Diversity Action Plan - Call for Comments

Developing a diversity and inclusion planning framework that contains both specific action items and accountability metrics is underway. 

We will not wait to act on items we know we can and should address now. Listed below are specific action items KU is committed to completing.  The items are arranged into four themes and, within each theme, by timeframe.  You will see ideas related to Communication and Accountability, Education and Training, Recruitment and Retention, and Campus-wide Strategic Framework

Action Items

  1. COMMUNICATION AND ACCOUNTABILITY

    Recently Completed

    1. The Diversity, Equity and Inclusion Advisory Group, co-chaired by Clarence Lang, chair of the Department of African & African-American Studies and Sheahon Zenger, athletics director (reporting to the interim provost and executive vice chancellor) was formed to investigate and pursue issues raised at the November 11th town hall meeting. The first meeting was held in December 2015. This group will have independence and flexibility to identify and report new and rising concerns.

    Plans for Spring 2016

    1. Expand the ability for Institutional Opportunity and Access (IOA) to investigate reports of discrimination and sexual harassment. Responsibility: Associate vice provost for human resource management.
    2. Develop unit specific diversity action items to address areas of concerns, opportunities, and strengths within units. Report action items to provost. Responsibility: Deans and vice provosts with assistance from the vice provost for diversity and equity.
    3. Develop a tracking mechanism to inventory existing resources and programs in units across campus. A comprehensive list of resources and activities will be located on the Diversity and Equity website. Responsibility: Unit diversity contact and vice provost for diversity and equity.
    4. Develop an online training module for reporting discrimination. Responsibility: Associate vice provost for human resource management.
    5. Develop a position description for a cultural competency position in the Office of Multicultural Affairs and seek funding for this position as well as increased funding for the Emily Taylor Center for Women and Gender Equity.  Responsibility:  Vice provost for diversity and equity, director of OMA, and director of the ETC.
  2. EDUCATION AND TRAINING

    Recently Completed

    1. The provost hosted an all-day social justice and diversity training session on January 14, 2016 for all deans and vice provosts, facilitated by the Office of Multicultural Affairs (OMA). The chancellor was also in attendance.
    2. The permanent director of the OMA was hired.
    3. The vice provost for diversity and equity convened a planning group for education and training to recommend a framework under which all diversity and inclusion training will be designed, assessed, and coordinated.
    4. Vice provost for faculty development and faculty fellow held a workshop for department chairs on faculty mentoring.
    5. The Center for Teaching Excellence (CTE) posted and shared resources for faculty on inclusive teaching.

    Plans for Spring 2016

    1. Hold the 2nd Annual Cultural Competency Conference on March 10 and 23. Hosted by: Vice provost for diversity and equity and the associate vice provost for human resource management.
    2. Provide a diversity workshop for department chairs. Responsibility: Vice provost for faculty development and the vice provost for diversity and equity.
    3. Ensure that staff in the office of Institutional Opportunity and Access (IOA) receive diversity training. Responsibility: Associate vice provost for human resource management and vice provost for diversity and equity
    4. Recommend ways to increase capacity on campus to offer diversity and inclusion programs including mandatory training. Responsibility: Vice provost for diversity and equity.

    Plans for 2016–2017 Academic Year

    1. Implement education plans developed.
    2. Incorporate CTE resources into new faculty orientation.
    3. Incorporate diversity training into new chair orientation.
    4. Continue to develop training and implement programs as finalized.
  3. RECRUITMENT AND RETENTION

    Recently Completed

    1. New director of the Office of Institutional Opportunity and Access (IOA) interviews were completed on January 12.
    2. Developed the Sexual Assault Prevention and Education Center (SAPEC) and hired its first director, Jennifer Brockman. Two new educator positions in the SAPEC will be hired shortly.
    3. The new director of Accessibility and ADA Education, Catherine Johnson, was hired.
    4. Assistant vice provost and director of first year experience and the vice provost of diversity and equity established a workgroup to increase retention rates for first-generation, low-income and students of color.
    5. OMA extended the Hawk Link program to include the spring semester to increase academic support for first-generation, low-income and students of color throughout the year.
    6. Vice provost for faculty development and the vice provost for diversity and equity began review of KU faculty mentoring and support programs to ensure these programs reflect best practices and meet the needs of underrepresented faculty.
    7. Vice provost for diversity and equity formed a workgroup to examine and evaluate the MU Advising Corps model for recruiting and supporting the success of more first generation, low income, and students of color.

    Plans for Spring 2016

    1. Consider a leadership program to help students from underrepresented populations connect and be successful. Responsibility: Vice provost for diversity and equity in cooperation with academic and student support units.
    2. Review and develop processes to attract diverse applicant pools in all faculty, staff, and administrative hires. Responsibility: Vice provost for faculty development and associate vice provost for human resource management.
    3. Implement comprehensive set of strategies and tactics designed to attract an academically qualified, diverse applicant and admit pool.  Responsibility:  Vice provost for enrollment management and director of admissions.
    4. Create clear and timely transfer pathways.  Responsibility:  Vice provost for enrollment management, director of admissions and vice provost for academic affairs.
    5. Complete review of KU faculty mentoring programs and develop models to support underrepresented faculty success. Responsibility: Vice provost for faculty development and vice provost for diversity and equity in cooperation with deans and department chairs.
    6. Complete diversity and equity workgroup’s evaluation of the MU Advising Corps model as a means for KU to recruit more first-generation, low-income and students of color to KU and set them up for success. Responsibility: Diversity and equity workgroup.

    Plans for 2016–2017 Academic year

    1. Continue to expand participation in the Multicultural Scholars Program (MSP). The provost office has provided funding to double the number of students who were served in 2014.
    2. Implement processes to attract diverse applicant pools in all faculty, staff, and administrative hires.
    3. Implement a mentoring program in Hawk Link to increase student success. Responsibility: Office of Multicultural Affairs
    4. Implement faculty mentoring programs.
    5. University Innovation Alliance (UIA) and the U.S. Department of Education’s First in the World (FITW) advising initiative is underway for 2016-2019, and involves KU students. The project analyzes gaps in attainment and offers proactive advising.
    6. Conduct a search to fill two new positions in Counseling and Psychological Services (CAPS) to better serve underrepresented students.
  4. CAMPUS-WIDE STRATEGIC FRAMEWORK

    Recently completed

    1. Started KU Climate Study. Responsibility: Vice provost for diversity and equity, and associate vice provost for human resources

    Plans for Spring 2016

    1. Host the 4th Annual Diversity Symposium on April 12. Responsibility: Vice provost for diversity and equity and the diversity leadership council.
    2. Develop a diversity framework that includes action steps and metrics that can integrate into KU’s next strategic plan. Responsibility: Deans and vice provosts.
    3. Ensure that the diversity initiatives put forth in Bold Aspirations are prioritized and addressed. Responsibility: Provost.

    Plans for 2016–2017 Academic year

    1. Complete KU Climate Study information gathering and analysis.
    2. Develop action steps to integrate climate study data into the diversity framework and campus strategic plan to improve KUs living, learning and working environment.
    3. Consider a leadership program to help students from underrepresented populations connect and be successful.

Signed

Sara Rosen, interim provost and executive vice chancellor

Dave Cook, vice chancellor of the Edwards Campus

Jim Tracy, vice chancellor for research

Stuart Day, acting senior vice provost for academic affairs

Diane Goddard, vice provost for administration and finance

Nate Thomas, vice provost for diversity and equity

Matt Melvin, vice provost for enrollment management

Mary Lee Hummert, vice provost for faculty development

Tammara Durham, vice provost for student affairs

DeAngela Burns-Wallace, vice provost of undergraduate studies

Mahesh Daas, dean of the School of Architecture Design & Planning

Neeli Bendapudi, dean of the School of Business

Carl Lejuez, dean of the College of Liberal Arts & Sciences

Rick Ginsberg, dean of the School of Education

Michael Branicky, dean of the School of Engineering

Michael Roberts, dean of Graduate Studies

Ann Brill, dean of the School of Journalism & Mass Communications

Kent Miller, interim co-dean of KU Libraries

Mary Roach, interim co-dean of KU Libraries

Stephen Mazza, dean of the School of Law

Robert Walzel, dean of the School of Music

Ken Audus, dean of the School of Pharmacy

Paul Smokowski, dean of the School of Social Welfare

Office of the Provost
Diversity, Equity, and Inclusion

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