Office of the Provost

Diversity & Equity Strategic Update

This Diversity and Equity (D&E) strategic update is a summary to complement the 2015 D&E Annual Report. The goal of this document is to highlight the 2015-2016 priorities, 2016 provost action items, priorities for the current academic year, and what success looks like for D&E over two years. 

2016-2017 Priorities

  1. Complete the university-wide Climate Study
  2. Implement a Diversity & Equity Framework for KU
  3. Align provost action steps and DEI recommendations with Diversity & Equity Framework
  4. Create proactive response protocols and procedures to address campus equity issues
  5. Start D&E funding campaign to support diversity & equity priorities
  6. Apply for the national Higher Education Excellence in Diversity (HEED) Award

Implementing A Diversity Framework

At the 2016 Diversity Symposium, Deans and Vice Provosts agreed upon six Diversity Framework Goals based on the research of Sylvia Hurtado and Damon Wiliams. The Diversity framework provides overarching goals for the university and provides units with the flexibility to develop their own plans and strategies that are germane to their faculty, staff, students, and communities. There are 21 units involved in this process. The first set of units include The College, Graduate Studies, the Edwards Campus, and nine schools (Schools of Architecture, Design and Planning; Business; Education; Engineering; Journalism; Law; Music; Pharmacy; and Social Welfare).  The second set of units include nine academic and non academic units (Academic Affairs, Administration and Finance, Athletics, Enrollment Management, Faculty Development, Libraries, Office of Research, Student Affairs, and Undergraduate Studies). The framework includes six goals.

Goal 1: Communication: We aim to clearly define and publicize the University's commitment to diversity, equity, and inclusion.

Goal 2: Composition: We aim to increase the number of underrepresented and marginalized populations necessary to ensure the educational benefits of diversity in faculty, staff, students and executive, administrative and managerial positions.

Goal 3:  Education and Training: We aim to make high quality diversity education and training available to all members of the university community.

Goal 4: Curriculum and Research: We aim to increase academic programs and research that support the University's commitment to diversity and inclusion.

Goal 5:  Climate: We aim to create and sustain a climate in which respectful discussions of diversity, equity, and inclusion are encouraged and in which leadership takes an active role in creating opportunities for interaction and cross group learning.

Goal 6: Community: We aim to extend outreach and community engagement that strengthens partnerships with diverse communities and organizations.

Diversity Framework Implementation Process

Step

Task

Timeline

Progress

1

The collection of baseline information from campus units

Summer  2016

Done

2

Communicating current unit action steps to VP's and Deans

Fall 2016

Done

3

Collecting and analyzing framework and climate survey data

Fall 2016

Progressing

4

Sharing and Understanding Framework data

Fall 2016

Progressing

5

Framework data collected and metrics to guide and support units

Fall 2016-2017

Progressing

6

Sharing and Understanding Climate study data

Spring 2017

Progressing

7

Units setting targets based on data

Fall 2017-2018

Idle

8

Units continuing to modify and/or create action steps to meet targets

Fall 2017-2018

Idle

9

Creating metrics to support and report progress

Fall 2017-2018

Idle

Step 1: Collecting Baseline Data

Over the summer, we started step 1 of the diversity framework in which all units completed a diversity framework survey. All 21 units completed the survey. To highlight unit diversity efforts we asked units to report successful diversity action steps under each framework goal. For Communication 18 out of 21 units reported action steps, in Composition 19 out of 21 units reported action steps, within Education and Training 19 out of 21 units reported action steps, in Curriculum and Research 15 out of 21 units reported action steps, in Climate 17 out of 21 units reported action steps, and under Community Engagement 18 out of 21 units reported action steps.

What will success look like for D&E and the University of Kansas?

  • 100% of Academic and Non Academic Units will have diversity strategies and action steps by fall 2017
  • With the support of D&E departments, units will address targets to improve diversity framework goals
  • Reduction in campus equity issues
  • HEED Award recipient in 2017
  • Complete the development of KU’s first Diversity Plan by spring 2018
  • Increased funding to institutionalize diversity priorities
  • Other universities look to KU for best diversity practices
  • Improved campus climate based on 2016 campus climate data 

2015-2016 Priorities from the 2015 Diversity & Equity Report

  1. Developing more interventions to support underrepresented students as they adjust to find success at KU; OPTIONS, or Opening Paths to Individualized Opportunity and Success supported 186 students in a five-day residential program prior to classes starting; expanded Hawk Link into a one-year program to support first-year retention, and continue to expand the Multicultural Scholars Program (MSP) within The College at KU.
  2. Creating a new Website that showcases the units and campus’ diversity and equity services, accomplishments, and latest news.
  3. Starting a campus-wide micro aggression and cultural competency education program for students, faculty, and staff. This includes adding a social justice training component for first year students in the Jayhawk Jumpstart program through the office of First-Year Experience, providing inclusive teaching training to all new faculty and graduate teaching assistants through the Center for Teaching Excellence, and the creation of the Enhancing Cultural Competency Conference for staff, faculty and graduate students.
  4. Collaboration with Faculty Development to address underrepresented faculty recruitment, hiring and retention. Support the implementation of the National Center for Faculty Development & Diversity (NCFDD), a mentoring tool for faculty and graduate students; the Registry, a national database to recruit underrepresented faculty; and provide unconscious bias training to enhance the Hiring for Excellence search process.  
  5. Strategically integrating Diversity and Equity Services into other academic units on campus to increase the breadth and depth of our reach. Create and launch the following programs and initiatives: the university-wide Climate Study, the annual Faculty-Staff Council Welcome, the Diverse Graduate Student Welcome, and the Diversity Leadership Awards.
  6. Increasing KU’s Community Engagement among underrepresented groups to promote education and economic growth. Partner with the local affinity groups within the Kansas City Chamber of Commerce to establish a supplier diversity program.

2016 D&E Staff Retreat Priorities
DEI Report
Spring 2016 Provost Diversity Action Items
Click here to view the 2015 Diversity & Equity Report