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Ul Diversity Strategic Plan Ul Diversity Strategic Plan Presentation Transcript

  • 2010-2015 Framework to Foster Diversity
    University Libraries Strategic Plan Forum
  • Agenda
    Dean Eaton’s Remarks
    Background on Framework and its process
    Review Challenges and Strategic Indicators
    Review University Libraries Goals and Strategies
    Discuss Opportunities for Action and Metrics
  • University Libraries Diversity Writing Group
    Jennifer McCauley, chair
    Robert Harris
    Joseph Fennewald
    Linda Klimczyk (Framework Only)
    Jeffrey Knapp
    Dan Mack (Framework Only)
    Cathy O’Connell
    Jacqueline Peagler
  • Diversity @ Penn State
    “More than a decade of experience”
    Diversity Efforts are key for:
    • Equity and Inclusivity
    • Institutional Viability and Vitality
    • Preparing a Place in the World Economy
  • Framework to Foster Diversity
  • New Approach to Planning and Assessment
    Seven challenges remain the same
    Assessment shifting towards macro-level progress rather than micro-level reporting
    Strategic plans should focus on
    Goals
    Strategies
    Expected Measureable Outcomes
  • Challenge 1: Developing a Shared and Inclusive Understanding of Diversity
    Strategic Indicators
    Evidence of the presence of a variety of communication strategies, including traditional and newer technologies, to disseminate accurate information and resources for diversity
    Evidence of the presence of specific programs and initiatives that target populations beyond Race/Ethnicity and Gender
  • Challenge 1: Developing a Shared and Inclusive Understanding of Diversity
    Goal 1: Encourage Dialog on the Meaning of Diversity
    Co-sponsor programming w/academic units
    Promote the Religion and Cultural Series
    Review and Revise the UL Diversity Definition
    Goal 2: Utilize Multiple Communication Formats to Share Diversity Information
    Expand the use of “Diversions” blog
    Encourage use of Delicious site
    Continue presence on Facebook
    Offer instructional sessions for people interested in these new technologies
  • Challenge 2: Creating a Welcoming Campus Climate
    Strategic Indicators
    University Faculty/Staff Survey
    "Acceptance of diversity in the workplace has improved on my campus in the past three years.”
    Penn State Pulse Student Surveys: Satisfaction; First Year Experience; and Gender Identity and Sexual Orientation
    “The University Park climate is supportive of students who are lesbian, gay, bisexual, and transgender.”
    National Survey of Student Engagement, Penn State Results
  • Challenge 2: Creating a Welcoming Campus Climate
    Goal 1: Foster a Climate of Civility and Respect
    Institutional Statement and Policy on Civility
    Build skill set to manage civility issues
    Transparency of civility activities and assessment
    Goal 2: Creation of the Knowledge Commons for the PSU Community
    Keep diversity challenges in mind during design and construction
    Consult with expert help in regards to accessibility, emerging technologies, etc
    Goal 3: Create a Positive Climate for Diversity within the Libraries
    Diversity Liasons for campus and branch locations
    Develop/co-sponsor event w/student groups
    Promote free access to physical and virtual spaces and services (accessibility)
  • Challenge 3: Recruiting and Retaining a Diverse Student Body
    Strategic Indicators
    Measures of Enrollment by Gender/Ethnicity in Ugrad, Grad, Masters, Doctoral, Adult Learners, etc.
    Student Aid Data
    Colleges and campuses are encouraged to report disaggregated data on student majors, shifts between majors, and grade-point average.
  • Challenge 3: Recruiting and Retaining a Diverse Student Body
    Goal 1: Collaborate with PSU Community
    Articulate diversity efforts broadly
    Promote programs like Fast-Start and Upward Bound Math and Science
    Expand programs for adult and intl students
    Support underprivileged through laptop circulation
  • Challenge 4: Recruiting and Retaining a Diverse Workforce
    Strategic Indicators
    Gender and Ethnicity Breakdowns for:
    Full-time Faculty
    Full-time Exempt Staff
    Full-time Nonexempt Staff
    Full-time Technical Service
    Faculty Turnover Rates
    Tenure Success Rates
  • Challenge 4: Recruiting and Retaining a Diverse Workforce
    Goal 1: Recruit, Develop, and Retain Talented and Diverse Faculty and Staff
    Review expertise and skills needed by Libraries; Revise positions, recruitment methods, training, and reward systems
    Enhance faculty and create staff mentoring programs
    Revise New Hire Orientation Program
    Support innovative teaching methods
    Devise methods for recruiting underrepresented groups for student positions
    Hire Power training availability to search committees
    Collaborate w/academic unit in hiring, e.g. President’s Opportunity Fund
    Goal 2: Promote Library Related Career Paths
    Assess benefits of a residency program for minority faculty members
    Offer mentor workshops for current work/study students to inform them about the field
  • Challenge 5: Developing a Curriculum that Fosters Intercultural and International
    Strategic Indicators
    Courses certified by the University Faculty Senate as Meeting the United States Cultures (US) and International Cultures (IL) or “US;IL” requirement
    Number of permanent courses
    Number of one semester course offerings
    Participation in study abroad
  • Challenge 5: Developing a Curriculum that Fosters Intercultural and International
    Goal 1: Foster Liaison Relationships w/Academic Units
    Contribute to diversity curricula at PSU
    Track and assess acquisition of diversity-related materials
    Commit funds for diversity-related materials
    Encourage and recognize selectors purchasing multicultural materials
    Goal 2: Publicize Specialized Diversity Collections to the PSU Community
    Publish bulletins highlighting diversity collection purchases
    Create web resources on diversity topics w/link to Libraries’ resources
    Collaborate w/subject specialists to highlight collections
    Develop instructional modules to support and promote collections
  • Challenge 5: Developing a Curriculum that Fosters Intercultural and International
    Goal 3: Evaluate and Strengthen Collections to Support Needs of PSU Community
    Assess library collections and instructions in regards to General Education courses with a U.S. or Intl Culture requirement
    Design services and resources to accommodate various learning styles and skill levels
    Develop instructional materials and training for instructors focused on how to incorporate multicultural and diverse learning styles into instruction
    Actively incorporate research examples that showcase diversity-related issues
    Review guides, handouts and examples to determine the use of diversity
    Create guides and brochures in languages (e.g. Chinese, Japanese, Spanish, etc)
    Adopt best practices for librarian interested in incorporating diversity perspectives into instruction
  • Challenge 6: Diversifying University Libraries Leadership and Management
    Strategic Indicators
    Gender and Ethnicity Breakdowns for:
    Executives, Administrators, Academic Administrators
    Composition of University Faculty Senate (also broken down by age)
    Composition of Board of Trustees
    Faculty/Staff Survey:
    My department/unit provides visible leadership to foster diversity
  • Challenge 6: Diversifying University Libraries Leadership and Management
    Goal 1: Provide Diversity Training for Leadership Positions
    Develop a syllabus for training based on climate issues (ex: Mastering Supervision)
    Encourage attendance of diversity/civility programs
    Incorporate civility concepts into Upward Feedback
    Goal 2: Mentor Personnel from Underrepresented Groups for Leadership Opportunities
    Encourage leadership to mentor personnel from diverse backgrounds
    Annually review Libraries task forces’ and committees’ composition
    Build diverse candidate pools when vacancies occur
  • Challenge 7: Coordinating Organizational Change to Support Our Diversity Goals
    Strategic Indicators
    Strong relationship between diversity planning and general strategic planning
    Institutionalized enhancements to the diversity strategic planning process and resources
    Presence of structures to ensure that issues of diversity, inclusion, and equity are represented at the highest levels of administrative decision making
  • Challenge 7: Coordinating Organizational Change to Support Our Diversity Goals
    Goal 1: Grow Partnerships with PSU Community
    Identify joint projects w/Multicultural Center, Student Support Services, Office for Disability Services, etc.
    Increase collaborative efforts in regards to diversity-related events and programs
    Goal 2: Promote Free Expression of Ideas to Foster Diversity
    Promote the Civility Team and other initiatives emerging from assessment
    Encourage the discussion and understanding of a culture of respect
    Encourage diversity focused tactics on subunit tactical plans
  • Questions? & Next Steps
    • University Libraries Feedback
    • Send to: diversity_core@psulias.psu.edu
    • Deadline: Nov. 2