inclusion and equity.

1. – Position AAGA to have a stronger voice in programming, narrative, and representation

• The Office of Alumni Relations hosted two interest meetings to recruit 16 new AAGA Steering Committee Members, including a new president, vice president and secretary.

• The executive team has been restructured to include a past-president position to better serve the AAGA mission.• Two meetings with the chancellor and three with Advancement division leadership to discuss diversity, equity and inclusion

strategies have been hosted.• The AAGA Executive team contributed to University Advancement’s development of a dedicated AAGA web page as well as

the creation of a new UNCW giving portal dedicated to diversity, equity and inclusion.• AAGA developed new Facebook and Instagram accounts, which are public and updated frequently by their members.• AAGA now has year-round programming, including a new fall social geared towards fostering support for UNCW’s initiatives

in diversity, equity and inclusion.• AAGA leadership actively engages with the Chief Diversity Officer and Advancement leadership to assert the alumni

perspective as programming initiatives are developed (both academic and alumni).

2. – Add alumni engagement and development staffing resources to bolster affinity around diversity

• University Advancement has recently secured funding resources to establish an engagement/development officer position dedicated to building affinity to campus diversity initiatives.

• The position description and structure has been developed and in underreview.• It is anticipated that recruitment for the position will be underway in January.

Of note: $480,000 in new commitment for diversity scholarships has been secured since April 2020.


Diversity and Inclusion Priorities Funding Plan


ALLOCATION BY SOURCE AND YEAR FOR D&I INITIATIVES

Source FY 2021 FY 2022 FY 2023 FY 2024 FY 2025

Chancellor's D&I Fund and Future EG Allocations

474,019 878,019 878,019 878,019 878,019

Trust Allocations 500,000 500,000 500,000 500,000 500,000

Academic Affairs Reallocations 73,019 73,019 73,019 73,019 73,019

University One-time Source 60,000 - - - -

Total: 1,107,038 1,451,038 1,451,038 1,451,038 1,451,038

OVERVIEW OF PRIORITIES

• 11 priorities in total (priorities identified in following slides)

• Steady state costs will exceed $1.4 M

• Funding plans have been established for each priority

• Tentative five-year spending schedule is as follows:


ACTION ITEMS 1 THROUGH 3

Action # Action TitleFunding Line Item

Line Item Description

Total Amount

FundingType

Perm/ One- Time

Permanent Funding Source

1Diversity Scholarships

and Student Recruitment

1.1Student

Scholarships $500,000 Trust Funds PermanentInstitutional Trust

(Central)

1.2Admissions Positions (1) $73,019 General Funds Permanent

AA GF Reallocation (vacant transfer

admissions position)

1.3Admissions Positions (2) $73,019 General Funds Permanent

Chancellor D&I Fundand Future EG

Allocations

2 Pipeline Programs 2.1Post-Doctoral

Scholars(up to three)

$300,000 General Funds PermanentChancellor D&I Fund

and Future EG Allocations

3Faculty & Staff

Professional Development

3.1Training/Module

Development (One-time costs)

$171,000 General Funds One-TimeCH One-Time

Funded

3.2Ongoing Costs

Associated with Training


and Future EGAllocations



Action # Action TitleFunding

Line ItemLine Item

DescriptionTotal

AmountFunding

Type

Perm/One-Time


4 Diversity & Inclusion Fellows 4.1D&I Fellows

(support up to ten fellows)



5Diversity and Equity Art

Programming 5.1D&I Art

Programming $50,000 General Funds PermanentChancellor D&I Fund


6 Africana Studies Major 6.1

Budget to be established

through new program

development process

TBD General Funds PermanentTBD through new program process.

7Search for Permanent Chief

Diversity Officer 7.1Search

Consultant $50,000 General Funds One-TimeCH One-Time

Funded

8 Search Committee Process 8.1

CommitteeExpenses

Associated with Search

$10,000 General Funds One-TimeAA One-Time

Funded



Action # Action TitleFunding

Line ItemLine Item

DescriptionTotal

AmountFunding

Type

Perm/ One-Time


91898 Research, Curricula

and Outreach

9.1Library Diversity

Fellow$75,000 General Funds Permanent

Chancellor D&I Fund and FutureEG Allocations

9.21898

Programming$125,000 General Funds Permanent

Chancellor D&I Fund and FutureEG Allocations

10 Living/Learning Community 10.1

Support forClass

Development and Related

Programming (up to 50 students)

$75,000 General Funds PermanentChancellor D&I

Fund and FutureEG Allocations

11 Bridge Programs 11.1Recruitment

and Programming

$125,000 General Funds PermanentChancellor D&I

Fund and FutureEG Allocations


• OIDI launched a new website with the help of the Office of University Relations

• The Renewal & Change Accountability Committeehas an updated web page with meeting presentations and minutes archived.

• BLM Art Exhibits are progressing. The final proposal images from Dare Coulter are in this presentation.

OTHER UPDATES


https://uncw.edu/diversity/rcac.html

https://uncw.edu/diversity/rcac.html

https://drive.google.com/file/d/1u5BfTVhNNZ68kCRPdOkOsUKH162nfjCI/view?usp=sharing

NEXT STEPS

• Continue to Listen

• Continue to Implement Action Item List UsingResources from the Diversity and Inclusion Funding Plan

• Continue to Engage the Renewal and ChangeAccountability Committee and Other Units On Campus

• Integrate What We Learn into Long-Term Plans for Diversity, Equity and Inclusion and the University Strategic Plan


UNCW’s past efforts provided the foundation for the work we are doing now to improve racial diversity, equity and inclusion on campus. Now is the time to construct a strong framework for future generations of Seahawks.We have the knowledge and experience, we have dedicated existing and future resources, and we have focused our efforts on meaningful goals and strategies. With your support and involvement, we will make real, lasting change happen at UNCW.

AN INVITATION TO CONTRIBUTE TO LASTING CHANGE


GO SEAHAWKS!


Q & A


DiversityAndInclusion Jan 2020updated - UNCW

Documents

Transcript of DiversityAndInclusion Jan 2020updated - UNCW