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
Diversity and Inclusion • January 27, 2021 2
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
Diversity and Inclusion • January 27, 2021 3
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…
Diversity and Inclusion • January 27, 2021 4
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…
Diversity and Inclusion • January 27, 2021 5
UPDATED SEAHAWK RESPECT COMPACT FOCUSING ON INCLUSIVENESS, FREE EXCHANGE OF THOUGHTS
AND ELIMINATION OF PREJUDICE AND DISCRIMINATION…
Diversity and Inclusion • January 27, 2021 6
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…
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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…
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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
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STRATEGIC PLAN KEY METRICS 2.0
Attract/Retain
Educate/Advance Research
Enable/Place
Organize/EngageFund/Build
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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
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Updates on Diversity and Inclusion Action Items
Diversity and Inclusion • January 27, 2021 19
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
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Office of Institutional Diversity & Inclusion
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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.
Diversity and Inclusion • January 27, 2021 22
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
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Student Affairs
Diversity and Inclusion • January 27, 2021 24
ACTION ITEM UPDATES: BSL/BFSA
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
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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
ACTION ITEM UPDATES: BSL/BFSA
Diversity and Inclusion • January 27, 2021 26
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
ACTION ITEM UPDATES: BSL/BFSA
Diversity and Inclusion • January 27, 2021 27
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
ACTION ITEM UPDATES: BSL/BFSA
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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
ACTION ITEM UPDATES: BSL/BFSA
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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
ACTION ITEM UPDATES: BSL/BFSA
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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
ACTION ITEM UPDATES: BSL/BFSA
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Office of University Relations
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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
ACTION ITEM UPDATES: BSL/BFSA
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ACTION ITEM UPDATES: BSL/BFSA
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
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Academic Affairs
Diversity and Inclusion • January 27, 2021 35
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
ACTION ITEM UPDATES: BSL/BFSA
Diversity and Inclusion • January 27, 2021 36
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
ACTION ITEM UPDATES: AAGA
Diversity and Inclusion • January 27, 2021 37
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
ACTION ITEM UPDATES: BSL/BFSA
Diversity and Inclusion • January 27, 2021 38
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
ACTION ITEM UPDATES: BSL/BFSA
Diversity and Inclusion • January 27, 2021 39
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
ACTION ITEM UPDATES: BSL/BFSA
Diversity and Inclusion • January 27, 2021 40
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
ACTION ITEM UPDATES: BSL/BFSA
Diversity and Inclusion • January 27, 2021 41
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
ACTION ITEM UPDATES: AAGA
Diversity and Inclusion • January 27, 2021 42
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
ACTION ITEM UPDATES: AAGA
Diversity and Inclusion • January 27, 2021 43
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
ACTION ITEM UPDATES: AAGA
Diversity and Inclusion • January 27, 2021 44
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
ACTION ITEM UPDATES: AAGA
Diversity and Inclusion • January 27, 2021 45
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
ACTION ITEM UPDATES: AAGA
Diversity and Inclusion • January 27, 2021 46
Funding – Advancement & Business Affairs
Diversity and Inclusion • January 27, 2021 47
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
ACTION ITEM UPDATES: AAGA
Diversity and Inclusion • January 27, 2021 48
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
ACTION ITEM UPDATES: BSL/BFSA
Diversity and Inclusion • January 27, 2021 49
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: AAGA
Diversity and Inclusion • January 27, 2021 50
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 • January 27, 2021 51
Diversity and Inclusion Priorities Funding Plan
Diversity and Inclusion • January 27, 2021 52
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:
Diversity and Inclusion • January 27, 2021 53
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
$27,000 General Funds PermanentChancellor D&I Fund
and Future EGAllocations
Diversity and Inclusion • January 27, 2021 54
ACTION ITEMS 4 THROUGH 8
Action # Action TitleFunding
Line ItemLine Item
DescriptionTotal
AmountFunding
Type
Perm/One-Time
Permanent Funding Source
4 Diversity & Inclusion Fellows 4.1D&I Fellows
(support up to ten fellows)
$28,000 General Funds PermanentChancellor D&I Fund
and Future EG Allocations
5Diversity and Equity Art
Programming 5.1D&I Art
Programming $50,000 General Funds PermanentChancellor D&I Fund
and Future EG Allocations
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
Diversity and Inclusion • January 27, 2021 55
ACTION ITEMS 9 THROUGH 11
Action # Action TitleFunding
Line ItemLine Item
DescriptionTotal
AmountFunding
Type
Perm/ One-Time
Permanent Funding Source
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
Diversity and Inclusion • January 27, 2021 56
• 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
Diversity and Inclusion • January 27, 2021 57
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
Diversity and Inclusion • January 27, 2021 58
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
Diversity and Inclusion • January 27, 2021 59
GO SEAHAWKS!
Diversity and Inclusion • January 27, 2021 60
Q & A
Diversity and Inclusion • January 27, 2021 61
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