OFFICE OF DIVERSITY AND INCLUSION

Office of Diversity and Inclusion

Ana TorresCarine Tamasang

Changing Demographics

2000 2010 2020 2030 2040 20500.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

30.60%34.90%

38.70%42.50%

46.30%49.90%

Percent of People of Color

200020102020203020402050

People of Color will Comprise approximately 50% of the US Population in 2050!

• 36.6% of the Labor Force• Management & Professional Positions

• 46.9% Asian American• 29.2% African American• 19.5% Latinos

Changing Demographics- Minorities

Changing Demographics- Women

• 47% of the Labor Force• 40.6% Management & Professional Positions

• 44.4% Asian American• 34.1% African American• 25.2% Latinas

• 36 Million or 12% of the U.S Population are disabled

• 20.7% of the Labor Force

Education

• 13% of people with disabilities 25 and older have a bachelor's degree or higher compared to 31% percent for those with no disabilities.

Changing Demographics- Disabilities

Massachusetts Demographics

0.00%10.00%20.00%30.00%40.00%50.00%60.00%70.00%80.00%90.00%

MassachusettsUSA

http://quickfacts.census.gov/qfd/states/25000.html

Diversity at UMass Boston

• 41 percent of UMass Boston’s nearly 16,000 students are ethnic minorities or students of color, and they hail from more than 80 countries, making it the most diverse university in Massachusetts and one of the most diverse public universities in the United States.

• In 2011 more than 40% of our new students reported their race or ethnicity as other than white/non-Hispanic.

• In addition, 56% of our undergraduate and 69% of our graduate students are women.

• Campus diversity initiatives have positive effects on both minority and majority students. They improve students' relationships on campus and affect positively their satisfaction and involvement with their institutions and their academic growth.

• Beyond their proven capacity to improve access and retention of underrepresented groups of students, comprehensive diversity initiatives also promote satisfaction, academic success, and cognitive development for all students.

• http://www.diversityweb.org/research_and_trends/research_evaluation_impact/benefits_of_diversity/impact_of_diversity.cfm

Growing Body of Evidence

• In order to achieve the university's mission to "provide a supportive environment for students who represent many national and cultural origins," it is important for students to "see" themselves in the faculty and staff who serve them.

Link to University Mission

Link to University Mission

0%

9% 6%

3%

82%

Faculty at UMass Boston2011

American Indian/Alaskan Native

Asian

Black or African Amer-ican

Hispanic

Hawaiian Native or Pacific Islander

White

1%

8%

14%

6%

0%71%

Staff at UMass Boston2011

American Indian/Alaskan Native

Asian

Black or African Amer-ican

Hispanic

Hawaiian Native or Pacific Islander

White

0%

12%

16%

11%

0%

60%

Students at UMass Boston2011

American Indian/Alaskan Native

Asian

Black or African Amer-ican

Hispanic

Hawaiian Native or Pacific Islander

White

• Determining diversity needs

• Creating a clear vision of intended achievements and their importance

• Enhancing faculty and staff diversity

• Hiring

• Retention

• Developing a business case for the diversity and inclusion strategy and securing buy-in from leadership

• Buy in from middle management

• Union leadership

• Student leadership

• Community

• Creating a clear, quantifiable and achievable diversity and inclusion strategy and infusing it into every university function - making diversity a university-wide responsibility

• Ensuring commitment at every level of the university.

• Communicating the diversity strategy throughout the university , ensuring that students, faculty and staff understand the strategy and its benefits.

• Transparent progress reports

• Recruitment

• Retention

• Climate surveys

• Understanding diversity as an ever-changing dynamic, continually monitoring, reviewing, evaluating and revising the diversity strategy.

Academic Challenges

• Climate assessment• Diversity Dialogue

o Diversity Week- Fall '13• UMB Film Series• Community outreach/partnerships• Personal Emergency Plan for people with

disabilities• Diversity/Sexual harassment prevention/ADA

training for UMB colleges/departments

ODI Initiatives/Partnerships

• During the hiring process ODI:• approves search committee membership• approves interview questions• approves first round of candidates• approves finalists• approves finalist questions

• Access to the Position Posting

Hiring Process- ODI Role

Questions?