Kentucky Public Postsecondary Education Diversity Policy

Building an Inclusive Community

Presented by Dr. Mordean Taylor-ArcherVice Provost for Diversity and International Affairs1University of LouisvilleDiversity Plan 2011-2015

Performance Metric and Assessment Implementation2 The Council on Postsecondary Education (CPE) has stated that: Each institution will be assessed according to its implementation of specific strategies designed to achieve, within established constitutional parameters, diverse populations among students, faculty, and staff.

The following areas, at a minimum, are to be addressed in each campus based plan:

Performance Metric and Assessment Implementation3Enrollment of Undergraduate StudentsEnrollment of Graduate StudentsFirst to Second Year RetentionSecond to Third Year RetentionBaccalaureate Degrees AwardedEmployment of Executive/Administrative/Managerial StaffEmployment of FacultyEmployment of Other ProfessionalsIn order to be automatically eligible for new programs, four year institutions must meet six (6) of the eight (8) objectives.

Performance Metric and Assessment Implementation4In addition, institutions are required to submit a report on Campus Climate to include information regarding

a. Campus Environment Team

b. Comprehensive assessment of strategies and best practices implemented in support of the institutional diversity plan c. Data on employment, retention, and promotion

Student Body Diversity5Undergraduate Student EnrollmentGoal: to increase diversity in the enrollment of all undergraduate students, with emphasis on the target populations indicated below:African American students, including those indicating two or more races of which one race is African American. Special initiatives to focus on African American malesHispanic/Latino students

All other under-represented groups (including American Indian and Asian)

Student Body Diversity Undergraduate 6Target PopulationRepresentation in AGRFall 2010 BaseGap2015 TargetAfrican American22%11.9% / 1,88110.1%11.9 or > % or nHispanic/Latino3.6%3.0% / 4810.6%3.0 or > % or nTotal for Groups 25.6%14.9% / 2,36210.7%14.9 or > % or nObjective: an increase in the overall percentage or +1 in the aggregate headcount, to be assessed annually

Undergraduate Student EnrollmentThe Area of Geographic Responsibility (AGR) for UofL (Jefferson, Oldham and Trimble counties) represents the college age population (18-24).Student Body Diversity - Undergraduate7In addition to IPEDS populations required for automatic degree eligibility, we will continue our efforts to increase diversity for the following groups:

Low-income students

International Students

STEM+HIncrease number of female studentsIncrease number of students of color

Student Body Diversity - Undergraduate8Target PopulationRepresentation in AGRFall 2010 BaseGap2015 TargetAfrican American22%17.2% / 1474.8%17.2 or > % or nHispanic/Latino3.6%2.8% / 240.8%2.8 or > % or nTotal for Groups 25.6%20.0% / 1715.6%20.0 or >% or nUndergraduate student transfer from KCTCS Schools

Goal: to increase the number and diversity of students transferring credit from KCTCS schools to U of L during the academic year.

Note: includesfirst-time transfer students or native students' transferring credit from KCTCS institutions.Objective: an increase in the overall percentage or +1 in the aggregate headcount, to be assessed annually

Student Success UndergraduateClosing the Achievement Gap91st year to 2nd year Retention (based on GRS)GRS = 1st time, full time, baccalaureate degree-seeking freshmen

In 2010, the 1st year to 2nd year retention rate for White students was 77.6%. Our goal is to improve the retention rate of all students, with emphasis on closing the achievement gap for the target populations indicated in the tables below:

Student Success Undergraduate 10Target Population2010 BaselineAchievement Gap2015 TargetAfrican American232/297 or 78.1% 0%78.1 or > % or nHispanic/Latino36/52 or 69.2% 8.4%69.2 or > % or nWhite1,508/1,944 or 77.6%Objective: an increase in the overall percentage or +1 in the aggregate headcount, to be assessed annually

1st Year to 2nd Year RetentionStudent Success - Undergraduate11Target Population2010 BaselineAchievement Gap2015 TargetAfrican American207/304 or 68.1% 0%68.1 or > % or nHispanic/Latino35/46 or 76.1% 0%76.1 or > % or nWhite1,407/2,073 or 67.9%1st to 3rd year Retention (using GRS)

In 2010, the 1st to 3rd year retention rate for White students was 67.9%. Since no achievement gap exists between White students and students within our target populations, our goal is to improve the retention rate of all students, with emphasis on closing the achievement gap for the target populations indicated in the tables below:

Objective: an increase in the overall percentage or +1 in the aggregate headcount, to be assessed annuallyStudent Success - Undergraduate12Undergraduate Target Population2010 Baseline2011-2015 GoalAfrican AmericanNote: In 2010, African Americans made up 11.9% of the undergraduate enrollment and earned 11.4% of the degrees awarded11.4% / 29411.9% Hispanic/Latino Note: In 2010, Hispanics made up 3% of undergraduate enrollment and earned 2.2% of the degrees awarded2.2% / 573%Degrees Awarded

The total number of Undergraduate Degrees awarded was 2,568. The goal is to award degrees to undergraduate students of color proportionate to their representation in the student body.

Objective: an increase in the overall percentage or +1 in the aggregate headcount, to be assessed annuallyStudent Body Diversity - Graduate13Graduate Student Enrollment

The goal of our Comprehensive Diversity Plan is to increase diversity in the enrollment of all graduate and professional students, with emphasis on the following under-represented groups:African American students, including those indicating 2 or more races of which one race is African American. Hispanic/Latino studentsAll other under-represented groups (including American Indian and Asian)

The AGR represents the population in Kentucky with bachelor degrees.Student Body Diversity - Graduate14Target PopulationRepresentation in AGRFall 2010 BaseGap2015 TargetAfrican American 11.6%7.7% / 4463.9%7.7 or > % or nHispanic/Latino 9.4%1.9 / 1087.5%1.9 or > % or nTotal for Groups 21.0%9.6% / 55411.4%9.6 or > % or nGraduate Student Enrollment*Graduate degrees include Masters, Specialist, and Doctoral Professional/Research

Objective: an increase in the overall percentage or +1 in the aggregate headcount, to be assessed annually

Student Success - Graduate15Graduate Target Population*2010 Baseline2011-2015 Goal African AmericanNote: In 2010, African Americans made up 7.7% of the graduate and professional enrollment and earned 7.6% of the degrees awarded7.6% / 1397.7%Hispanic/Latino Note: In 2010, Hispanics made up 1.9% of graduate and professional enrollment and earned 1.8% of the degrees awarded1.8% / 321.9%The total number of Graduate Degrees awarded was 1,820. The goal is to award degrees to graduate students of color proportionate to their representation in the student body.

*Graduate degrees include Masters, Specialist, and Doctoral Professional/Research

Objective: an increase in the overall percentage or +1 in the aggregate headcount, to be assessed annuallyUofL Diversity Plan16Workforce Diversity

For Workforce Diversity, it is important to note that in addition to African American and Hispanic/Latino, we have included Asian and American Indian/Alaskan Native to our target population.

At UofL, these under-represented groups are, in some categories, represented below market availability, and our goal is to increase the number of employees in racial or ethnic categories to reflect labor market availability.

Workforce Diversity17Target Population 2010 BaseUnder-representation 2015 TargetAfrican American/Black9.2% / 102.7%9.2 or > % or nHispanic/Latino0.0% / 01.65%0.0 or > % or nAsian0.9% / 12.7%0.9 or > % or nAmerican Indian/Alaskan Native0.0% / 01.8%0.0 or > % or nExecutive/Administrative/ManagerialThe total number among Executive/Managerial classes is 109, of which 87.2% are White. Racial and ethnic minorities comprise 13%. The labor market availability is 20%, and so minorities are represented materially below labor market availability in all areas of this category except executive officers.

Goal: To recruit racial or ethnic minorities for educational and administrative officers at a rate equivalent to 20% of job placements, reflecting labor market availability.

Objective: an increase in the overall percentage or +1 in the aggregate headcount, to be assessed Workforce Diversity18Target Population 2010 BaseUnder-representation2015 TargetAfrican American/Black5.7% / 1260.5%5.7 or > % or nHispanic/Latino2.3.% /502.2%2.3 or > % or nAsian10.3% / 2260.4%10.3 or > % or nAmerican Indian/Alaskan Native0.1% / 20.2%0.1 or > % or nFaculty (All Ranks, Including Lecturer)

Among total faculty (2,188), racial and ethnic minorities comprise 23% of the UofL workforce, in relation to a labor market availability of 22%, meeting or exceeding market availability in the aggregate. There remains, however, moderate under-representation of minorities in selected disciplines. The Universitys goal is to recruit minority faculty in disciplines in which minorities are currently under-represented. Objective: an increase in the overall percentage or +1 in the aggregate headcount, to be assessed Workforce Diversity19Target Population 2010 BaseUnder- representation2015 TargetAfrican American9.4% / 2291.8%9.4 or > % or nHispanic/Latino1.1% / 26 0.6%1.1 or > % or nAsian4.8% / 1183.1%4.8 or > % or nAmerican Indian/Alaskan Native0.1 / 20.04%0.1 or > % or nProfessional Non-Faculty (Staff)

Among Professional Non-Faculty employees (defined as Other Professionals IPEDS category), minorities comprise 22.5% of the UofL workforce, in relation to a labor market availability of 11%, and so are represented in the aggregate at or above labor market availability. The Universitys goal is to continue to recruit minority professional employees at a rate of 11% of job placements or better. Objective: an increase in the overall percentage or +1 in the aggregate headcount, to be assessed annuallyUofL Diversity Plan 20Campus Climate

Goal: Promote and enhance diversity and inclusion, and monitor policy implementation and procedures with the intent of reducing the number of bias incidents on campus. Success will be measured by conducting campus climate surveys of students and employees periodically as well as monitoring reports that indicate a reduction of bias incidents.

UofL Diversity Plan 21In addition to the areas required by the Council onPostsecondary Education, we have adopted internal goals required in the universitys 2020 Strategic Plan.

The 2020 Strategic Plan goals include:Promotion of Internationalization/Globalization (Study Abroad)Promotion/Advancement of Environmental SustainabilityPromotion/Advancement of Community Engagement

Ways you can Help22Improve Campus Climate by:

Promoting collegiality and respectReporting bias incidents that are witnessedCoaching and mentoring toward promotionTaking advantage of professional development opportunities (small grants program)Participating in and promoting diversity, inclusion and sensitivity trainingSubmitting ideas for diversity programming in your unit