““The Dream & the The Dream & the Challenge: Nurture Challenge: Nurture

Diversity”Diversity”

A presentation developed by:A presentation developed by:

The Office of Employment Equity The Office of Employment Equity The President’s Commission on WomenThe President’s Commission on Women

The President’s Commission on DiversityThe President’s Commission on Diversity

The Office of Multicultural and Academic Affairs The Office of Multicultural and Academic Affairs Institutional Research, Planning, EffectivenessInstitutional Research, Planning, Effectiveness

New Vision, Mission, & Values New Vision, Mission, & Values StatementStatement (approved by UK’s Board of Trustees on April 1, (approved by UK’s Board of Trustees on April 1,

2003)2003)

““The University models a diverse The University models a diverse community characterized by fairness and community characterized by fairness and social justice.“social justice.“

UK’s core values include: Mutual respect and human dignity Diversity of thought, culture, gender and

ethnicity A sense of community

““Strategic Plan: The Dream and the Strategic Plan: The Dream and the Challenge”Challenge” (approved by UK Board of Trustees on June 24, (approved by UK Board of Trustees on June 24,

2003)2003)

Objectives include: Providing an environment conducive to success

Key Indicators include the NSSE benchmarks: Supportive campus environment

– Quality of relationships with other students– Quality of relationships with faculty members

Enriching educational experiences– Frequency of serious discussions with diverse students – Campus environment that encourages contact among

students from different economic, social, and racial or ethnic backgrounds

Goal II: Attract & Graduate Outstanding StudentsGoal II: Attract & Graduate Outstanding Students

Goal V: Nurture Diversity of Thought, Culture, Goal V: Nurture Diversity of Thought, Culture, Gender and EthnicityGender and Ethnicity

““Strategic Plan: The Dream and the Strategic Plan: The Dream and the Challenge”Challenge” (approved by Board of Trustees on June 24, (approved by Board of Trustees on June 24,

2003)2003)

Objectives: Improve the climate for diversity Create a diverse workplace and learning community

Key Indicators: Enrollment and persistence goals of the Kentucky

Plan for Equal Opportunities Employment goals of UK’s Affirmative Action Plan

Success in Achieving the Vision Success in Achieving the Vision in “The Dream and the in “The Dream and the

Challenge”Challenge”Depends upon some fundamental

principles: Awareness of our institutional and cultural

history The significance of leadership at every level

in the organization Acknowledgement of the critical role of

students in creating a multicultural environment

The importance of building a pipeline for future faculty and leaders

Success in Achieving the Vision Success in Achieving the Vision in “The Dream and the in “The Dream and the

Challenge”Challenge”

In short . . .

UK’s emphasis must be on creating a supportive campus environment that models fairness, respect, and equal opportunity, not on “just achieving numbers”

How Diverse a Community is How Diverse a Community is the University of Kentucky?the University of Kentucky?

UK’s Total Enrollment in UK’s Total Enrollment in 20032003

by Race and Ethnicityby Race and Ethnicity

White

83%

Black

5%

Other

12%International

5%Missing

4%

Hispanic

1%

Asian

2%

Amer. Indian<1%

Note: Fall 2003 data are preliminary

Percent of Total Percent of Total HeadcountHeadcount

by Race/Ethnicityby Race/Ethnicity

0%

1%

2%

3%

4%

5%

6%

7%

1994 1995 1996 1997 1998 1999 2000 2001 2002 2003

Note: 2003 data are preliminary

International

African American

Asian

Hispanic

American Indian

Percent of Female Students Percent of Female Students Enrolled Enrolled

by Degree Levelby Degree Level

25%

30%

35%

40%

45%

50%

55%

60%

65%

1994 1995 1996 1997 1998 1999 2000 2001 2002 2003

Post Doctorate

First Professional

Doctorate

Bachelor’s

Master’s

Note: 2003 data are preliminary

UK Faculty and Staff UK Faculty and Staff by Race/Ethnicity/Genderby Race/Ethnicity/Gender

Fall 2002Fall 2002

FT Employees No. Female %

AA %

Exec./Admin./Mgr. 399 42.1% 3.3%

Faculty 1,901 31.4% 3.5%

Other Professional 3,996 66.7% 4.0%

Secretarial/Clerical 2,079 90.3% 13.4%

Tech./Paraprof. 1,096 58.7% 9.9%

Skilled Crafts 224 2.2% 16.5%

Service/Maintenance

1,298 43.4% 35.2%

Total 10,993

59.3% 10.2%

How are we doing so far How are we doing so far in creating a diverse climate?in creating a diverse climate?

NSSE 2001:NSSE 2001: Percent of seniors Percent of seniors reporting they ‘often’ or ‘very often’ had reporting they ‘often’ or ‘very often’ had serious conversations with . . .serious conversations with . . .

Students of another race– Less than half (45%) of UK seniors– Over half (56%) of seniors at other

doctoral/research extensive institutions Students who differ in terms of religion,

politics, or personal values– Over half (54%) of UK seniors– Two-thirds (63%) of seniors at other

doctoral/research extensive institutions

Office of the Controller and Office of the Controller and TreasurerTreasurer

by Race/Ethnicity/Genderby Race/Ethnicity/GenderFall 2002Fall 2002

FT Employees No. Female %

AA %

Exec./Admin./Mgr.

15 20% O%

Other Professional

38 68% 8%

Secretarial/Clerical

55 82% 7%

Total 108 69% 6%

OCT Strategies to Create OCT Strategies to Create a Climate for Diversity a Climate for Diversity

1. Start with yourself - look inside and broaden your personal experiences

2. Improve communication – listen and affirm individual value and worth

3. Facilitate unit development – seek resources for workshops and training

4. Nurture individual development – seek input, provide feedback; consider a mentoring program

OCT Strategies to Create OCT Strategies to Create a Diverse Workplace a Diverse Workplace

1. Start with consideration of job qualifications

2. Broaden search criteria and advertising strategies to ensure diverse pools

3. Network through professional organizations

4. Involve diverse university leadership in campus visits by prospective hires

Resources for creating a Resources for creating a campus campus

that celebrates diversitythat celebrates diversity

Dr. Lauretta Byars, Assoc. Provost – 257-Dr. Lauretta Byars, Assoc. Provost – 257-19911991The Office of Multicultural and The Office of Multicultural and Academic AffairsAcademic Affairs

Mr. Terry Allen, Assoc. VP – 257-8927Mr. Terry Allen, Assoc. VP – 257-8927The Office of Employment EquityThe Office of Employment Equity

Dr. Dorothy Brockopp, Chair – 323-5815Dr. Dorothy Brockopp, Chair – 323-5815The President’s Commission on WomenThe President’s Commission on Women

Dr. J. John Harris, III, Chair – 257-6169Dr. J. John Harris, III, Chair – 257-6169The President’s Commission on DiversityThe President’s Commission on Diversity