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Indiana University Northwest

Strategic Planning Committee

Outcome 4

2008 Strategic Planning

Outcome #4 IU Northwest demonstrates that it values diversity by completing the IU Northwest Diversity Plan, and begin to implement the plan.

2007 Outcome 4 & Status Report

The enhancing minority Attainment (EMA) Committee has completed the Diversity Portfolio and external review process, part of which documents and contributes to IU Northwest’s increased efforts to recruit, hire, and retain a more diverse faculty, staff, and administrative workforce.

Status Report: With a goal of increasing the diversity of faculty, staff and administration, a university-wide Diversity Portfolio Peer Review Project was launched in 2006 via the Enhancing Minority Attainment (EMA) Conference. In 2007 the EMA Committee on our campus completed the Diversity Portfolio.  IUPU Fort Wayne was designated as our peer in the peer review process.  Our EMA Committee exchanged portfolios with IUPU Fort Wayne and each EMA Committee conducted on site visits. We received a report from the IUPU Fort Wayne EMA team which provided an evaluation of our diversity initiatives. The University EMA leadership team then complied and summarized each of the campus portfolios across four common dimensions:  (1) institutional leadership (2) curricular and co-curricular transformation (3) campus climate and (4) representational diversity.  Each campus’ portfolio was used as the foundation to develop and move forward with a diversity plan. A team was established on the IU Northwest campus to develop a plan. The IU Northwest Diversity Plan which includes strategies, objectives and procedures with accountability has been prepared.  In addition, as a continuation of the 2006 Strategic outcome for Diversity nine members of the campus, faculty, staff, students, and administrators were trained to facilitate study circles on campus to discuss Racial Diversity. One study circle involving faculty, staff, students, and administrators was conducted as a pilot project during the Fall 2007 semester.

2007 Strategic Planning Outcome 4 Highlight

Outcome #4 The Enhancing Minority Attainment (EMA) Committee has completed the Diversity Portfolio and external review process, part of which documents and contributes to IU Northwest’s increased efforts to recruit, hire and retain a more diverse faculty, staff and administrative workforce.

2006 Strategic Planning Outcome 4 Highlight

Outcome #4 (VC Marilyn Vasquez, chair and Denise Travis, AQIP chair):  IU Northwest has increased its efforts to recruit, hire, and retain a more ethically and racially diverse faculty, staff, and administrative workforce; in order to be more reflective of our campus community, the primary focus for these recruitment, hiring, and retention efforts in 2006 will be African American and Hispanic/Latinos.

2006 Outcome 4 Spring Report

2005 Strategic Planning Outcome 4 Highlight

2005 Outcome 4 Final Report,

2004 Strategic Planning Outcome 4 Highlight

Outcome #4 (Dr. Ray Fontaine, Sponsor): 2004, IU Northwest has a shared definition and understanding of diversity as a critical part of academic excellence. The Director of Equity and Diversity is in place.

  • Numerous meetings and communication vehicles were utilized with the campus community to obtain input and feedback for development of definition of diversity as a critical part of academic excellence..
  • A total of 10 drafts of the definition document were considered before final statement was prepared.
2005 Outcome 4 Status Report and Deliverables

2004 - 2006 Outcomes

2004 IU Northwest has a shared definition and understanding of diversity as a critical part of academic excellence

The Director of Equity and Diversity is in place

2006 Employment practices, professional development and mentoring processes that enable us to recruit and retain a diverse body of faculty, staff, and administrators to enhance academic excellence have been approved

Committee for Outcome #4: 

Some of us were able to meet today, but to all I want to share the upshot of the meeting.  We decided to seek some additional input, especially from some key faculty.  This will be done, essentially by myself.  If you have any thoughts about this, please give me a note or a call.  Secondly, we began looking at a draft of the shared understanding that seeks to link academic excellence with diversity.  Attached is the first effort.  Please, this is a first effort only.  It is not ready for prime time, or general distribution.  please also look it over, think it over. talk to me, talk to others on the committee.  send me your ideas, suggestions etc.  We will meet again on 4/14/04 to further discuss this document, incorporate any additional input,  and, with any luck at all, be able to get it ready for distribution to the campus community for consideration and feedback. 
 
Thanks again.

 Ray

File:

The committee on Outcome # 4 met for the first time on 10/14/03 and adopted the following action plan (subject to revision and refinement as the process unfolds):

The committee will:

  • Devise an inclusive (faculty, student, staff and administration) process to solicit and gather definitions, ideas, and implications of diversity as a critical part of academic excellence, using a variety of means to obtain them, recognizing that the more difficult and controversial part will be the connecting of diversity to academic excellence. 12/1/03 to 1/15/04.
  • Disseminate the results and seek feedback. 2/1/04 to 3/15/04
  • Devise an inclusive process to engage the campus community in reviewing the definition of diversity as a critical part of academic excellence. 4/1/04 to 6/15/04
  • Seek inclusive feedback on the results of the review. 6/15/04 to 6/30/04
  • Finalize and distribute the shared understanding of diversity as a critical part of academic excellence to the University community. 9/15/04