ISAT Strategic Diversity PlanPhase II

Faculty Summit

May 11, 2005

Why Are We Here?

“…The university will be a diverse community whose members share a common JMU  experience”

Centennial Strategic Plan

College’s Response

Established the CISAT Diversity Council

Drafted a Resolution to Enhance Diversity within the College

Asked each Department and Administrative unit within the College to develop a strategic plan for enhancing diversity.

Resolution Adopted March 1, 2005

http://www.jmu.edu/cisat/news/diversity.html

Our Charge

Develop Departmental Diversity Plans that would feed into a College-Wide Plan

Our Response - Phase I

Conduct a department wide audit of faculty, staff students. Where are we now? Where do we want to go?

Form a representative subcommittee to write to (and expand if necessary) each of the following:

Leadership statement Goals Timetable Mechanism for Conflict resolution Monitoring, accountability, evaluation Etc.

Develop a Department Diversity Plan

Subcommittee Members

Anthony Teate, Coordinator Karim Altaii Pauline Cushman Barbra Gabriel Glen Gustafson Ming Ivory Ronald Kander

Mary Kimsey Cynthia Klevickis Barbara Kreutzer Joseph Marchal Maria Papadakis Abdelrahman Rabie

ISAT Diversity Plan Submitted March 28, 2005

If you want to move people,it has to be toward a vision....that is positive for them,that taps important values,that gets them something they desire,and it has to be presented in a compelling way that they feel inspired to follow.

--Dr. Martin Luther King Jr.

Major Elements of the ISAT Strategic Diversity Plan

Leadership Statement Department Self-Assessment –

Current Audit Goals, Action Plan, and Timetable

Long-Term Goals Short-Term Action Plan and Timetable

Monitoring, Evaluation, and Assessment

Some Highlights of the Plan

ISAT Strategic Diversity Plan - Link

Phase I: Short-Term Action Plan and Timetable

Task Timetable

1. Gather information necessary for achieving long term goals.A. Admissions Office procedures How are minority applications evaluated? How are affirmative action principles applied? When are offers of admission finalized? When are scholarship offers presented?

B. Office of Human Resources Perspectives What is affirmative action? How should minority applications be evaluated?C. Compare ISAT diversity data to that of JMU, Virginia, and the

Nation

May 2005FacultySummit

Phase I: Short-Term Action Plan and Timetable (continued)

2. Build faculty consensus: There is an issue LOSS OF FACULTY: WHY? Do we have a problem

that is not recognized by the community? (insights from Ron’s exit interviews; Tony’s Diversity Council experiences)

Certain differences in disciplinary interests are real and not necessarily the result of a hostile climate (e.g., women’s strong interest in life sciences and men’s in mathematics).

ISAT has historically made progress in creating diversity but is slipping, e.g., loss of minority faculty and decline in female enrollments.

Identify desired demographics: specify a “desired %” of African-Americans.

May andAugust 2005

FacultySummit

NEXT?

Complete tasks from short term action plan and timetable.

Prepare report for August summit or early faculty meeting.

Move forward with timetable implementation

Will need assistance from faculty