creating inclusive excellence
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Creating Inclusive Excellence. Office for Equity and Inclusion (OEI) Presentation to Academic Affairs Subcommittee. - PowerPoint PPT PresentationTRANSCRIPT
Creating Inclusive Excellence
Office for Equity and Inclusion (OEI)Presentation to Academic Affairs
Subcommittee
Projected demographics, emerging economic imperatives, and increasingly turbulent political and legal challenges have converged to an extent that inclusion and diversity will be among the most critical issues facing higher education in the twenty-first century (Duderstadt 2000; Hurtado and Dey 1997; Tierney 1999).
A.P.L.U. Commission on Access, Diversity & Excellence (CADE)
The A٠P٠L٠U Commission on Access, Diversity andExcellence (CADE) shall serve as a national actionforum for addressing relevant diversity and socialchange issues impacting learning, discovery, andengagement at American colleges and universities.
Broadening access and opportunity in the academic community.Utilizing diversity to expand the range and quality of the
undergraduate experience.Achieving excellence and enhancing diversity within student and
faculty populations.Creating partnerships between public universities and their
communities to bring about beneficial social change.
National Association of Diversity Officers in Higher Education (NADOHE)
Vision Statement
To lead higher education toward inclusive excellence through institutional transformation
Association of American Colleges and University’s (AAC&U) Definition
Inclusive Excellence (IE) means that “diversity is a key component of a comprehensive strategy for achieving institutional excellence – which includes, but is not limited to, the academic excellence of all students in attendance and concerted efforts to educate all students to succeed in a diverse society and equip them with sophisticated intercultural skills.”
• Inclusive Excellence (IE) re-envisions both quality and diversity – excellence is tied to diversity
• Goes beyond numbers of students or number of programs as end goals.
• Eliminates “islands of innovation” and attempts to create a collaborative, cohesive strategy to bring efforts together to address institutional goals
UNM Definition of IE
Inclusive Excellence requires a healthy and inclusive campus climate and refers to the processes by which we leverage diversity as our strength to enhance our understanding and connections with diverse communities, ensure the success of all of our students and advance the academic enterprise.
2006 Recommendations by Task Forces(AATF, AITF, HTF, HCTF)
• Campus Climate (10 - 70% accomplished)• Student Success (14 – 86% accomplished)• Understanding of diverse communities (7 –
86% accomplished)• Enhancing Academic Enterprise (11 – 73%
accomplished)
Targeted IE Efforts
IE
Promoting a healthy and
inclusive campus climate
Advancing Academic
Enterprise by working with
faculty
Enhancing Student Success
Strategies Addressing Different Segments
2008-2009
2009-2010
2010-2011
0 5 10 15 20 25
StaffFacultyStudent SuccessCampus Climate
Advisortrac
• El Centro – 6454 visits, 833.75 hrs. & 603 students
• 249 males, 354 females• Student’s college• Race/ethnicity (375H, 54 W/NH, 11 AA, 18 NA,
10A/PI)• Reason for coming to center – mentoring,
advising, tutoring, computer lab, professional meetings, socializing, special event
Faculty
2226 (76%)
377 (13%)
44 (1%
)
198 (7%
)79 (3%) 10 (0%) 2 (0%)
Total Faculty (N=2936)
White
Hispanic or Latino
Black or African American
Asian
American Indian or Alaskan Native
Two or More Races
Native Hawaiian or Other Pacific Islander
785 (75%)
128 (12%)
17 (2%) 90 (8%)
29 (3%) 4 (0%)
Tenure/Tenure-Track (N=1053)
1441 (77%)
249 (13%)
27 (1%)108 (6%)
50 (3%) 6 (0%) 2 (0%)
NON Tenure/Tenure-Track (N=1883)
Faculty by College*
*2010 Tenure/Tenure-Track Faculty, All UNM
Faculty by Rank*
Job TitleWhite Hispanic or Latino Black or African
American Asian American American Indian or Alaskan Native Two or More Races Total
Women Men Women Men Women Men Women Men Women Men Women Men Women Men Total
Technical Instructor I 1 1 2 0 2
Technical Instructor III 1 1 0 1
Assistant Director 1 1 0 1
Assistant Chairperson 1 0 1 1
Assistant Professor 83 74 19 19 4 3 11 21 8 4 1 126 121 247
Associate Chairperson 6 5 1 1 7 6 13
Associate Professor 109 118 24 22 3 1 9 16 9 2 2 1 156 160 316
Chairperson 17 37 2 3 1 19 41 60
Director 2 6 2 1 2 9 11
Distinguished Professor 2 13 1 3 3 16 19
Professor 103 205 18 18 1 2 7 20 2 4 131 249 380
Special Asst to the Provost 1 1 0 22
Total 325 460 64 64 9 8 28 62 19 10 3 1 448 605 1053
*2010 Tenure/Tenure-Track Faculty, All UNM
Faculty Recruitment and RetentionTenure, Tenure-Track Faculty UNM Main Campus
2007 2008
2008 OEI
Hires* 20092009 OEI
Hires* 20102010 OEI
Hires* 20112011 OEI
Hires*
Female359 358 362 1 448 3 Data 243% 43% 43% 0.28% 43% 0.67% Not
Male 472 478 485 3 605 2
Available 3
57% 57% 57% 0.62% 57% 0.33%
African American12 13 14 1 17 11% 2% 2% 7.14% 2%
American Indian22 23 23 3 29 1 3% 3% 3% 13.04% 3% 3.45%
Asian/ Pacific Islander
61 70 70 90 7% 8% 8% 9%
Hispanic101 103 102 128 3 412% 12% 12% 12% 2.34%
White621 612 621 785 1 75% 73% 73% 75% 0.13%
Two or More Races 4 0%
No Response14 15 17 0 2% 2% 2% 0%
Total URM** 135 139 139 4 174 4 516% 17% 16% 3% 17% 2%
Total 831 836 847 4105
3 5 5
*Number and Percent of group supported by OEI**URM is the number of underrepresented minorities, including African American, American Indian, and Hispanic
Faculty Recruitment and RetentionNon Tenure-Track Faculty UNM Main Campus
*Number and Percent of group supported by OEI**URM is the number of underrepresented minorities, including African American, American Indian, and Hispanic***Does not include OEI Post Docs or NMHED Minority Loan for Service Fellows
2007 2008 2008 OEI Hires* 2009 2009 OEI Hires* 2010 2010 OEI Hires*
Female141 165 2 161 Data 48% 53% 1.21% 54% Not
Male 151 145 136 Available 52% 47% 46%
African American7 9 2 8
2% 3% 22.22% 3%
American Indian8 6 7
3% 2% 2%
Asian/ Pacific Islander20 18 18 7% 6% 6%
Hispanic29 26 26
10% 8% 9%
White222 244 228 76% 79% 77%
Two or More Races
No Response
6 7 10 2% 2% 3%
Total URM 44 41 2 41 15% 13% 4.88% 14%
Total 292 310 297
2008-2009 Faculty Recruitment and Retention
Action Ethnicity/Gender Department
Retention, non-tenure track
African American/female Africana Studies
Retention, non-tenure track
African American/female Africana Studies
Targeted Recruitment (Unsuccessful)
Native American/male American Studies
2009-2010
Action Ethnicity/Gender Department
New Hire African American/male Engineering
Retention, tenure/tenure track
Native American/female Sports Administration
Move to tenure-track Native American/male American Indian Studies
Move to tenure-track Native American/male American Indian Studies
2010-2011Action Ethnicity/Gender Department
Move to tenure-track White/female Electrical Engineering
Move to tenure-track Hispanic/female Sociology
New Hire Hispanic/male Psychology
New Hire Hispanic/male Business Administration
New Hire Hispanic/female Computer Science
New Hire African American/female Architecture
Retention, non-tenure-track
Hispanic/male Architecture & Planning
Diversity Post Doc Hispanic/female Anthropology
Diversity Post Doc African American/male Africana Studies & LLSS
Diversity Post Doc Native American/female NA Studies & Anthropology
NMHED Minority LS Hispanic/female TBD
2011-2012 Actions PendingActions Ethnicity/Gender Department
Move to tenure-track Hispanic/male Spanish & Portuguese
Faculty Recruitment and Retention
Faculty Ethnicity/Gender Department2008-2009 Retention, non-tenure track African American/female Africana StudiesRetention, non-tenure track African American/female Africana StudiesTargeted recruitment (Unsuccessful) Native American/male American Studies 2009-2010 New Hire African American/male EngineeringRetention, tenure/tenure-track Native American/female Sports AdministrationMove to tenure-track Native American/male American Indian StudiesMove to tenure-track Native American/male American Indian Studies 2010-2011 Move to tenure-track White/Female Electrical EngineeringMove to tenure-track Hispanic/female SociologyNew Hire Hispanic/Male PsychologyNew Hire Hispanic/male Business AdministrationNew Hire Hispanic/female Computer ScienceNew Hire Native American/female American StudiesNew Hire African American/Female ArchitectureRetention, tenure/tenure-track Hispanic/male ArchitectureDiversity Post Doc Hispanic/female AnthropologyDiversity Post Doc African American/male Africana Studies & LLSSDiversity Post Doc Native American/female Native American Studies & AnthropologyNMHED Minority Loan for Service Hispanic/female TBD
2011-2012 Move to tenure-track Hispanic/male Spanish & Portuguese
Summarizing Points
OEI has been working toward Inclusive Excellence by: – collaborating across university and into community– creating a cohesive, collaborative and measureable plan– developing baseline & monitoring measures (DRC & ES)– focusing on building a healthy campus climate– collaborating on student success strategies – working with faculty, collaborating on curriculum/co-curriculum
and implementing focused efforts on diversifying faculty