A5-yearStrategicPlan2017(with2019revisions)
CelebratingDifference,SupportingInclusionandEnsuringEquityatUSCAnnenbergSchoolforCommunicationand
Journalism
A5-yearStrategicPlan2017(with2019revisions)
AnnenbergDiversityInitiative
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PrefaceWeissuethisstrategicplanwiththeintentionofdrivingsignificantmeaningfulandmeasurablechangeinimprovingdiversity,inclusion,equity,andaccessbothatUSCAnnenbergandinourindustriesofpractice.Wewelcomeyourfeedbackandinvolvementaswedoso.Twoyearsinthemaking,thisplanisbasedoninputfromfaculty,staffandstudents,andalsoreflectsfeedbackfromtheUSCProvostaswellasrefinementsappliedaswebeganimplementingstrategiesinanumberofareas.Weareencouragedbytheprogressmadesofar,butwealsoacknowledgewearewellshortofourgoals.Advancingdiversity,inclusion,equity,andaccessremainsourschool’smostpressingpriority,andwewillpursuethiscommitmentwithenergy,urgency,andalltheresourceswecanbringtobear.
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OVERVIEW|ContextandConnectionAtUSCAnnenberg,webelievecommunicationprovidesthemosteffectivemeanstonavigateaworldofprofoundandconstantchange.Werecognizethatourdedicationtotheinclusionandequityofallpopulations–thetruespiritofdiversity–iscriticaltoadvancingthefieldsofcommunication,journalismandpublicrelations.Wealsounderstandthattherighttofreespeechandfreepresscarrieswith
itaresponsibilitytopromotetoleranceandequality,andtorespectthedignityofeveryhumanbeing.Wedefinediversityasitrelatestotherespectandinclusionofallvariationsofrace,ethnicity,nationality,genderandgenderidentity,differenceofability,neuro-divergence,sexualorientation,socioeconomicstatus,ageandreligiousandpoliticalaffiliations,recognizingtheintersectionalnatureoftheseareasofdifference.Inclusionandrespectfulconsiderationofthesedifferencesaredeeplyingrainedwithinourcorebeliefs.Ourfounder,AmbassadorWalterAnnenberg,setforthasingularvisionfortheschoolin1971,avisionthatchargesuswithadutytohonorouruniquefreedomsbypromotinginclusionanddefendingequality:“Everyhumanadvancementorreversalcanbeunderstoodthroughcommunication.Therighttofreecommunicationcarrieswithittheresponsibilitytorespectthedignityofothers–andthismustberecognizedasirreversible.Educatingstudentstoeffectivelycommunicatethis
messageandtobeofservicetoALLpeopleistheenduringmissionoftheschool.”–Founder,AmbassadorWalterAnnenberg
OurmissionAtUSCAnnenberg,ourmission–toleadthefieldsofcommunication,journalismandpublicrelationsinaglobalmulticulturalenvironmentthroughgroundbreakingscholarship,professionalwork,teachingandpublicservice–canonlybeseenasinseparablefromourcommitmenttodiversity.Wecannotadvancethefieldsofcommunication,journalismandpublicrelationswithoutfullrepresentationandparticipationacrossallmannersofdifference.Aswenavigatetoday’sdynamiclandscape,wemustcontinuetoupholdourcoreprinciples.Ouraimistoequipourstudentswiththecriticalthinkingandtechnicalskillsneededtobegloballeadersintheseprofessions.Atthesametime,werecognizethestrategicandethical
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rolethatdiversityofthought,backgroundandexperiencewillplayintheirsuccessinandoutoftheclassroom.BeyondourinternalAnnenbergcommunity,wealsoseeanenormousopportunitytoaffectchangebyincreasingrepresentationinourindustriesofpractice.AccordingtotheAmericanSocietyofNewsEditors,forexample,ethnicminorityjournalistsmadeupjust16.6%ofthenewsroomworkforceforrespondinginstitutionsin2017,andwomen39.1%.Ofnewsroomleaders,13.4%wereminoritiesand38.9%werewomen.For2016,theBureauofLaborStatisticsdeterminedthatoutof121,000employedpublicrelationsspecialists,87.3%werewhite,8.2%wereblack,1.7%wereAsian,and7.3%wereHispanicorLatino.Wecanmovetheneedleintheseprofessionsthrougheducating,trainingandgraduatingthenextvibrantlydiversegenerationofcommunications,journalismandpublicrelationspractitionersandscholars.Thehistoricpolitical,economicandculturalupheavalofourtimesbringswithitanequallypowerfulperiodofself-reflection.Weseeanenormousopportunitytoeffectchangeaswecontinuetocultivateacultureofrespectandinclusion,andwebringtheintellectualandinstitutionalenergyoftheentireUSCAnnenbergcommunity.AnearlyroadmapOurcurrentplanrestsnotonlyonourhistorybutonabodyofrecentworkspanningnearlyadecade.InMarch2011,theAnnenbergDiversityInitiativereleasedtheschool’slandmark“CelebratingDifference”report.Thisself-studyreportrecognizedourlongstandingcommitmentandresponsibilitytoensuringthatourstudentsdeveloptheculturalcompetencythatisnecessaryinourmultifacetedsocietyandworld.Thereportformalizedourlong-heldcommitmenttodiversitybysettingforth12strategicrecommendationsthatbecamearoadmapforcontinuedprogress.SeeAppendixEforthefullreportandrecommendations.In2012,USCAnnenbergwasawardedtheEquity&DiversityAwardfromtheAssociationforEducationinJournalismandMassCommunication.Our“CelebratingDifference”reportwasamongtheeffortsrecognizedaspartofourcommitmenttodiversityinhiring,enrollment,programmingandcommunityoutreach.Itistothisdayafoundationaldocumentfortheschool.AframeworkforthefutureInthesummerof2017,theUSCAnnenbergDeanandAssociateDeanofDiversity,InclusionandStrategicInitiativesundertookadetailedevaluationoftheschool’sprogresssincethegenerationofthe“CelebratingDifference”report.Thatevaluation,whichincludedinputfromourstudents,staffandfaculty,resultedintheformulationofthisfive-yearstrategicplan,“CelebratingDifference,SupportingInclusionandEnsuringEquityatUSCAnnenberg”(DiversityPlan).WerecognizethatweareonlyatthebeginningofourjourneytocreateamorediverseandinclusiveAnnenbergcommunity.Withthisnewstrategicplan,weaimtosustain,enhanceand
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amplifytheeffectivepracticespreviouslyadopted,andtoconfrontourcurrentchallengeswithtargetedandstrategicobjectivesforimprovement.Ourstrategiesincluderecruiting,trainingandmentoringadiversearrayoffaculty;strategicallyintegratingourstaffintothebroaderworkoftheschoolandsolidifyingtheirstakeinaddressingdiversityandinclusionissues;supportingcurriculuminnovationreflectinginclusivecontent,diversemethodologiesandeffectivepedagogiesforteachingacrossdifference;leveragingouroutreachandfundraisingeffortstoprovidebetteraccessandopportunityforstudents;amplifyingourrobustprogrammingandresearchforgreaterexternalimpact;andreinforcingadministrativeandstructuralresourcesinsupportofthegoals,strategies,targetsandtimelinesoutlinedinthisplan.Thisworkreflectsourmissiontoincreasediversityoftalentwithintheindustriesofcommunication,journalismandpublicrelationsbyfirstcultivatingarichappreciationandrespectfordiversity,inclusionandequitywithinourclassrooms.ItisalsoourmissiontocreateacultureofrespectandinclusionatUSCAnnenbergthatbroadlyembracesandpromotesequityamongstallofourconstituencies.
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OurvisionWiththisfive-yearDiversityPlan,wearebuildinguponouralreadystrongfoundationwithanambitiousvisionforthefuture.Ourplanfocusesonfourpillarsofourmissionandtheirstrategiccomponents:
PEOPLE:FACULTY,STAFF,
STUDENTSRecruitmentMentorshipSupport
CURRICULUM&
SCHOLARSHIPDevelopmentTeachingResearchReview
PROGRAMMING
&OUTREACHAccess
ExposureOpportunity
ORGANIZATIONALRESOURCESAdministrativeandStructural
Support
1.Ourfaculty,staffandstudentsexperienceastrongsenseofcommunityandtakeownershipinfosteringaclimateofdiversity,inclusionandequity.
2.Wearewidelyrecognizedforachievementsinthoughtleadership
acrossareasofdifferenceinthefieldsofcommunication,journalismand
publicrelations.
3.Wearehelpingestablishtheworkforceofthefuture–onethatreflectsdiversityofideasandmakeup.
4.Ourleadershipandresourcesarealignedtoeffectivelysupportthe
school’sdiversityandinclusiongoalsandthoseofthebroaderUSC
community.
USCAnnenbergaspirestobuildandsustainadiverse,inclusiveandequitableeducationalecosystem
where...
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PEOPLE|Recruitment,MentorshipandSupportCommitmenttodiversity,equityandinclusion(DE&I)isreflectedbothinthebreadthofperspectivesandbackgroundsamongourfaculty,staffandstudentsandinouracademicandprofessionalendeavors.Thiscommitmentisvitalinourmissiontoadvancethefieldsofcommunication,journalismandpublicrelations.Inthis,weacknowledgethatgenderandethnicimbalancesincommunicationscholarshipandteachingremainachallengenationally,asdoinequalitiesinthefieldsofjournalismandpublicrelations.Thus,itisimperativeforustomaintainanddevelopeffectivepracticesfortherecruitment,mentorshipandsupportofunderrepresentedfaculty,staffandstudents.Wealsorecognizethatdiversitytakesmanyformsacrossrace,ethnicity,nationality,genderandgenderidentity,differenceofability,neuro-divergence,sexualorientation,socioeconomicstatus,ageandreligiousandpoliticalaffiliations,andweaffirmthatourgoalmustbediversityacrossallareasandintersectionsofdifference.FACULTY:Hiring,MentorshipandPromotionFrom2010-2017,Annenbergincreasedfacultydiversityacrossbothjournalismandcommunicationschoolsthroughtheapplicationofbestpracticesandproactiverecruitingeffortsincludingtargetedindividualoutreach.Despiteourefforts,progresshasbeenslowerthanisidealandnotevenlyappliedacrossallourfacultyconstituencies.GOALI:Demonstratemeasurableprogresstowardincreasingdiversityoffacultyacrossallareasofdifference–witheachnewclassoffacultybringingadditionaldiversity.
STRATEGIES• Continuetoevolve,developandapplybestpracticesforfacultyscreening,
recruitmentandhiring,whichcurrentlyincludethefollowing:o Ensurediverserepresentationinfacultysearchcommitteesandrequire
committeememberstocompletetheschool’sdesignatedDE&Itrainingbeforeserving.
o Encouragesearchcommitteechairpersonstoreview“CastingtheNetWidely”memofromUSCProvostandotherguidelinesatfirstcommitteemeeting.CommitteescanrequestattendancefromtheAssociateDeanforDiversity&Inclusiontoreviewbestpracticesandofferguidance.
o AdvertiseopenpositionsinarangeofoutletsthattargetdiversereadershipssuchasWomeninHigherEducation,theJournalofBlacksinHigherEducation,andthepublicationsoftheHispanicPublicRelationsAssociationandtheAsianAmericanJournalistsAssociation.
o Includelanguageinjobdescriptionsthatencouragesscholarsandpractitionersrepresentingdiversebackgroundsandviewpointstoapply,andaskjobseekerstohighlightanyscholarlyorpracticalworkrelatedtoDE&Iintheirapplicationsandduringtheinterviewprocess.
o Ensurecandidatepoolscomprisebroadrepresentation(includingintersectionalvariationsofrace,ethnicity,nationality,genderandgenderidentity,difference
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ofability,neuro-divergence,sexualorientation,socioeconomicstatus,ageandreligiousandpoliticalaffiliations).
o Whencandidatesvisit,arrangeformeetingswithanarrayoffacultymembersrepresentingdiversescholarshipandprofessionalbackgrounds.
o Communicatetosearchcommitteesthatsupervisorswillaskcommitteestoreviewandrevisitthesearchprocessifanystagefailstoreflectdiversitygoals.
• Annuallyassessprogressacrossbothschools,allprograms,disciplinesandfacultyclassifications–developingindividualstrategiesforareaswhereprogressissloworlacking.
GOALII:Fosteraninclusivefacultycommunitybycreatingamentoringculturethatsupportsadvancementandpromotesequalopportunityforallfaculty,andbyvaluingandrewardingactivitiesofourfacultythatpromotediversityandinclusion.
STRATEGIES
• Createtenureguidelinesthatareclearandequitableandthatvalueandrewardabroadrangeofintellectualcontributions,withthegoalofreducingtheeffectsofimplicitandsystemicbiasinthetenurereviewprocess.
• EstablishwrittenfacultymentoringpoliciestoensurethateffectivepracticesarepartoftheacademiccultureofUSCAnnenbergwithspecialattentiontodiversityandinclusion.
a. Streamlineandenhanceexistingmentorshipprogramforthosehiredtotenure-trackpositionstoimprovetenurepromotionrates.
b. Providestrongersupportandmentorshiptofull-timenon-tenuretrackfaculty,gearedtowardcareeradvancementandrelevantpromotionopportunities.
• TakefulladvantageofUSC’sinstitutionalmembershipintheNationalCenterforFacultyDevelopmentandDiversity(NCFDD).EncourageourfacultytouseNCFDDresources.
• EncouragefacultytoreportmentoringandanyrelevantDE&IeffortsasservicetotheschoolonAnnualMeritReview.
• AcknowledgeexceptionalfacultycontributionstoschoolDE&Iefforts.• Establishafacultyin-serviceforcolleaguesatHistoricallyBlackColleges&
Universities(HBCUs)andHispanic-ServingInstitutions(HSIs).FACULTY:TASKSANDTIMELINES TASKLEADSYEAR1–AY2018/2019Createguidelinesforsearchcommitteebestpractices. AssociateDean,Diversity
AssociateDean,FacultyAffairsReviewandassesstenurereviewguidelinesforequityanddiversitygoals.
AssociateDean,FacultyAffairs
Developenhancedmentoringplansbothfortenure-trackfacultyandforfull-timenon-tenure-trackfaculty.
AssociateDean,FacultyAffairs
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IncorporatesectiononmentoringactivitiesandotherDE&IeffortsinAnnualMeritReviewforms.
SchoolDirectorsAssociateDean,Diversity
YEAR2–AY2019/2020Reviewbestpracticesforsearchcommitteesandimplementadditionaltrainingandsupporttoadjustasneeded.
SchoolDirectorsAssociateDean,DiversityAssociateDean,FacultyAffairs
UpdatetenurereviewguidelinesbasedonreviewandassessmentinYear1.
AssociateDean,FacultyAffairs
Beginrolloutofenhancedmentoringprograms.Createmechanismforgatheringfeedbackandassessingprogramsuccess.
AssociateDean,FacultyAffairs
DevelopplanforacknowledgingfacultywhoshowexceptionalcontributionstocolleaguementorshipandDE&Iservice.
SchoolDirectorsAssociateDean,FacultyAffairs
YEARS3-5–AYs2020/2023Reviewfacultydiversitydataannuallytoensureanincreasinglydiverserosteroftenured,tenure-trackandnon-tenure-trackfaculty.
AssociateDean,Diversity
Annuallyreviewfeedbackandassesssuccessofbothmentoringprograms.Adjustasneeded.
AssociateDean,FacultyAffairs
AcknowledgeandrewardfacultywhoshowexceptionalcontributionstomentoringtheircolleaguesandotherDE&Iefforts.
SchoolDirectorsAssociateDean,FacultyAffairs
STAFF:CommunityandCareerAtUSCAnnenberg,ourstaffreflectsrobustdiversityacrossmanyareasofdifference:gender,raceandethnicity,sexualidentity,disability,ageandsocio-economicbackgrounds.Annenbergstaffarevaluedcolleaguesandvitalcontributorstotheexcellenceofourschool.Yet,staffmembersmaysometimesfeellessconnectedtoouracademicmissionandvisionthanfacultyandstudents,lessrecognizedfortheireffortsandlessreflectedinoursharedgovernance.However,weseeopportunitiestoaddresstheuniqueneedsofthiscommunitybycreatingamoreinclusiveenvironment,embracingourstaff’scontributionsaspartnerstoourfaculty,andcreatingopportunitiesforprofessionalandleadershipdevelopment.GOALI:Engagethediversevoicesofourstaffandfurtheramoreinclusivecultureofpartnershipandcollaboration.
STRATEGIES• Continuetoadvancetheevolutionanduseofbestpracticesinrecruitingeffortsto
ensureastaffpopulationthatreflectsallareasofdifference.• Improveandenhanceschoolcommunicationstrategiestopromotestaffawareness
ofandengagementwithschooleventsandprogramming.
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• InvitestaffmemberstoservealongsidestudentsandfacultyontheAnnenbergDiversityCouncil(seeOrganizationalResources)andotherschool-widecommittees.
• CreateanAnnenbergStaffCouncilasanadvisorybodytoAnnenbergdeansanddirectorstoprovidestaffwithavoiceinschoolgovernancetoservetheuniqueneedsofthiscommunity.
GOALII:Enhancesupportforstaffprofessionaladvancementandleadershipdevelopment,recognizingthatstaffandfacultycareeradvancementrequiredifferentapproachesandsupports. STRATEGIES
• Assessandstrengthenexistingemployeecareerdevelopmentplansineachdepartment.
• EncourageparticipationintuitionbenefitsforadvanceddegreesandcertificatesforprofessionaldevelopmentandotherresourcesprovidedbytheUniversity.
• Developandimplementplanforregularstaffcheck-insonworkplaceclimate,DE&Iissues,andcareerdevelopmentsupport.
STAFF:TARGETSANDTIMELINES TASKLEADYEAR1–AY2018/2019Identifyschool-widecommitteesforexpandedstaffparticipation.
AnnenbergDeansandDirectors
AssessinterestinforminganAnnenbergStaffCouncilandrespondwithaplanforstaffappointmentsandimplementation.
AnnenbergDean
CreateAnnenbergStaffCouncil,appointinterimleader,establishgovernancepoliciesandleadershipprovisions,andsetprioritiesfortheagenda.
AnnenbergDean
Assessstaffcareerdevelopmentplansacrossdepartments.
AnnenbergHumanResources
YEAR2–AY2019/2020Designamechanismtocollectstafffeedbackonissuesofsupport,climateandinclusion.
AnnenbergHumanResourcesStaffCouncil
InvitestaffmemberstoserveontheAnnenbergDiversityCouncilandothercommitteesasidentifiedinYear1.
AssociateDean,Diversity
Update/revisestaffcareerdevelopmentplansbasedonassessmentinYear1.
AnnenbergHumanResourcesDeansandDirectors
Implementenhancedcommunicationandoutreachtostaffregardingschoolprogrammingandevents.
AssociateDeanforCommunications
YEARS3-5–AY2020/2023Launchmechanismforcollectingstafffeedbackonissuesofsupport,climateandinclusion.
AnnenbergHumanResourcesStaffCouncil
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Implementupdatedstaffcareerdevelopmentplansandtrackacrossdepartmentsandindividuals.
AnnenbergHumanResourcesSchoolDepartments
ReviewfeedbackandreporttotheAssociateDeanforDiversity&Inclusiononeffortstowardimprovingschoolclimate.
AnnenbergHumanResources,DiversityCouncilAssociateDeanforDiversity
AssessstafffeedbackmechanismscreatedinYears1and2andadjustasneeded.
AnnenbergHumanResourcesStaffCouncil
AnnuallyassessStaffCouncil’srecommendationswithrevisionsandreprioritizationasneeded.
AnnenbergHumanResourcesStaffCouncil
Annuallyassessandenhance(ifneeded)staffinvolvementinschool-widegovernance,programmingandevents.
AnnenbergHumanResourcesStaffCouncil
STUDENTS:Support,MentorshipandCareerDevelopmentUSCAnnenberg’sstudentpopulationreflectsgreatergenderandethnicdiversitythanourfacultyandstaffpopulations.Ourstudentbodyalsoreflectsdiversityacrosssexualidentity,disability,ageandeconomicexperience.WewillcontinueworkingalongsideUniversityAdmissionandourownAdmissionsOfficetomaintainandincreaseenrollmentofadiversestudentbody.Wealsorecognizethatnotallenrolledstudentshavethesameopportunityandaccesstoacademicandprofessionaldevelopment.Ourmandatoryacademicandcareeradvisementservicesfocusontheindividualneedsofeachstudent.Staffarecommittedtoprovidingthenecessaryresourcesandsupporttoassiststudentsinnavigatinganybarrierstosuccesstheymayencounter.However,morecanbedonetoincreaseaccessandopportunityforstudentsfromdiversebackgrounds,includingstudentsfromhistoricallyunderrepresentedbackgroundsanddesignatedvulnerablepopulationssuchastransfer,firstgeneration,veteran,non-traditionalcollege-aged,anddisabled.Inaddition,werecognizethatourmajorityfemalestudentpopulation(closeto80%)hasuniqueneedsduringitseducationalandprofessionalcareers.Therefore,aspartofourefforttofosteracultureofinclusionandprovideaccessandopportunitytoallstudents,wearefocusingourdiversityeffortsonenhancingstudentsupportincludingstudentadvisement,financialassistance,mentorshipandcareerdevelopmentservices.GOAL:EnsurethattheAnnenbergexperiencepromotesaccess,inclusion,andprofessionalopportunitiesforallstudents.
STRATEGIES• Extendsupportformentoringstudentsfromunderrepresentedanddesignated
vulnerablegroups,includingreviewandrevisionofexistingfaculty/studentandalumni/studentmentoringprograms.Createsystemstooperationalizementoringprograms,developingtrainingmaterialstoassureconsistencyyeartoyear.
• Expandexistingacademicadvisementservicestoprovideaforumforstudentstoaddressclimateandinclusionissues.EnsureacademicadvisorsparticipateinschoolDE&Itraining.(SeeOrganizationalResources)
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• Prioritizestudentsupportasatopadvancementobjective:o Createnewandenhanceexistingendowedscholarshipfundstooffset
escalatingtuitionandfeesthatrepresentaprimarybarriertoeducationalaccessforstudentsfromunderrepresentedandvulnerablepopulations.
o Enhanceendowmentforthe“StudentSuccessFund,”whichsupportsstudentsinpursuitofexperientialandcareerdevelopmentactivities,suchasworkshops,fundingforspecialprojectresearchandtheannualMaymesterprogram.
o Enhanceendowmentforthe“StudentEmergencyFund,”whichsupportsenrolledstudentsfacingfamily,health,orfinancialemergencies,includingthegrowingissueoffoodandhousinginsecuritywhichcanjeopardizetheiracademiccareer.Thefundhelpsalleviateunanticipatedfinancialstresses.
o CollectandmonitordatafromtheStudentEmergencyFundanduseittoshapeprioritiesforfuturefundraisingandstudentsupport.
• Continuetoidentifywaystoimproveaccessandopportunitiesinexperientialeducationandcareerdevelopmentprogramsforunderrepresented,international,lowincome,transferandfirst-generationstudentsaswellasstudentsfromotherdesignatedvulnerablepopulations:
o Increaseschoolsupportforstudentattendanceatnationalconferences,includingtheAsianAmericanJournalistsAssociation(AAJA),theNationalAssociationofBlackJournalists(NABJ),theNationalAssociationofHispanicJournalists(NAHJ)andtheNationalLesbianandGayJournalistsAssociation(NLGJA).
o Increaseschoolsupportforstudent-affinitygroupstostrengthenstudentmentoring,programming,andrelationshipswithuniversity-widestudentgroupsincludingtheAsianPacificAmericanStudentServices,theCenterforBlackCulturalandStudentAffairs,ElCentroChicanoandtheLGBTResourceCenter,andexplorewaystogenerateadditionalprogrammingandstudentsupportwiththesegroups.
o Leverageexistingcorporaterelationshipsandforgenewpartnershipstocreateandsustainpaidfellowship,internship,andpost-graduateschool-to-work/practicumopportunities.
STUDENTS:TARGETSANDTIMELINES TASKLEADYEAR1–AY2018/2019Assessexistingstudentmentoringprograms,prioritizingthoseforincomingandfirst-generationstudentsandstudent/alumnimentoringprograms.
AssociateDean,StudentAffairsAssistantDean,StudentAffairs&Director,CareerDevelopmentAssociateDean,DevelopmentAssociateDean,Diversity
Developandassesseffortstoincreaseprofessionalopportunitiesandaccesstoexperientiallearningandcareerdevelopmentopportunitiesfor
AssociateDean,StudentAffairsDirector,CareerDevelopment
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underrepresentedstudents.Developstrategiesforacademicadvisorstoincorporateclimateandinclusionfeedbackanddiscussionsintostudentengagement.
AssociateDean,StudentAffairsSeniorAssociateDirector,AcademicAdvisement&CivicEngagement
EngageOfficeofDevelopmenttoincreaseendowedfundsforstudentsupport(i.e.,tuitionscholarships,StudentSuccess,StudentEmergencyfunds).
AssociateDean,StudentAffairsDirector,CareerDevelopmentAssociateDean,Development
YEAR2–AY2019/2020Implementimprovementstoexistingmentoringprogramsandcreatenewprogramsasneeded.
AssociateDean,StudentAffairsDirector,CareerDevelopmentAssociateDean,DevelopmentAssociateDean,Diversity
Launchmentoringprogramsupportstructurewithonlineformsandsuccessmonitoringsystems.
AssociateDean,StudentAffairsDirector,CareerDevelopmentAssociateDean,DevelopmentAssociateDean,Diversity
Conductproactiveoutreachtopartnerorganizationstodevelopfellowship/internshipopportunitiesandpost-graduationpracticumsforstudentsfromunderrepresentedgroups.
Director,CareerDevelopmentAssociateDean,Development
Createafundingandendowmentplantosupportstudentsinfellowship,internship,andpracticumopportunities.
Director,CareerDevelopmentAssociateDean,Development
YEARS3-5–AYs2020/2023Institutionalizesupportformentoringprogramsandadoptasuccessionplanforfacultyleaders.
Director,CareerDevelopmentAssociateDean,Diversity
Begintrackinginternshipandjobplacementdataofstudentsfromunderrepresentedgroups.
Director,CareerDevelopment
Asendowedfundinggoalsaremet,assessnewareaswherestudentfinancialneedcanbeaddressed,suchaslivingexpensesandtechrequirementsforlower-incomestudents.
AssociateDean,StudentAffairsAssistantDean,StudentAffairsAssociateDean,DevelopmentAssociateDean,Diversity
ImplementDE&Itrainingprogramsforacademicadvisors.
AssociateDean,StudentAffairs
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DATA|GenderandEthnicity
*Non-TenurednumbersincludeRTPCfacultyonly.
30
33
31
17
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Non-Tenured
Tenured/Tenure-Track
FullTimeFaculty-Gender2017/18
Male Female
7
5
8
3
5
5
1
0
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Non-Tenured
Tenured/Tenure-Track
FullTimeFaculty-Ethnicity2017/18
White Asian Latino Black Other
15
64 103
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Staff
Staff-Gender2017/18
Male Female
99 20 6 8 1 32
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Staff
Staff-Ethnicity2017/18
White Asian Latino Black Other Declinedtoanswer
16
*Forgraduateandundergraduatestudents–totalsforgenderandethnicityarenotequal–
perhapsduetodeclinedanswersregardinggender.
133
435
523
1107
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Grad
Undergrad
Students-Gender2017/18
Male Female
159
831
299
434
81
228
92
180
2
15
286
178
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Grad
Undergrad
Students-Ethnicity2017/18
White Asian Latino Black NativeAmerican Inernational
17
CURRICULUM&SCHOLARSHIP|Development,teachingandreview
Asaschoolthatpromotesscholarshipandprofessionalpracticeincommunication,journalismandpublicrelations,ourcurriculumisthedrivingforceforhelpingstudentstodevelopthecriticalthinkingandintellectualagilitynecessaryfornavigatingtherapidchangestakingplaceinthesefields.Throughoutallmajorsanddegreeprograms,wealsoaimtohelpstudentsdevelopculturalcompetencyandempathybypromoting“teachingacrossdifference.”Teachingacrossdifferenceisatwo-prongedapproachthatcomprises:• Designingcurriculathatareinclusiveofbroadscholarlyperspectivesandintellectualpoints
ofviewandthatavoidculturalbiases.• Providingculturallycompetentinstructiontoadiversebodyofstudentswhileconsidering
howvaryingbackgroundsandperspectivescanimpacttheclassroomexperience.Inourjournalismcourses,wetrainstudentstoavoidbiasesinreportingbyseekingbalanceanddifferingpointsofview.OurPublicRelationsprogramteachesconsiderationofdifferentperspectivestoforgestrategicmessagingacrossdiverseconstituencies.Inourcommunicationcourses,studentsexploresocial,cultural,rhetoricalandorganizationalcommunicationprocessestogainanunderstandingofcommunicationinallindustriesfrompoliticstomarketingandbeyond.Wealsosupportgroundbreakingresearchintoissuesofdiversityandinclusionwithinourindustriesofpractice.Forexample,theAnnenbergInclusionInitiativeisnationallyandgloballyrecognizedforresearchdedicatedtoexposingdiversityandinclusionproblemsinentertainmentandfordevelopingresearch-basedsolutionsfortacklinginequality.OurInstituteforDiversityandEmpowermentatAnnenberg(IDEA)furthersourlegacyofdiversityandempowermentstudiesbyframinganimpressivecohortofacclaimedscholars,leadingresearch,compellingcourses,andimpactfulprogramsthatallowstudentstoexaminethevastcomplexitiesofdiversity,identityandculture.WeaimtocontinuetoexpandandstrengthenUSCAnnenberg’sthoughtleadershipacrossareasofdifferencewithinourclassroomsandintheglobalmarketplaceofideasandinfluence.GOAL:Ensurethatdiversityandinclusionarenotonlyaddressedineachcourseofferedbytheschool,butthatourcurriculumandteachingpracticesareinfusedwithcreativeandinnovativeapproachestocriticallyassessing,understandingandengagingdifferenceinscholarshipandinourclassrooms.
STRATEGIES• Designandimplementaprocesstoreviewcurriculaandassesssyllabiacrossmajors
anddegreeprogramsforbothschoolstoensurethatcreativeandinclusiveapproachesarebeingappliedtounderstandingthevalueandimportanceofdiverseperspectives(teachingacrossdifference).
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• Createasystemofsupportingworkshops,seminarsandguidestosupportfacultyinenhancingandimplementingteachingacrossdifference.
• Designandimplementaprocesstoassessthefaculty’sapproachtoteachingacrossdifferenceanddevelopameasureofself-reflectiontobeaddedtotheannualFacultyActivitiesReport.Developaframeworkforrecognizingandacknowledgingeffectiveandsuccessfulapplicationsofteachingacrossdifference.
• Supportourfaculty’sparticipationinUSC-wideresearchandteachingeffortsthatfocusonDE&I
• Continuetosupportcommunity-engagedteachingandresearch.CURRICULUM/SCHOLARSHIP:TARGETSANDTIMELINES
TASKLEAD
YEAR1–AY2018/2019Createmechanismtoassesscurriculaandsyllabiforeffectivenessinteachingacrossdifference.
AssistantDean,ExcellenceinTeaching
Determinekeyperformanceindicators(KPIs)foreducatorachievementinteachingacrossdifference.DeterminescopeandstructureoffeedbackbasedonKPIs.
AssistantDean,ExcellenceinTeaching
FormulatesectionofannualFacultyActivitiesReportforfacultytoreflectontheirimplementationofteachingacrossdifference.Informfacultyofthisnewsectionatthebeginningoftheacademicyearandprovideexamplesofsuccessfulimplementation.
AssistantDean,ExcellenceinTeachingSchoolDirectorsAssociateDean,Diversity
Createplanofactiontoidentifyspecifictopicstoaddressinseminarsandworkshopsbasedoncurriculumreviewandteachingassessments.
SchoolDirectorsAssociateDean,Diversity
YEAR2–AY2019/2020Establishascheduleforreviewofonethirdofstandingcoursesyllabieachyear,suchthatallsyllabiwillbereviewedeverythreeyearsforeffectivenessinteachingacrossdifference.
SchoolandProgramDirectors
Developmechanismsforairingandaddressingfacultyquestionsandconcernsregardingtheimplementationofteachingacrossdifference.
SchoolDirectorsAssociateDean,Diversity
Scheduleandconveneseminarsandworkshopstosupportfacultyinimplementingteachingacrossdifference.
SchoolDirectorsAssociateDean,Diversity
BasedonKPIs,acknowledgeeffortofallfacultytoimplementteachingacrossdifference,andselectoutstandingexamplesforspecialrecognition.
SchoolDirectors
YEARS3-5–AYs2020/2023Assesstheprogressoftheongoingreviewofcurricula SchoolandProgramDirectors
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andsyllabi,andadjustasneeded.ReviewandassessfacultyfeedbackonteachingacrossdifferenceandadjusttheMeritReviewprocessasneeded.
SchoolDirectors
Reviewandassessfacultyfeedbackoninitialroundofseminarsandworkshops.
SchoolDirectorsAssociateDean,Diversity
PROGRAMMING&OUTREACH|Access,Exposure&Opportunity
Westrivetoinfuseteachingandscholarshipwithprofessionalpracticeandcontemporaryculturethroughavibrantstreamofprogrammingandeventsfeaturingdiverseleadershipinthefieldsofacademia,media,sportsentertainmentandcommunications,entrepreneurship,publicserviceandmore.Inthisplan,weaimtoenhanceanalreadyrichsetofprogrammingfocusedonstartingnewconversationsandignitingdebateaboutpressinglocal,nationalandglobalissuesthroughadiversity,inclusionandequitylens.Perhapsourgreatestpotentialforimpactwithinmediaandcommunicationliesinourabilitytoinfusetheseprofessionswithdiversetalentbystrengtheningourcommunityoutreach.Nationaldatashowthatthefieldsofmedia,communicationandpublicrelationscontinuetoreflectsignificantsex,genderandethnicimbalances.WebelievethefutureleadersoftheseindustrieswillcomethroughAnnenberg,andwecontinuallyseektoenroll,educateandgraduatestudentswhoareprimedfortheseroles.GOALI:Promoteaninclusiveschoolcultureandcelebratedifferencethroughanarrayofpublicprogrammingandeventsthatencourageculturalandintellectualcuriosityforourstudents,staffandfaculty,highlightsuccessfulworkoninclusionandequity,andamplifydiversevoices.
STRATEGIES• Developnewpublicprogrammingandseriestocreateopportunitiesfordiverse
creativeandprofessionalvoicestosharetheirstories.• CreateandencouragecollaborativeprogrammingbetweenAnnenbergandother
USCschoolsinsupportofinterdisciplinaryapproachestocontemporaryissuesrelatedtodiversity,equityandintersectionalrepresentation.
• Captureanddocumenttheschool’sarrayofdiverseandinclusiveprogrammingtosharewithinternalandexternalaudiencessuchasaccreditingbodies,potentialstudentsandalumni.
• Developamechanismtogatherfeedbackonexistingprogrammingandsolicitinputonfutureplans.
GOALII:Continuetosupportandexpandourrobuststudentoutreachprogramstotrainandprovideequalaccessandopportunityforwomen,peopleofcolor,firstgenerationandlow-incomestudentsseekingtoexcelinhighereducationandinourindustriesofpractice.
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STRATEGIES• Throughfundingandpartnerships,maintainandenhancesupportforthecurrent
slateofstudentoutreachprograms,whichincludeAnnenbergHighSchoolDay,AnnenbergYouthAcademyforMediaandCivicEngagement,AnnenbergCommunityCollegeDayandJointEducationalProjectsProgram.
• Continuetodevelopandenhancerelationshipswithinfluencersatpredominantlyminority-servinghighereducationinstitutionssuchasHBCUs,HSIsandcommunitycolleges.
• Assesstheeffectivenessofexistinghighschooloutreachprogramsthroughfollow-upandtrackingofparticipantsastheyapplyandenrollatpost-secondaryinstitutions.
• Draftannualreportsonoutreachprogramsandrecruitmenteffortsthatmonitorprogressandeffectiveness.
• ContinuetosupportAnnenbergstaffandfacultyparticipationinUSC’sGoodNeighborsinitiative.
PROGRAMMING/OUTREACH:TARGETSANDTIMELINES
TASKLEAD
YEAR1–AY2018/2019Beginidentifyingnewindustrypartnershipsforpublicprogrammingandeventseries.
Director,StrategicPartnerships
ExplorenewpartnershipswithotherUSCschoolsaroundcollaborative,cross-disciplinaryprogrammingondiversity,equityandintersectionality.
Director,StrategicPartnerships
Compileanaccountingofallhighschooloutreachprograms.
Director,CommunityOutreach
AssessanddevelopplantoenhancecurrentrecruitmenteffortsatHBCUsandHSIs.
AssociateDean,Admissions
YEAR2–AY2019/2020PlanandlaunchnewcollaborativeprogrammingandeventswithindustrypartnersaswellaswithotherUSCschools.
Director,StrategicPartnerships
Developmechanismtogatherfeedbackonattendanceandimpactofexistingprogrammingandsolicitinputonfutureplans.
Director,StrategicPartnerships
Developsystemtocompilealistofdiverseandinclusiveprogrammingforaccreditationanddean’sreports.
Director,StrategicPartnershipsAssociateDean,Diversity
Createamechanismtomeasureeffectivenessofexistingoutreachprogramsandrecruitmentefforts.
Director,CommunityOutreach
YEARS3-5–AYs2020/2023Assessprogrammingandeventsthroughgatheredfeedbackandadjustfutureeventsasneeded.
Director,StrategicPartnerships
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Compileannualreportofevents,andcross-referencewithgatheredfeedbackandassessments.
Director,StrategicPartnerships
Usefeedbackoncommunityoutreachprogrammingtoreviewandassesseffectiveness.Adjustprogramsasneeded.
Director,CommunityOutreach
Usingnewmeasurementsdata,reviewexistinghighschooloutreachprogramsandreviseasneeded.
Director,CommunityOutreach
ORGANIZATIONALRESOURCES|AdministrativeandStructuralSupport
Wehavedevelopedandcontinuetoenhanceadministrativeandstructuralsupportofourschool’sdiversity,inclusion,andequityeffortswithspecificrolesandfundingpriorities.Thisisreflectiveofanefforttopromoteaccountability,streamlineinternallanesofresponsibilityandcommunication,andaugmentsupportforourambitiousprograms.GOALI:Createnewandenhanceexistingsupportrolesforfaculty,staffandstudentstaskedwithcarryingouttheschool’sDE&Iefforts,promotingmutualdialogueandtransparencyandfosteringaninclusiveschoolclimate.
STRATEGIES• Forman“AnnenbergDiversityCouncil,”madeupoffaculty,staffandstudents
representingadiversecrosssectionoftheAnnenbergcommunity. • DevelopandimplementDE&Itrainingprogramsforalladministration,faculty,and
staff,includingstudentadvisementandcareerservices.• Developprocessesforcollectionofallrelevantfeedbackondiversityandinclusion
takenfromstudentsurveys,forums,teachingevaluations,staffcheck-insandFacultyActivitiesReports.SummarizeandreportfindingstoschoolleadershiptobetterinformpolicydecisionsrelatedtoDE&Iefforts.
• Establishandmaintainascheduleofcheck-instomonitorprogressoncepersemesterbetweentheAssociateDeanofDiversityandprincipalsresponsibleforimplementingspecificaspectsoftheDiversityPlan.
• Createaforumforregularongoingschool-widedialogueonDE&Ieffortsandclimate.
GOALII:Createnewprogramsandassociateddevelopmentgoalstoincreasefinancialsupportforstudentdiversity,inclusionandaccessprogramsandinitiatives.
STRATEGIES• Enhanceendowmentforthe“StudentSuccessFund”afundcreatedtolevelthe
playingfieldforstudentsinneedoffinancialsupporttotakepartineducationalandprofessionaldevelopmentopportunitiessuchastheannualMaymesterprograms,
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specialproject/thesisresearchandotheropportunitiessuchaslow-paidandunpaidinternships.
• Enhanceendowmentforthe“StudentEmergencyFund”tohelpalleviateunanticipatedfinancialstressesforstudentsfacingfamily,health,orfinancialemergenciesthatcanjeopardizetheiracademiccareer.
• Developnewdedicatedfellowshipsandscholarshipsinsupportofwomenandstudentsofcolor,suchasthe$1millionCisnerosScholarsFund,whichannuallyprovidestwoscholarshipstoLatinoandfirst-generationcollegestudents.
• EngagetheAnnenbergBoardofCouncilorsinDE&Ieffortsattheschoolbytappingintotheirresourcesandexpertisetoadviseoncurrentinitiativesandultimatelysponsorstudentprograms.
ORG.RESOURCES:TARGETSANDTIMELINES TASKLEADYEAR1–AY2018/2019ConvenetheDiversityCouncilandsetprioritiesandassigntaskstosubcommitteesthatwillcommenceoversightofthefive-yearDiversityPlan.
DeansandDirectors
UpdateDiversityPlananddeterminespecificareasthatneedfeedbackmechanismsfromfaculty,staffand/orstudents.
AssociateDean,DiversityDeansandDirectors
HoldinitialmeetingswithprincipalsresponsibleforimplementingspecificaspectsoftheDiversityPlanandcreatescheduleforcompletingtasks.
AssociateDean,Diversity
YEAR2–AY2019/2020ConveneDiversityCouncilonceeachsemestergoingforwardtosetpriorities,monitorprogressandreportaccomplishments.
AssociateDean,Diversity
PlananddevelopDE&Itrainingprograms,anddesignarolloutplantoallfacultyandstaff.
DiversityCouncilAssociateDean,Diversity
ImplementprocessesforgatheringandreportingfeedbackonDiversityPlaninitiativesandbroaderclimateissuesaroundtheschoolfromfaculty,staffandstudents.
AssociateDean,DiversityDeansandDirectors
MonitorprogressonDiversityPlanimplementationandadjusttimeframeforcompletionifneeded.
AssociateDean,Diversity
Identifyprospectivefundersforstudentsupportprograms,includingStudentSuccessandStudentEmergencyfunds.
OfficeofDevelopment
Identifynewfundingprospectsandopportunitiesforstudentfellowshipsandscholarships.
OfficeofDevelopment
YEARS3-5–AYs2020/2023ContinueconveningDiversityCouncilonceeachsemestertosetpriorities,monitorprogressandreport
AssociateDean,Diversity
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accomplishments.RolloutDE&Itrainingprogramstofacultyandstaff,withplanforongoingprogramfeedback,reviewandupdates.
SchoolDirectorsAssociateDean,Diversity
Compilefeedbackannuallyfromstudentsurveys,forums,teachingevaluations,stafffeedbackmechanismandFacultyActivityReports.
SchoolDirectorsAssociateDean,Diversity
Continuescheduleofcheck-insoncepersemesterbetweenAssociateDeanofDiversityandprincipalsresponsibleforimplementingaspectsofDiversityPlantomonitorprogressoncompletionofgoalsandtasks.
AssociateDean,Diversity
The“StudentEmergencyFund”willbeendowedat$300,000.
OfficeofDevelopment
The“StudentSuccessFund”willbeendowedat$1million.
OfficeofDevelopment
USCAnnenbergwillgeneratefundingforfourendowedscholarshipstosupportwomenandtraditionallyunderrepresentedminoritiesadmittedtoMaster’sdegreeprograms.
OfficeofDevelopment
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DE&I|Leadership&PrincipalsSCHOOL-WIDELEADERSHIP
AssociateDeanofDiversity,InclusionandStrategicInitiatives:Inanefforttofurthercementtheschool’scommitmenttobuildingandmaintainingaclimatethatpromotesdiversityandinclusion,theadministrationcreatedanewdedicatedposition:theAssociateDeanforDiversity,Inclusion&Access.TheroleassumesseveralresponsibilitiesatAnnenbergandreportstotheAnnenbergDeanandtheProvost’sOffice.TheAssociateDeanforDiversityoverseesandregularlyassessestheschool’soverallDE&Ieffortsinareasincludingrecruitment;hiringandretention;mentoring;curriculumdevelopment;faculty,staff,andstudenttraining;programming;andotherinitiativesforstudents,faculty,andstaff.TheAssociateDeanistaskedwithmonitoringdataandproposingandimplementingpolicychangesandprocedurestoaddressclimateissues.AnnenbergDiversityCouncil:Asanappointedbodymadeupoffaculty,staffandstudents,theDiversityCouncilworksasastrategicadvisoryboardtotheAnnenbergDeanandDeanofDiversity,Inclusion&Access.Underdirectionofthedeansanddirectors,thecouncilcarriesoutandassessesprogressofthisfive-yearplan.Membersservetwo-yeartermsandareassignedtosubcommitteesaccordingtoareasofexpertiseandinterest.Eachsubcommitteeisdedicatedtooneofthefourcomponentsoftheplan:People,CurriculumandScholarship,ProgrammingandOutreach,andOrganizationalResources.Thecouncilconvenesonceeachsemesterandsub-committeesmeetastheirresponsibilitiesdictate.
Dean
Director,SchoolofJournalism
ExecutiveDirector,
AdvisementandAcademicSerivices
AssociateDean,CommunicationandMarketing
SeniorAssociateDean,Faculty
Affairs
AssociateDean,Admissions
AssociateDean,Diversity,
Innclusion&StrategicInitiatives
Director,Schoolof
Communication
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FacultyCouncil:TheelectedFacultyCouncilisanessentialavenueforfacultytoparticipateinthegovernanceoftheAnnenbergSchool,shapingtheschool’sfutureandpromotingacademicexcellence.ThedeansanddirectorsarecommittedtoseekingadvicefromtheFacultyCouncilonimportantissuesfacingtheAnnenbergSchool,includingthosepertainingtotheDE&Iinitiative.CouncilmembersrepresenttheentireAnnenbergfacultyandareresponsibleforobtainingfacultyviews,servingasavoiceandanadvocateofthefaculty'sissuesandconcerns.AnnenbergStaffCouncil:TogetherwithHumanResources,theStaffCouncilestablishesaplantoconductongoingperiodiccheck-inswithstaffmemberstosolicitfeedbackonsupport,climateandinclusioneffortsandreportfindingstoschoolleadership,reportsandaddressesissuesidentifiedthroughstafffeedback,andadvisesthedeans,directorsandhumanresourcesoneffortstoassessandexpandprofessionaldevelopmenttosupportandadvancestaff.FINANCIALSUPPORTAnnenberg’sdiversitybudgetreflectsactualspendinginFiscalYear2018,asumexpectedtoremainconstant–andincrease–duringthecourseofourfive-yearDiversityPlan.Supportfortheschool’sdiversityinitiativescomesfromAnnenbergschoolfunds,foundationgrantsandendowmentsandprivatedonors.
DIVERSITYBUDGETBREAKDOWN:$1,443,000STUDENTSUPPORT $899,000CisnerosScholarsFund:Proceedsfrom$1millionscholarshipendowmentforLatinostudents.
$54,000
AnnenbergLeadershipInitiative:Annualspendingfrom$5milliongranttosupportmid-careerAnnenbergFellows,studentscholarshipsandAnnenbergMediaCentercommunitydesk,withinitiativesemphasizingsocio-economicdiversityinfellowsandscholarshipwinnersandcreationofcontent.
$500,000
WallisAnnenbergScholarshipforCommunication:Proceedsfrom$5millionendowment;thirteenstudentsreceivedscholarshipsinFY‘18.
$340,000
Studentmentorshipprograms $5,000CURRICULUM&SCHOLARSHIP $419,000TheFacultyVisitProgramprovidesanopportunityforselectedfacultyfromHBCUsandHSIstovisitAnnenbergtoobservegraduateclasses,networkwithfaculty,engageinconversationswithschooldirectorsanddeans,andlearnabouteachgraduateprogram.
$10,000
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CenterandScholarship:InstituteforDiversityandEmpowermentatAnnenberg(IDEA):Includes$50,000fromtheAnnenbergSchooland$37,000inprivatedonorcontributions.
$87,000
AnnenbergInclusionInitiative:Includeshalfofanticipated$644,000calendar2018budget
$322,000
AnnenbergPopularMusicProject,NormanLearCenter
$10,000
PROGRAMMINGANDOUTREACH $75,000SummerHighSchoolProgram $25,000JointEducationalProjectsProgram $15,000AnnenbergHighSchoolDayEvents $10,000Diversity&InclusionProgrammingandEvents
$15,000
ORGANIZATIONALRESOURCES $65,000AnnenbergDiversityInitiative:Supportsstaffandfacultydiversityandinclusiontraining,curriculumdevelopment,andsupportforstudentaffinitygroups,andstudenttravelconferences
$50,000
AdministrativestipendforAssociateDeanforDiversity
$15,000
STUDENTSUPPORTENDOWMENTGOAL:$1,300,000StudentOpportunityFund-endowed5-yeargoal:Fundwillbeusedtoimproveaccesstoschoolprogramsbysupportingstudentsacrossavarietyofpursuits,includingprovidingtravelexpensestoschoolabroadprograms.
$1,000,000.00
StudentEmergencyFund-endowed5-yeargoal:Fundwillbeusedtoprovideemergencyfinancialassistancetostudents,includingthosewhosefamiliesencounterfinancialreversalsthatmaketuitionpaymentsandlivingexpensesdifficulttocover.
$300,000.00
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APPENDIXA|2018–2019Data
*Non–tenuredincludesfull-timelecturers.
33
32
15
32
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Tenured/Tenure-Track
Non-Tenured
2019FullTimeFaculty-Gender
Male Female
32
41
6
7
5
7
5
8
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Tenured/Tenure-Track
Non-Tenured
2019FullTimeFaculty-Ethnicity
White Asian Hispanic Black
28
58 97
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Staff
StaffbyGender2018-2019
Male Female
85 7 28 7 28
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Staff
StaffbyEthnicity2018-2019
White Black Asian Hispanic DeclinetoAnswer
29
152
454
623
1389
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Grad
Undergrad
StudentsbyGender2018-2019
Male Female
887
133
138
64
260
57
252
84
306
349
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Undergrad
Grad
StudentsbyEthnicity2018-2019
White Black Asian Hispanic International/Other
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