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					Striking Balance: Our Commitment to Inclusive Excellence                             MAPPING GRID                                                           Diversity Action Plan, 2008-2011



                                                                         Department Compilation
                                             Climate Study Results Areas of                 Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                       Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in the institution’s diversity and inclusion efforts is significant.
  AA Academic Counseling          Director of Academic Support Center (ASC) has completed coursework for MA in ESL & proposed new paired courses for ESL students.
  AA Angie BH                     0
  AA CILCE                        0
  AA International Education      0
  AA Joe Kreitzer                 0
  AA Registrar                    Paul Simmons participated in “Leading in a Catholic University”.
  AA Service Learning             0
  AA UGAA                         The director of undergraduate academic affairs appointed new co-chairs of the Human Diversity Review Committee & encouraged the committee to
                                  exercise leadership in developing new diversity courses in the undergraduate curriculum.
  Alumni Affairs                  0
  CAPS                            0
  CAS                             The College of Arts and Sciences has a Mission Vision Priorities Statement that was approved in the spring of 2007. This includes a priority on
                                  “Community Diversity”. It reads: “The College of Arts and Sciences will work to attract and retain a highly talented and diverse, faculty, staff, and
                                  student body through recruitment, advising and mentorship, and curricular & co-curricular innovation.” Examples of actions taken in support of this
                                  priority are noted in the sections below.
  Executive VP Admin              0
  Law
  Social Work                        0
  Student Affairs                    The mission of Campus & Residence Life is to create inclusive environments for all students.
  VP Finance (Purchasing)            >Purchasing has a project this year to develop measurements for supplier diversity
                                     >Purchasing may create a 2010 goal based on our measurements of supplier diversity
                                     >All FT employees in Purchasing are women
                                     >Purchasing employs one woman & one African-American male student worker
                                     >Employees have attended a number of diversity-related events including diversity brown bag, periodic brown bags at Luann Dummer Center,
                                     Multicultural Forum on Workplace Diversity, Women’s Leadership Conference sponsored by the Holloran Center
                                     >Purchasing Director is the advisor for Students Against MS Club that supports individuals with disabilities
                                     >We treat all people with respect and strive to provide great service to all of our clients




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                           Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
   Leadership Facilities)
1.VP Finance (PhysCommitment & Involvement
                             >Hold all unit supervisors responsible for establishing a minimum of one goal for their unit that is supportive of the university’s strategic directives on
                                     diversity.
                                     >Work with the Catholic Studies program to hold several unit seminars on diversity & social justice, as a continuation of last year’s seminars on
                                     Catholic Identity.
                                     >Require supervisors to list the diversity efforts & activities as part of the IODP process.
                                     >Require supervisors in the recruitment & hiring process to define & defend their “hiring for diversity” strategy.
                                     >Support the work of St. Joseph’s Children’s Home, & Mary Jo Copeland’s’ Sharing & Caring Hands through our annual Christmas giving program.
                                     >Work with the Office of Mission to prepare & hold several unit discussions on the history, tradition, & values of the University.
                                     >Make a concerted effort to recruit & hire minority students for summer employment.
                                     >Investigate establishing an apprenticeship program in conjunction with St. Paul Technical College for minority students in the University paint &
                                     carpentry departments.
  VP Finance (Mpls Campus Serv.)     >Staff participation in the University’s diversity training is part of our department’s annual goals.
                                     >Sending campus wide e-mails to the Minneapolis Campus (in addition to the Bulletin) so they are aware of the mission-focused activities on campus
                                     >“Reminding” the St. Paul campus to include the Minneapolis Campus when planning those events
                                     >This department is part of an effort to look at programs, mission-focused activities for our graduate students
                                     >Follows the University’s search & selection process
                                     >Staff are mentors to the Ugandan students who are student workers on the Minneapolis Campus
                                     >Staff also mentors the new Tibetan custodian in order to make his job & the transition to daytime easier
                                     >This department holds an ongoing event for new employees to assist their transition to “how things get done" & "who’s who” on the Mpls. Campus
                                     >Would like to become part of the idea of enhancing the Talent Management System to include diversity recruitment tools.
                                     >Would be most interested in participating in developing a faculty/staff retention plan/strategy
                                     >Would like to participate in developing a program for “staff” on how to approach controversial/uncomfortable diversity related topics
                                     >Have this department develop a goal to address ways to improve our response to creating a more inclusive environment on the Mpls Campus



  VP Finance (Controller)            >Worked with HR through their Talent Management System, & met with Alisa Begin to discuss our search process for our last open position. We
                                     extended our search to more publications to increase the number of candidates from under-represented groups, & the candidates from under-
                                     represented groups were identified.
                                     >As indicated under #1, the hiring process is our main opportunity.
                                     >Having unit-by-unit discussions with Office of Mission & Diversity about our values-orientation to our mission would be a good vehicle to help us
                                     understand what can be done




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                           Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1.Auxillary (Public Safety) >Attend “Controversial Issues Forum” & continue to attend in the future.
   Leadership Commitment & Involvement
                                     >UART invites campus leaders to discuss issues of diversity on campus.
                                     >Work closely with multicultural department in the past, present and future.
                                     >Integrate department’s mission statement to support the University’s mission & values into our hiring process.
                                     >Perform unit training on diversity by the Department of Justice open to the campus community.
                                     >Special Events Manager reviews activities & speakers & reminds the staff on open training/presentations regarding diversity. The management staff
                                     authorizes overtime for those that want to attend.
                                     >Establish employee reward programs through the “Challenge Coin Program,” officer recognition pins, & banquet put on by the employees for the
                                     employees.
                                     >Attend President’s breakfast to update the group on controversial issues & status.
                                     >Hiring strategies in a formalized model for diverse applicants. Follow established Human Resource practices for hiring.
                                     >Participation in a diversity training program called IDI presented & taught by UST adjunct professor Paul Schnell.
  Auxillary (Food Services)          >We have set up diversity training for supervisors & managers this year using HR & Leadership Academy.
                                     >Asking our management team to listen & be proactive in situations that are not part of the mission. That includes both students & employees.
                                     >Our recruitment & retention is high within the company.
                                     >We continually teach our staff different skills so they can be ready if a position opens & they meet our qualifications.
                                     >If we continue to expand the message about diversity, our department will respect human dignity & equality.
                                     >Service Center: 20% of the Service Center staff are from “diverse” backgrounds, e.g., African American, Hispanic, Hmong, mentally disabled. I also
                                     employ an 84 year old so a senior citizen is on staff too.
                                     >4 of 5 managers at the Service Center are female
                                     >The average # of years of service for staff is 12 years.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                                            Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                     Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                           Suggested Next Step Actions
1.Auxillary (Bookstore)  >We have a very diverse working force in the bookstores.
   Leadership Commitment & Involvement
                                     >We are a launching point for many of our international students to assimilate into the greater UST community, making new friends & obtaining a
                                     better understanding of working in a new country. Because of different backgrounds and languages, we have learned that we must communicate well
                                     and be very clear in our instructions.
                                     >We all feel like we have learned much from our international students & realize that there is a broader perspective of the world that we live in.




  VP Finance (Business Office)       >3-4 staff members have participated in diversity-related activities facilitated by Dr. Potter &/or the Office of Mission
                                     >Employee participation in diversity-related activities is encouraged by management
                                     >"Hire for diversity" where possible/appropriate based on the university's search & selection process
                                     >Continue to hire the greater majority of our student workers from both the international student population & the minority population on campus
                                     >Participate in the "REAL Program" each year by hiring an incoming freshman minority student
                                     >Sponsor an underprivileged/minority family through the help of the Simpson House in Minneapolis
                                     >Place greater emphasis on mission-focused activities by communicating opportunities more broadly & regularly to the Business Office staff
                                     >Engaging the Office of Mission to lead a unit discussion with staff about the values-orientation of the University's mission
                                     >Move to "require" rather than encourage employees to participate in minimum of one diversity-related activity per year; incorporate this
                                     participation as a part of the annual performance evaluation process



  Gainey Conference Center           >Collaborate with Office of Mission/Campus Ministry to offer a weekend retreat “Virtues & Vocations." The retreat centers on cardinal virtues of
                                     prudence, justice, temperance & fortitude.
                                     >Specific goals related to improving morale. Spend a full day with coach from The Bailey Group developing better understanding of our individual
                                     styles, management roles & team responsibility. Age & gender differences were actively discussed.
                                     >A major sponsor with the Diocese of Winona, to offer “The Call to be Catholic” lecture series, the series calls upon area alumni, friends & staff to learn
                                     & study catholic social thought, teaching & values. Professors from UST & the School of Divinity participate regularly in the program.
                                     >Host book discussions each year of the Freshman Text. This year, Beloved provides an account of slavery and the rich diverse culture of a family.
                                     >A number of employees have been sponsored to attend “Leadership Owatonna” includes a full day discussion on diversity and the changing face of
                                     Owatonna.
                                     >Our chefs respond to client preference for meal preparation (e.g. Lao community leadership program specific menu needs).




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                            Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                     Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                           Suggested Next Step Actions
                         1.11 Staff and faculty
1. Leadership Commitment & Involvement perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                                     UST leaders do not "walk the talk."
  AA Academic Counseling             Academic Counselor joined team of UST faculty/staff volunteers for Open Arms organization; was responsible for once-a-month meal delivery.

  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    Academic Affairs has explicit language and procedures in its faculty hiring process regarding the urgency for & commitment to hiring a diverse faculty.

  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               >Ad hoc CAPS diversity committee to share efforts across departments (update to include GSSP & OLD as part of next phase)
                                     >Continued focus on diverse hiring (Create a CAPS plan based upon university plan for next phase)
                                     >Standard 4 Diversity NCATE
                                     >Domain D: Cultural & Individual Differences and Diversity APA
  CAS                                0
  Executive VP Admin                 0
  Law                                The dean has made it clear that diversity and inclusiveness are priorities. He supported our Admissions Offices’ request for a higher tuition discount
                                     rate & a larger incoming class in Fall 2009 so that we can offer more generous scholarships to admitted applicants who self-identify as people of color.
                                     We will be better able to compete for these students with other schools. Dean Mengler funded & supported a faculty development program this fall
                                     on cultural competency in the classroom
  Social Work                        Hosting National Conference on Social Work for Social Justice.
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                          Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1.Auxillary (Bookstore)  0
   Leadership Commitment & Involvement
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                     1.12 There is an opportunity for leaders across UST → Create mechanisms to hold managers
                                     to increase their engagement in UST’s diversity      accountable for their employees’ or team’s
                                     efforts to ensure that 1) leaders are visible and    involvement in diversity-related activities.
                                     active, and 2) there is distributed ownership and
                                     accountability.
  AA Academic Counseling             Director of Enhancement Program – Disabilities Services (EP-DS) is attending more diversity related events on campus. (i.e. The Stigma of Mental
                                     Illness; the Diversity Education Series).
  AA Angie BH                        Assumed responsibility for the Committee on Internationalizing the Campus through Art & Activity which has supported or sponsored numerous
                                     activities showcasing global cultures, purchased art, sponsored exhibitions & speakers, & displayed art/artifacts throughout the university

  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    Institutional Research & Analysis reports are current with respect to required reporting standards. All appropriate reports include such breakdowns
                                     unless doing so would potentially identify individuals.
  AA Registrar                       0
  AA Service Learning                >Service Learning Faculty Director & Program Manager have participated in Conversations on Campus Climate & attended presentation on results from
                                     Climate Study.
                                     >Orientations held for students working with HIV/AIDS, Lincoln International High School, Cristo Rey. Pre- & post-surveys of students reinforces focus
                                     on diversity, inequality, & individual & collective actions for social justice.

  AA UGAA                            0
  Alumni Affairs                     The Alumni Association has two of its directors on the diversity committee
  CAPS                               CAPS Faculty Annual Report requires discussion of community engagement. Adding diversity to this discussion makes sense.
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        >Hosting of Junior Faculty Development Program >Scholar from eastern Europe for semester.
                                     >Initiation of collaboration with Howard University in their PFF (Preparing Future Faculty) Program.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                             MAPPING GRID                                                       Diversity Action Plan, 2008-2011



                                                                         Department Compilation
                                             Climate Study Results Areas of                 Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                       Suggested Next Step Actions
1.Student Affairs Commitment & Involvement
   Leadership                >Student Affairs Leadership Council participate in the Leadership Academy Diversity Sessions, diversity programming on campus, and brown
                                     bag/follow up sessions that are offered.
                                     >Dean of Students Staff actively participate in:
                                     -CommUnity Week planning & activities.
                                     -Mirrors of Privilege workshops by Dr. Shakti Butler
                                     -Student/Staff Leadership Trainings in Diversity with Dr. Karen McKinney
                                     -Allies Training Programs
                                     -MCARI training: Understanding & Dismantling Racism
                                     -International student focus
                                     **Encourage participation in Mentoring up Program launched by Undergraduate Student Government in response to climate study findings.

  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                                      → Unit reports on diversity rather than individual
                                                                                      reports – makes it a unit responsibility, fosters
                                                                                      training by unit.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                          Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of          Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                Suggested Next Step Actions
1.CAPS                   0
   Leadership Commitment & Involvement
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               → Modify the Faculty Annual Report to require
                                                                               departments to list their diversity activities for
                                                                               evaluation.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                          Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1.Law                    0
   Leadership Commitment & Involvement
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                     1.13 Leadership’s commitment to diversity and         →Direct report/Supervisor relationship; be sure
                                     inclusion must move beyond a focus on "the            that supervisors are supportive of time for work on
                                     numbers" and "lip service" to a focus on strategic diversity (Sue Huber and Mark Dienhart stand
                                     and institutional culture change.                     ready to support).
  AA Academic Counseling             0
  AA Angie BH                        >Advocated for support to create the Center for Intercultural Learning & Community Engagement July 2008
                                     >Successful in garnering support for an Office of Service Learning, hired a program manager (June 2007) which now lists approx.60 service learning
                                     courses a year involving nearly 1200 students.

  AA CILCE                           The development of CILCE with its Matrix of related campus departments/programs & its focus on intercultural learning, engagement with diverse
                                     community members, & college outreach & access.
  AA International Education         0
  AA Joe Kreitzer                    As part of our procedure for hiring faculty, any potential on-campus pool which does not include a representation from underrepresented groups must
                                     address the reason(s) for the deficiency, & in some cases additional candidates are brought to campus for interviews.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                                            Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                     Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                           Suggested Next Step Actions
1.AA Registrar Commitment & Involvement
   Leadership             >The University Registrar (UR) supports & promotes the recruitment & hiring of underrepresented & a diverse staff. UR has had the opportunity to
                                     hire individuals who contribute to increasing the numbers of underrepresented & this has contributed to additional diversity within the office.
                                     >The UR requires staff members to participate in
                                     campus training/education/civic activity as part of the annual staff development process.
                                     >The UR promotes two annual training events for the Office Staff (i.e.: Inclusiveness in a Catholic University; Mission & Diversity, presented by Dr.
                                     Lawrence Potter; ESL-Non-native English speaking workshop; Stress & Wellness workshop; the Best Self Workshop; participation in Leading in a
                                     Catholic University; Emotional Intelligence Workshop, MBTI)



  AA Service Learning                Goal to address cultural understanding within service learning .
                                     Service `Learning Award for Faculty given annually with a $1,000 stipend.
  AA UGAA                            0
  Alumni Affairs                     ACR managers proactively recruit students with diverse backgrounds for our student worker positions
  CAPS                               Commitment to a CAPS Diversity Committee
                                     Leadership support for diversity standard in all CAPS curriculum review
  CAS                                >See the reference above to the CAS Mission statement.
                                     >CAS Annual Evaluation Guidelines for faculty allow for recognition and reward of mission-centered activities including teaching efforts related to
                                     diversity and inclusion.
                                     >Climate issues that are identified are addressed both at the time of an incident and in the annual evaluation process


  Executive VP Admin                 Staff have been asked to report to the EVPs if time is not being granted by supervisors for work on diversity.
  Law                                The dean supported a request from his Assistant Dean for Student & Multicultural affairs to invite all Law School staff to participate in SafeZone Project
                                     training. 13 staff completed the training & committed to serve as team members
  Social Work                        0
  Student Affairs                    >All Student Affairs staff are encouraged and supported to participate in diversity trainings/sessions at UST & beyond. Student Affairs has many
                                     professional organizations that hold conferences aimed at diversity and social justice. We encourage our staff to attend these conferences & present
                                     sessions at them.
                                     >Career Development has designated a staff member as the liaison with Multicultural Student Services to offer more inclusive services.
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                       Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1.VP Finance (Controller) 0
   Leadership Commitment & Involvement
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Goal setting – every department should address
                                                                               climate with at least one goal.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                            Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1.VP Finance (Business Office) 0
   Leadership Commitment & Involvement
  Gainey Conference Center           0
                                                                               →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.

  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                                             Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                      Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                            Suggested Next Step Actions
       1.2 Specific dimensions & Involvement
1. Leadership Commitmentof diversity and the presence of external                          →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables that impact      Controversial Speakers to develop a policy or
          leadership’s commitment to diversity and inclusion.                              guidelines on the selection of external speakers.

  AA Academic Counseling             Director of Academic Counseling (AC) serves as chair of the Student Life Committee, which reviews & approves/denies requests from student
                                     organizations to bring diverse speakers to campus.
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         Three international alumni events: 2003 (Germany),2005 (Germany), 2009 (UST)
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     Membership on diversity committee
  CAPS                               Teacher Education’s latest appointments to their advisory board included an undergraduate student of color & an elementary school principal of color

  CAS                                0
  Executive VP Admin                 0
  Law                                The dean & our faculty have consistently advocated for the inclusion of speakers who are advocates for diversity & inclusion, even when they are
                                     “controversial.” Law School Board of Governors includes lawyers of color
  Social Work                        Active recruitment of Board of Advisors members, fieldwork instructors, & full & adjunct faculty from diverse backgrounds.
  Student Affairs                    >Student Affairs leadership is actively involved in Controversial Speakers Task Force.
                                     >Campus Life advises University Lectures Committee – student, faculty & staff committee that sponsors variety of speakers on campus.
                                     >International Student Services staff are active in International Education professional organizations that lobby to political leaders in D.C. to improve
                                     immigration regulations and intercultural focus through study abroad.
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                           Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1.Auxillary (Bookstore)  0
   Leadership Commitment & Involvement
  VP Finance (Business Office)    0
  Gainey Conference Center        0
         1.3 An opportunity exists to strengthen the communication channels             →Reinstate the "Controversial Issues Forum" and
         between the student body, employees and UST leadership. Students, faculty follow up on those discussions as a way to
         and staff have a strong desire to be informed in real-time and to be a part of communicate that UST leadership is open to
         the decision-making process.                                                   dialogue and diverse viewpoints.
  AA Academic Counseling          Academic Counselor serves as primary contact for international students (IS). Support for ISS includes:
                                  prompt & accurate communication to new IS pre-arrival regarding course selection, getting courses approved by faculty, etc.; accurate & efficient
                                  registration of new IS; reviewing academic expectations with new IS each semester; consistent communication with ISS, INTL Admissions, International
                                  Programs, Suzanne Donsky (ESL tutor & English instructor), David Moore (ASC), & Bonnie Olson (ELS) regarding academic issues & policies affecting IS;
                                  prompt contact/intervention with international students who are having difficulty (after receiving midterm & final grades)



  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    EVP CAcO met with student leaders during AY 08 (along with Joe Kreitzer & Sue Chaplin) to hear about & to discuss student concerns about climate
                                     issues in academic settings.
  AA Registrar                       Linda Dorn is a member of the Exempt Staff Council.

                                     The Office of the University Registrar plans and promotes regular meetings and cooperative training with other campus offices (Business Office,
                                     Student affairs staff, Academic Advising, Office of Campus Mission, etc.) to promote community.

                                     Richelle Wesley and Terry Lynn Eggert have participated in the Mentoring Program.

                                     The Office of the University Registrar participates in regular meetings (Registrar’s Committee) with representative from the Student Council to gain
                                     input and to present changes that have occurred in the office processes.
  AA Service Learning                Service Learning Program Manager is participating in the MIA Mentorship Program
  AA UGAA                            0
  Alumni Affairs                     Diverse students are recruited for membership on Student Alumni Council
  CAPS                               Ad Hoc CAPS Diversity Committee continues


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                          Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1.CAS                    0
   Leadership Commitment & Involvement
  Executive VP Admin                 “Campus Conversations” on important topics are being conducted by senior administrators.
  Law                                The dean & his associate/assistant deans meet twice per semester with student government for Deans’ luncheons. The deans met with a selected
                                     group of student leaders in April to hear their concerns about diversity & inclusiveness issues & how they relate to our mission. The dean responded
                                     with a letter to the student leaders this spring.
  Social Work                        0
  Student Affairs                    > VP for Student Affairs holds inclusive monthly meetings with student leaders across campus with focus on University activities, diversity and campus
                                     culture.
                                     >Campus Life advises and supports the Undergraduate Student Government opportunities to bridge communication between students and
                                     administration: State of the University Forum, budget forums, monthly Administrators Breakfasts and guest speakers at USG weekly meetings.
                                     >International Student Services distributes weekly electronic newsletter that is sent to international students and office constituents to keep them
                                     informed and included.
                                     >Student Affair Leadership Council holds retreats and professional development gatherings within division throughout the year focused on university
                                     issues and professional development.

  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                                         →Assure international students receive feedback
                                                                                         on proposal for increasing international student
                                                                                         scholarships.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1.AA Registrar Commitment & Involvement
   Leadership             0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                                         Diversity Action Plan, 2008-2011



                                                                          Department Compilation
                                             Climate Study Results Areas of                   Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                         Suggested Next Step Actions
1.CAPS                   0
   Leadership Commitment & Involvement
  CAS                               0
  Executive VP Admin                0
  Law                               0
  Social Work                       0
  Student Affairs                   0
  VP Finance (Purchasing)           0
  VP Finance (Phys Facilities)      0
  VP Finance (Mpls Campus Serv.)    0
  VP Finance (Controller)           0
  Auxillary (Public Safety)         0
  Auxillary (Food Services)         0
  Auxillary (Bookstore)             0
  VP Finance (Business Office)      0
  Gainey Conference Center          0
           1.4 UST population needs to better understand the connection of diversity    →Engage the Office of Mission, Office of
           and inclusion to UST mission.                                                Institutional Diversity, etc., to lead unit discussions
                                                                                        about the values-orientation of UST’s mission to
                                                                                        help educate faculty, staff, and students.

  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           The Tutor/Mentor & Reading Buddies programs engage students in the mission of UST through reciprocal learning with community partners who
                                     represent underserved populations in the Twin Cities metro area.
  AA International Education         International Admissions materials/website include statements on the mission/values as important to the unique UST experience
  AA Joe Kreitzer                    >All faculty orientation programs include opportunities for Lawrence Potter & Denise Diffenbach to meet the new faculty, explain programs, & address
                                     questions & concerns.
                                     >The importance of diversity is also addressed in seminars & presentations on mission.
                                     >See also “2b”, above.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                          Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1.AA Registrar Commitment & Involvement
   Leadership             0
  AA Service Learning                >Service Learning survey has questions about mission & (indirectly) about diversity & cultural comfort/competence.
                                     >Program Manager & Faculty Director for HIV/AIDs Initiatives will attend the Social Justice seminar through the Leadership Academy.

  AA UGAA                            0
  Alumni Affairs                     ACR staff members attend annual diversity forum
  CAPS                               >SoE has tied outcomes & standards directly to the SoE mission (exactly the same as the UST mission except for two words).
                                     >The mission is on all syllabi.
                                     >All NCATE programs assess through course work.
                                     >Students in NCATE programs also self assess themselves against the mission.
                                     >All external standards are aligned to the mission & then assessed through course work.
                                     >APA Domain
  CAS                                0
  Executive VP Admin                 0
  Law                                The new UST Law admissions diversity brochure will include a letter to prospective students of color from the Assistant Dean for Student &
                                     Multicultural affairs that connects diversity & inclusiveness to 1) our mission to be a Catholic law school & 2) the founding of UST by Archbishop
                                     Ireland, a strong, public opponent of racism
  Social Work                        0
  Student Affairs                    >Campus & Residence Life has current representation on Welcome Week Committee and Heritage Week committee.
                                     >During the new international student orientation session, International Student Services discusses the St. Thomas mission & convictions to reinforce
                                     the campus identity & validate how international students are an integral part of St. Thomas.
                                     >Multicultural Student Services connects UST mission with events such as community dialogue on race and poverty (co-sponsored with Campus
                                     Ministry & Catholic Charities) and J-Term Book Club program.
                                     >New Student Orientation has specific focus on diversity & mission.
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                        Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1.Gainey Conference Center 0
   Leadership Commitment & Involvement
                                                                               →Place greater emphasis on and communicate
                                                                               more broadly and regularly the mission-focused
                                                                               activities taking place at UST.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Manager tips on reviewing the diversity item on
                                                                               annual reports with wide-ranging examples.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                          Diversity Action Plan, 2008-2011



                                                                         Department Compilation
                                             Climate Study Results Areas of                   Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                         Suggested Next Step Actions
1.AA Academic Counseling 0
   Leadership Commitment & Involvement
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
           1.5 There is a fundamental understanding of diversity and its many            →Publish UST’s definition of diversity broadly and
           dimensions; however, there is not a consistent definition or framework for    the concept of inclusive excellence.
           the concept of inclusion.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                                         Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                   Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                         Suggested Next Step Actions
   Leadership Education
1.AA International Commitment & Involvement
                              0
  AA Joe Kreitzer                    See “4”, above.
  AA Registrar                       0
  AA Service Learning                >Service Learning was co-sponsor for MSS Community Dialogues this fall, contributed $800 to the two events, & promoted them with faculty who have
                                     been active in service learning.
                                     >Service Learning Program Manager & Faculty Directors have participated in several community dialogues & events/speakers addressing diversity
                                     issues.

  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               CAPS has adopted a meaning that has to do with equity & fairness. This is assessed, aggregated, & monitored in terms of student & faculty
                                     understanding.
  CAS                                0
  Executive VP Admin                 0
  Law                                School of Law faculty & staff talk regularly about “building community” among faculty, students, & staff as one of our core values.
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                                           →Sponsor community discussions/conversations
                                                                                           about UST’s definition of diversity to help all
                                                                                           employees and students understand what it really
                                                                                           means.
  AA Academic Counseling             0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                          MAPPING GRID                                       Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of             Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                   Suggested Next Step Actions
1.AA Angie BH Commitment & Involvement
   Leadership            0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0

2. Curriculum, Education and Training
          2.1 Design and implement customized education and development solutions →Develop a comprehensive first-year experience
          that help to achieve UST’s mission and affirm UST’s commitment to diversity program for students which includes a common
          and inclusion.                                                              text/academic diversity focus.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                                            Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                     Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                           Suggested Next Step Actions
1.AA Academic Counseling 0
   Leadership Commitment & Involvement


  AA Angie BH                        0
  AA CILCE
                                     >The development of CILCE with its focus on intercultural learning & college outreach & access.


  AA International Education         HECUA Summer Seminar on experiential education (including service) in diverse TC communities for faculty. Cosponsored by IEC, Service Learning, &
                                     Faculty Development: 2007, 2008
  AA Joe Kreitzer                    0

  AA Registrar                       0
  AA Service Learning                >Academic service learning programs are one avenue for addressing UST's mission statement. Approx. 675 students have been involved in courses
                                     with service learning each of the last two semesters. We seek out partnerships with organizations that work with diverse groups (immigrants and
                                     refugees, & other ethnic communities as well as those living with HIV/AIDS & other chronic illnesses.)
                                     >Service Learning Faculty Director & Program Manager worked with the Registrar’s Office to designate courses with service learning which are listed
                                     on our website, in Murphy On-Line, & shared with academic advisors to make it easier for students to seek out classes that include service-learning
                                     components.

  AA UGAA


  Alumni Affairs                     0

  CAPS                               >All NCATE programs require a diverse field experience.
                                     >Multicultural Certificate in Teacher Education
  CAS                                The CAS dean’s office is currently coordinating activities surrounding a new FYE proposal that would have academic, first-year advising, and Student
                                     Affairs components centered on a theme of “civil discourse” which I believe will strongly support our diversity goals. The curricular part of the proposal
                                     (which includes NO new course or additional credits) is well conceived and has the support of the CAS department chairs.

  Executive VP Admin




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                          Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1.Law                    >The School of Law
   Leadership Commitment & Involvement faculty participated in a faculty development program on Cultural Competency in the Classroom lead by Professor Toni Johnson
                                     from the University of Kansas School of Social Work in September, 2008
                                     >School of Law staff invited to complete SafeZone Project training; 12 completed




  Social Work                        Design &implementation of ‘Room at the Table’ Dialogue for faculty, students & community practitioners on Racial & Ethnic Health Disparities.
                                     Design & planning of Annual Justice Lecture addressing Racial Injustice in 2009.
                                     Design & development of Social Work Salons addressing diverse topics including spirituality, practice in Ghana, homelessness, health care & viewing &
                                     discussion of “Mirrors of Privilege”.
                                     Development & marketing of two videos addressing cross-cultural supervision & boundary violations in supervision.

  Student Affairs                    >The Career Center liaison developed new career specific programs for the REAL program & Mentor Linkages program.
                                     >International Student Services & the International Mentors consistently coordinate programs & activities to help international students integrate into
                                     the university community. (CultureLink, Thanksgiving Dinner, International Game Night during Family Weekend, etc.)




  VP Finance (Purchasing)           0
  VP Finance (Phys Facilities)      0
  VP Finance (Mpls Campus Serv.)    0
  VP Finance (Controller)           0
  Auxillary (Public Safety)         0
  Auxillary (Food Services)         0
  Auxillary (Bookstore)             0
  VP Finance (Business Office)      0
  Gainey Conference Center          0
           2.2 Based on student perceptions and some faculty, an opportunity exists      →Consider recommendations put forward by the
           for UST to review and analyze the formal academic curriculum and identify     diversity workgroup on curricular/co-curricular
           opportunities to integrate more diversity and inclusion                       transformation and integration with Michael
           competencies/coursework into the curriculum/classroom offerings.              Jordan and Core Curriculum Taskforce.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                                             Diversity Action Plan, 2008-2011



                                                                             Department Compilation
                                             Climate Study Results Areas of                      Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                            Suggested Next Step Actions
1.AA Academic Counseling Director of EH-DS
   Leadership Commitment & Involvement worked with Chris Kachian of the Human Diversity Curriculum Committee to write the description or “Clarification of Key Concept”
                                     for the new disability area of inquiry. This is the description that will be included on the form that faculty will use to propose courses for approval in
                                     this area.
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         >Courses identified in Study Abroad programs that would meet the diversity requirement. Students encouraged to use these courses to understand
                                     the diversity of culture in which studying.
                                     >In cooperation with Service Learning, develop Service Semester Abroad at Curtin University, Australia.
                                     >Non-western sites are encouraged in developing new study abroad courses.
                                     >Nearly 60 faculty teaching abroad bring international & diversity experience back into the classroom/curriculum.




  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                >In Introduction to Service Learning workshop, participants were encouraged to refer to UST’s mission statement when discussing the rationale for
                                     using service learning as a pedagogy.
                                     >Survey given to all students in courses with service-learning includes questions about mission.
                                     >We will be offering a workshop on Service Learning & mission in Spring 09.


  AA UGAA                            The Human Diversity Review Committee has revised the criteria for the undergraduate diversity requirement & is offering workshops for faculty who
                                     want to develop new diversity courses.
  Alumni Affairs                     >UST mission is part of orientation for staff and alumni volunteers
                                     >We host specialty alumni reunions & alumni reflection series

  CAPS                               All programs are informed by professional standards. These standards are aligned to “advancing the common good” from our mission statement, &
                                     defined as our diversity proficiency




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                                            Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                     Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                           Suggested Next Step Actions
1.CAS                    We have supported
   Leadership Commitment & Involvement the development of curricular opportunities that we believe both assist in educating students regarding various diversity themes &
                                     also serve to welcome students from diverse populations. These include but are not limited to:
                                     1. Minor in American Culture and Difference
                                     2.Minor in Popular Music
                                     3. The COJO 111 service learning project with Cristo Rey High School (this involves approximately 350 St. Thomas students per academic year).
                                     4. Open Arms of Minnesota Service Learning initiatve
                                     5. Over 60 CAS courses approved to satisfy the Core diversity requirement (though a review of compliance is underway).

  Executive VP Admin                 0
  Law                                >School of Law Issues Forum (student led open-forum discussion) identified this issue in winter of 2007. >Fall 2007 multicultural affairs program
                                     focused on US Supreme Court decisions on race beyond the “landmark” cases typically covered in Constitutional Law
  Social Work                        >Content on human diversity & nondiscrimination integrated throughout undergraduate & graduate curricula. Social work programs must integrate
                                     content that promotes understanding, affirmation & respect for people from diverse backgrounds.
                                     >Integration of ‘Social Work for Social Justice’ principles in class & field curricula at the undergraduate & graduate levels.
                                     >Undergraduate Program Objectives include: 1)Engage effectively in practice with diverse client systems; 2) Understand the forms & mechanics of
                                     oppression & discrimination; 3) Apply social justice principles to practice with client systems.
                                     >Graduate Program Objectives include: 1) Understand the forms & mechanisms of oppression & discrimination; 2) Employ intervention methods
                                     sensitive to diverse and oppressed populations & with all levels of client systems; 3) Apply to practice the strategies & skills of change that advance
                                     social & economic justice.
                                     >Offering elective for undergraduate & graduate students on Family Resilience & Diversity.



  Student Affairs                    ***Support efforts in Academic Affairs & Student Affairs for First Year Experience program with focus on civil discourse.
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                          Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1. Leadership Commitment & Involvement                                         →Close the loop on service learning by connecting
                                                                               the activities and outcomes back to the mission of
                                                                               UST.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Pay attention to diversity in
                                                                               graduate/professional programs (some are already
                                                                               covered by accreditation mandates).
  AA Academic Counseling             0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                              Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1.AA Angie BH Commitment & Involvement
   Leadership            0
  AA CILCE                          0
  AA International Education        0
  AA Joe Kreitzer                   0
  AA Registrar                      0
  AA Service Learning               0
  AA UGAA                           0
  Alumni Affairs                    0
  CAPS                              0
  CAS                               0
  Executive VP Admin                0
  Law                               0
  Social Work                       0
  Student Affairs                   0
  VP Finance (Purchasing)           0
  VP Finance (Phys Facilities)      0
  VP Finance (Mpls Campus Serv.)    0
  VP Finance (Controller)           0
  Auxillary (Public Safety)         0
  Auxillary (Food Services)         0
  Auxillary (Bookstore)             0
  VP Finance (Business Office)      0
  Gainey Conference Center          0
           2.3 An opportunity exists to include a diversity and inclusion workshop in    Default text to align cell heightDefault text to align
           new student and employee orientation sessions.                                cell heightDefault text to align cell height
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    See comments above re: faculty orientation.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                        Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                   Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                         Suggested Next Step Actions
1.AA Registrar Commitment & Involvement
   Leadership             0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               Diversity is addressed in orientation as students are introduced to the Univeristy & SoE mission statements
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    >VP for Student Affairs personally leads orientation for all new DSA staff with focus on mission & inclusion.
                                     >Through the Dean of Students, New Student Orientation is planned & implemented. Diversity is highlighted as one of UST's convictions in our
                                     community sessions for students & parents. In all orientation processes the hate crime protocol is introduced & made available to students and
                                     parents.
                                     >Residence Life employs approximately 70 student staff each year and trains them for 2 weeks in August & 3 days in January. Training/professional
                                     development is focused on creating inclusive communities, cultural competency, diversity programming & social justice.

  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
           2.4 Identify areas of diversity-related opportunity and provide sufficient    →Provide effective training for faculty to better
           funding and resources for diversity-focused education and faculty             equip them to teach potentially controversial or
           development training offerings.                                               uncomfortable diversity-related topics and manage
                                                                                         their classrooms.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                                             Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                      Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                            Suggested Next Step Actions
1.AA Academic Counseling >Breaking Barriers
   Leadership Commitment & Involvement Committee: immigrant/refugee conferences.
                                     >Director of EP-DS trains faculty about students with disabilities. Worked with FD on disability awareness panel.
                                     >Director of EH-DS requested funding for upcoming disability awareness events.
                                     >Academic Counselor advised undergraduate students participating in J-term VISION. Also served as Service-Learning (SL) liaison. Participated in SL
                                     meetings representing goals/concerns, communicated issues/changes. Engage in social justice activities bringing focus to social justice/diversity
                                     initiatives. Communicate with the MSS staff. Work with Wallin Foundation & Dease Scholar students to facilitate success/ retention of students.
                                     >Ongoing efforts: training with the Office of MSS, viewing of relevant films that highlight cultural issues.



  AA Angie BH                        Supported a joint-sponsored (IEC and Service Learning) HECUA weeklong seminar focused on urban diversity June 2007.
  AA CILCE                           0
  AA International Education         >Hecua Summer Seminars on intercultural & service opportunities in the Twin cities; CIEE International Faculty Development Seminars-non-western
                                     sites given preference past three years (Ghana, China, Turkey, Chile/Argentina).
                                     >Group grant for CIEE Seminar in Ghana to develop curriculum, new courses in Africa, better understanding of African cultures to be more welcoming
                                     to African students at UST
                                     >IEC Faculty Travel Grants give preference to non-western sites. Grants given for Singapore, Tibet, Costa Rica and Ghana.


  AA Joe Kreitzer                    >The Center for Faculty Development Director was actively engaged in meetings last year with students of color.
                                     >The Center also has had a long history of providing leadership in engaging faculty in the need to continually develop sensitivities & skills in these
                                     areas.
                                     >Diversifying the faculty will help contribute to a broader context & understanding of diversity issues, both in & out of the classroom.
                                     >A survey of the diversity requirement courses was completed, & the results are being reviewed by Dr. Michael Jordan.



  AA Registrar                       0




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                           Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1.AA Service Learning    >HECUA workshop
   Leadership Commitment & Involvement on intercultural learning has been co-sponsored by Service Learning the past two years; we are hoping to sponsor this workshop
                                     again this summer. Planned a workshop with Faculty Development & Study Abroad on Intercultural Experiential Learning in Fall 07. Spent a good part
                                     of a morning addressing intercultural learning in Intro to Service Learning Workshop in Jan 08. Ethics of Service Learning workshop sponsored in
                                     Spring 08. Workshop of Dealing with Difficult Issues co-sponsored with Faculty Development for Feb 09.
                                     >Stipends offered for most workshops.


  AA UGAA                            0
  Alumni Affairs                     >Staff attend multicultural forum
                                     >Alumni Board reps to the diversity committee report at quarterly board meetings

  CAPS                               >Urban Engagement Scholarship Program
                                     >Summer St. Paul Public School Program
                                     – Break Through St. Paul (many of ug teacher candidates have participated in this
                                     – SPPS pays them a summer stipend to work with middle schoolers)
                                     >NYSP


  CAS                                The CAS dean’s office has funded in the last year all three requests for funding in support of diversity-related professional development that have been
                                     received. This was in lieu of supporting other types of funding requested. Such requests will continue to be a priority.
  Executive VP Admin                 0
  Law                                Faculty development workshop in #2 above included adjunct faculty. We offered workshop from 4-6 pm, a time when both full time & adjunct faculty
                                     could attend
  Social Work                        Establishment of Interprofessional Center for Counseling and Legal Services providing counseling & legal services to diverse populations focusing on
                                     working poor of the Twin Cities.
  Student Affairs                    >Career Development Center is writing a program proposal with MSS to present at professional conference. Career staff members attend student
                                     organization meetings including BESA. Offer services for MSS networking events.
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                    Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1.Auxillary (Food Services) 0
   Leadership Commitment & Involvement
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               → Provide adequate financial support for and
                                                                               strong commitment to faculty development.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                           Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1. Leadership Commitment & Involvement                                         →Develop and institute a process to enable faculty
                                                                               to respond to student evaluations that specifically
                                                                               critique the way they taught a diversity-related
                                                                               topic.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Include adjunct faculty in diversity education.

  AA Academic Counseling             0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                      Diversity Action Plan, 2008-2011



                                                                         Department Compilation
                                             Climate Study Results Areas of                  Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                        Suggested Next Step Actions
1.AA Angie BH Commitment & Involvement
   Leadership            0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0

3. Recruitment and Retention
         3.1 Increase awareness and training for hiring managers and officials about →Include in every recruitment plan a section
         UST’s strategic rationale for diversity and inclusion by linking them to    requiring search committee chairpersons to
         institutional planning and diversity hiring initiatives.                    stipulate their "hiring for diversity" strategy.
  AA Academic Counseling           0




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                                            Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                     Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                           Suggested Next Step Actions
1.AA Angie BH Commitment & Involvement
   Leadership            Review all final candidates for positions in support of diversity initiatives.

                                     Encourage staff to be mentors & new hires to be mentored in support of retention.

                                     Academic Counseling designates counselors for specific student populations to strengthen the advising function through the development of stronger
                                     relationships.
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    >This has long been & is still required for all requests for faculty positions.
                                     >Academic Affairs holds annual meetings regarding hiring as a prerequisite to authorizing a faculty search.
                                     >Faculty hiring advertisements are reviewed annually for coverage of diverse faculty groups, & advertisements are purchased accordingly.
                                     >Recruiting materials are continually re-evaluated, & two new initiatives are underway to strengthen our efforts at promoting UST.




  AA Registrar                       0
  AA Service Learning                >Asked Human Resources to list CILCE Administrative Assistant position in publications reaching more diverse audiences.
                                     >Considered diversity when hiring work-study students.

  AA UGAA                            0
  Alumni Affairs                     Diversity training part of employee and volunteer training
  CAPS                               Open positions are advertised in publications with diverse readership
  CAS                                All faculty searches in CAS include a specific focus on increasing diversity. Steps include but are not limited to:
                                     1. Individual meetings between the dean & the search chair or search committee to discuss procedures & the importance of our diversity goals. These
                                     include discussions about how to enhance the diversity of the pool, including the availability of reference sheets for Historically Black Colleges, Native
                                     American Indian Colleges, & largely Hispanic serving colleges.
                                     2. Meetings between the search chair & the dean take place where the top three tiers of candidates are discussed. Those we can identify as from
                                     underrepresented groups are given additional attention in the hopes of increasing the number in the top tier.
                                     3. If the final request to interview does not include at least one person from an underrepresented group then the reasons for that must be specified on
                                     a applicant by applicant basis.
                                     4. Diversity hiring goals are a factor when all else is equal in making final hiring decisions.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                        Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                   Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                         Suggested Next Step Actions
1.Executive VP Admin     0
   Leadership Commitment & Involvement
  Law                                0
  Social Work                        >Grant & scholarship funding provided to students of color when admitted to graduate program.
                                     >Archbishop John Ireland Scholarship awarded to students of color in the graduate program.
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                                        →Ensure all hiring units follow UST’s search and
                                                                                        selection process (possibly a mandatory search
                                                                                        training process).
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                            Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1.Social Work            0
   Leadership Commitment & Involvement
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Enhance the Talent Management System to
                                                                               include diversity recruitment resources and
                                                                               tools—including list of Historically Black Colleges
                                                                               and Universities, Hispanic-based organizations, etc.

  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                           Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1.VP Finance (Purchasing) 0
   Leadership Commitment & Involvement
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Develop a recruitment packet that search
                                                                               committees can use to help market and familiarize
                                                                               finalists with UST and relocating and living in the
                                                                               Twin Cities.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                         Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
   Leadership Campus Serv.) 0
1.VP Finance (MplsCommitment & Involvement
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Identify informal networks/"critical friends" to
                                                                               advise search committees on diversity issues in a
                                                                               "risk-free" manner where open and candid
                                                                               discussion can occur.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                            Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                     Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                           Suggested Next Step Actions
1.Auxillary (Public Safety) 0
   Leadership Commitment & Involvement
  Auxillary (Food Services)        0
  Auxillary (Bookstore)            0
  VP Finance (Business Office)     0
  Gainey Conference Center         0
          3.2 UST is making progress in its efforts to recruit a diverse population;    →Develop faculty and staff retention plan and
          however, there is an opportunity to better engage and retain these            strategy.
          individuals once they are members of the UST community.
  AA Academic Counseling           While this section seems to discuss recruitment & retention of faculty & staff, Director of EH-DS also recruits students. Director has attended a college
                                   recruitment fair at Groves Academy, a high school for students with learning disabilities & Attention Deficit Disorder for the past 5 years. Director has
                                   also presented at Cretin Derham High School about services for students with disabilities
  AA Angie BH                      0
  AA CILCE                         CILCE partners with the Office of Admissions to provide college outreach to local middle school students with a focus on under-represented students &
                                   works with existing UST partner schools (e.g. through Tutor/Mentor, Service-Learning, School of Education) to provide outreach opportunities for
                                   those diverse students who already have a connection to UST.
  AA International Education         0
  AA Joe Kreitzer                    >Faculty retention is generally very strong, except for visiting & limited-term faculty for whom tenure is not possible. The tenure & tenure-track
                                     faculty constitute almost 90% of all full-time faculty lines, & the percentage of faculty of color has been increased over the last five years.
                                     >Tenure clocks are suspended upon the birth/adoption of a child.


  AA Registrar                       0
  AA Service Learning                >We have made intentional efforts to partner with Cristo Rey High School. Each year students from Lincoln International High School come to UST;
                                     Students from Cristo Rey came last year & all students from Cristo Rey will also be coming December 19th.
                                     >Faculty Director for Service Learning has helped to support the Philips Scholarship.

  AA UGAA                            0
  Alumni Affairs                     0




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                                             Diversity Action Plan, 2008-2011



                                                                             Department Compilation
                                             Climate Study Results Areas of                      Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                            Suggested Next Step Actions
1.CAPS                   >Farnsworth Partnership – students visit campus – this encourages them to come, it also helps them to see the need to be prepared.
   Leadership Commitment & Involvement
                                     >Numerous other school partnerships
                                     >NYSP


  CAS                                The dean of CAS holds approximately three times a semester a lunch or coffee with junior faculty (they sign up in groups of ten). While this is intended
                                     to give all junior faculty good access to the dean and the opportunity to ask questions, it serves also to help faculty of color & junior faculty in general
                                     feel welcome by the administration within CAS. It also assists with the mentoring of junior faculty in general.
  Executive VP Admin                 0
  Law                                2008-09 Faculty Recruitment:
                                     >Invitations extended: White: 31, Minorities: 18 (36% to minorities); Men: 17, Women: 32 (65% to women)
                                     >Interviews*: White: 19, Minorities: 5 (21% minorities); Men: 12, Women: 12 (50% women)
                                     >Pool of candidates**: White: 632, Minorities: 187 (23% minorities); Men: 533, Women: 276 (34% women)
                                     * Not included in these statistics: two women interviewed by telephone before hiring conference; one of these women is a minority, & we have invited
                                     her to campus; we also invited one minority lateral candidate to campus for interviews.
                                     ** Not included in these statistics are candidates who have submitted applications outside the AALS process.
                                     >Staff:
                                     1) advertising in publications that reach diverse populations; & 2) paying special attention to diverse candidates in the screening process.
                                     Recent staff searches for CPD & Alumni Relations Directors included candidates who are people of color




  Social Work                        >Hiring ads encourage applications from persons of color & other underrepresented groups in social work.
                                     >Recruitment of 11% students of color & 3% international students in graduate program.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                                          Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                   Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                         Suggested Next Step Actions
1.Student Affairs Commitment & Involvement
   Leadership                >Campus & Residence Life through the Student Leader Selection process hires approximately 30% students of color for leadership positions. This is
                                     approximately 3 times the student of color enrollment of the University.
                                     >The Dean of Students Office New Student Orientation training includes approximately 25% time devoted to topics that increase the staff's cultural
                                     competency.
                                     ***Charter university-wide Retention Task Force with focus on future needs of changing student populations
                                     **Consider re-instating minority coaching internship program in Athletics.

  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                                         →Promote and encourage the affinity groups as
                                                                                         formal/informal networks on campus.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                          Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1.Social Work            0
   Leadership Commitment & Involvement
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Explore ways to create greater flexibility within
                                                                               the tenure and promotion process to create a more
                                                                               family-friendly institution.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                          Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
   Leadership Facilities)
1.VP Finance (PhysCommitment & Involvement
                             0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Evaluate Pay-For-Performance Program to
                                                                               discern effects on retention; team-work (Are there
                                                                               unintended consequences?).
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                           Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1.Auxillary (Public Safety) 0
   Leadership Commitment & Involvement
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                     3.21 UST needs to provide sufficient funding and      →Determine senior management’s level of
                                     resources to ensure that diverse populations can      commitment level "to hiring for diversity."
  AA Academic Counseling             All department members were required to attend campus-wide training, Understanding & Dismantling Racism.
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    Academic Affairs has made this a very high priority, to the point of spending additional resources as needed to extend hiring pools, increasing our
                                     spending on targeted advertising, & adapting hiring practices to promote hiring a diverse faculty.
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               >CAPS has a funded Urban Engagement Scholarship for students of color wishing to work in the urban environment with diverse clientele.
                                     >The total scholarship amount is $66,000 per year.

  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    >Division of Student Affairs is committed to recruiting and retaining diverse staff. In any given semester, student staff are 50-60% of color.
                                     > Dean of Students program assessments for new student orientation and other departmental programs include a demographic component which
                                     allows for detailed analysis to determine how students and their families experience orientation and other programs differently. For the last three
                                     years, students of color reported satisfaction at or above the level of white students
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                     Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1.VP Finance (Controller) 0
   Leadership Commitment & Involvement
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Set specific diversity goals and objectives.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                           Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1.Gainey Conference Center 0
   Leadership Commitment & Involvement
                                                                               →Pool institutional resources or allocate resources
                                                                               to recognize extraordinary achievement and/or
                                                                               service in the area of diversity.

  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                           Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1. Leadership Commitment & Involvement                                                   → Invest in professional development and
                                                                                         advancement of current employees who are
                                                                                         members of underrepresented groups. Encourage
                                                                                         managers to promote their efforts to reach goals at
                                                                                         UST rather than elsewhere.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                     3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                                     retention and engagement of diverse students on Program, 360 Program).


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                          Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1.AA Academic Counseling >Probation program
   Leadership Commitment & Involvement works to help retain students who are on probation for the first time.
                                     >Tutoring & Notetaking Services provided for ESL students.
                                     >Academic skills workshop for international students.
                                     >Study skills presentation to REAL Project
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         >Doubled number of undergraduate international students (IS) enrolled during past two years.
                                     >Small increase in financial aid for incoming IS. Key issue for future retention.
                                     >Established events for new IS at President's home: Welcome for New Students; student leader lunch; lunch for exchange students.
                                     >Specific outreach to multicultural students to study abroad, including meeting with REAL students, presentations for HANA, collaboration with MCSS
                                     to address perceived barriers to study abroad.
                                     >Increased special scholarships for multicultural students from one to two.
                                     >Participation in study abroad of students of color increased from 11% to 13 % from 2006-07 to 2007-08.
                                     >Recruit Study Abroad returnees as International Mentors, GMSA members, Culture Link participants.
                                     >International programming to promote study abroad returnee interaction with GMSA & OISS programs for IS


  AA Joe Kreitzer                    >Academic Affairs offices participate in FLAG.
                                     >Institutional Research & Analysis monitors retention & graduation rates for all students, with attention paid to possible differences between students
                                     of color & majority students. (No significant differences exist.)
                                     >The undergraduate curriculum committees are committed to creating an environment of education that includes cultural competence & diversity
                                     awareness through its core curriculum.


  AA Registrar                       0
  AA Service Learning                Have addressed in Intro to Service-Learning workshop and HECUA Workshop. We are seeking ways to do more in this area.
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                                           Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                     Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                           Suggested Next Step Actions
1.CAS                    >The Dean’s office
   Leadership Commitment & Involvement has provided leadership, visibility, and/or significant financial support for many co-curricular initiatives, including but not limited to:
                                     1. Muslim Christian Dialog Center
                                     2. The American Museum of Asmat Art at the University of St. Thomas
                                     3. ThreeSixty
                                     4. GemsCamp
                                     >As an illustration, here are examples of MCDC activities:
                                     1. Annual Student Iftar dinner
                                     2. Public lectures by Omid Safi, Liyakat Takim, Aref Abu-Rabia, Jamal Badawi, Anouar Majid, Dalia Mogahed
                                     3. Seminar, “Doing Business in Islamic Countires
                                     4. Dozens of talks to local community groups from both faith traditions
                                     >Many CAS departments sponsor lectures that support our diversity goals.




  Executive VP Admin                 0
  Law                                School of Law already awards scholarships that are renewed so long as student is in good academic standing; competitor law schools have minimum
                                     gpa or class rank requirements that can have disparate impact on students of color after first year. Increased tuition discount rate described in #1 B.
                                     will create more of these scholarships
  Social Work                        >Diversity Forum comprised of students of color, international & GLBT students meets monthly.
                                     >Writing workshop offered for first generation college students and students with English as a second language.
  Student Affairs                    >Multicultural Student Services offers two student of color retention programs: Reaching Excellence in Academics & Leadership (REAL) Program & the
                                     Linkages Peer Mentor Program.
                                     >The FLAG team is co-chaired by staff from Academic Counseling & the Dean of Students Office. The team exists to promote the retention of all
                                     undergraduate students. Collaboration with MSS, ISS, & Enhancement Services, & all other offices of the team, assists us in effectively retaining
                                     students of color & students with disabilities.
                                     >ISS student International Mentor program provides mentorship for new international students to help them adjust to St. Thomas & life in Minnesota.
                                     The CultureLink program offers connections with American families & students for new & continuing international students. Both contribute towards
                                     international students’ cultural adjustment.
                                     >Student Health Service & Wellness Center has been awarded two Loftus grants: One to support efforts with health education & care for international
                                     students whose first language is not English. The second Loftus grant was to assist minority students who have financial need to help cover the cost of
                                     the UST health insurance plan.
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                      Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
   Leadership Campus Serv.) 0
1.VP Finance (MplsCommitment & Involvement
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Provide more scholarships, as well as support
                                                                               systems, to continue to engage and retain all
                                                                               students—especially students of color and
                                                                               international students.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                                        Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
1.Auxillary (Public Safety) 0
   Leadership Commitment & Involvement
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                               →Incorporate cultural competence in core courses
                                                                               to help faculty and students increase their
                                                                               competency-levels in the areas of diversity and
                                                                               inclusion.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                            MAPPING GRID                                                        Diversity Action Plan, 2008-2011



                                                                        Department Compilation
                                             Climate Study Results Areas of                Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                      Suggested Next Step Actions
1.Auxillary (Bookstore)  0
   Leadership Commitment & Involvement
  VP Finance (Business Office)     0
  Gainey Conference Center         0
          3.3 UST has made some progress with the recruitment of women for faculty Default text to align cell heightDefault text to align
          and staff positions; however, the advancement opportunities for women          cell heightDefault text to align cell heightDefault
          have been perceived as limited.                                                text to align cell heightDefault text to align cell
  AA Academic Counseling           0
  AA Angie BH                      0
  AA CILCE                         The directorship of the new CILCE office is staffed by a female employee.
  AA International Education       0
  AA Joe Kreitzer                  Academic Affairs has been working with individuals identified by deans in a pilot project to provide these women with opportunities for increased
                                   mentoring & professional development.
  AA Registrar                     0
  AA Service Learning              0
  AA UGAA                          0
  Alumni Affairs                   0
  CAPS                             >Two of the last three deans of the School of Education have been women. When the current interim dean was appointed, he appointed a woman to
                                   replace him as interim Associate Dean. Of the last three department chair appointments, two have been women.


  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        Addition of three full-time & two adjunct diverse faculty to faculty team. Seven of eight leadership positions held by women.
  Student Affairs                    >Student Affairs collaborates with the LuAnn Dummer Center in planning for student-focused programs.
                                     >Mary Ann Ryan provides workshops through Feminist Friday, Soup & Substance and other venues focused on her academic work regarding women in
                                     leadership.
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                            Diversity Action Plan, 2008-2011



                                                                          Department Compilation
                                             Climate Study Results Areas of                   Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                         Suggested Next Step Actions
1.Auxillary (Public Safety) 0
   Leadership Commitment & Involvement
  Auxillary (Food Services)        0
  Auxillary (Bookstore)            0
  VP Finance (Business Office)     0
  Gainey Conference Center         0
           3.4 Advancement and growth opportunities for diverse faculty and staff are Default text to align cell heightDefault text to align
           seen as fairly limited.                                                       cell heightDefault text to align cell
  AA Academic Counseling           0
  AA Angie BH                      0
  AA CILCE                         0
  AA International Education       0
  AA Joe Kreitzer                  See “3”, above. We hope to refine & expand this project.
  AA Registrar                     0
  AA Service Learning              0
  AA UGAA                          0
  Alumni Affairs                   0
  CAPS                             >All CAPS faculty have funding for professional development.
                                   >All CAPS staff have access to professional development funds.
  CAS                              0
  Executive VP Admin               0
  Law                              0
  Social Work                      Provision of flexible work schedule for faculty pursuing doctoral education.
  Student Affairs                  0
  VP Finance (Purchasing)          0
  VP Finance (Phys Facilities)     0
  VP Finance (Mpls Campus Serv.)   0
  VP Finance (Controller)          0
  Auxillary (Public Safety)        0
  Auxillary (Food Services)        0
  Auxillary (Bookstore)            0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                           Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
1.VP Finance (Business Office) 0
   Leadership Commitment & Involvement
  Gainey Conference Center           0
          3.5 Faculty , staff and students expressed that UST needs to expand its         →Re-create an "Opportunities Hire Program" for
          efforts to reflect a wider breadth of diversity dimensions, including but not the purpose of hiring subject matter experts.
          limited to gender, physical ability, religion, sexual orientation, socio-       Default text to align cell heightDefault text to align
          economic status, and thought/intellect.                                         cell heightDefault text to align cell height
  AA Academic Counseling             Director of EH-DS is part of a committee that has planned two disability awareness events for December, including a play, “The Deaf Duckling” to be
                                     performed by Mixed Blood Theatre, & a student/faculty panel to discuss the experience of having a disability both as a UST member & a member in
                                     the greater community.
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    Academic Affairs supports wholeheartedly the recruitment & retention of a more diverse faculty.
  AA Registrar                       0
  AA Service Learning                A major issue addressed in courses with service-learning is HIV/AIDS initiatives.
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0
  CAS                                >The CAS dean’s office has funded two requests (the only two made) for equipment needed to accommodate the physical abilities of specific
                                     individuals. Our policy is to fund such requests whenever possible and with proper documentation regarding the specific needs.
                                     >CAS brought forward & supported (though the funding came from elsewhere) the request for a wheelchair lift for the new location of the Aquin to
                                     ensure accessibility for all students.

  Executive VP Admin                 0
  Law                                School of Law recruits nationally for students of color, & recruits broadly in Twin Cities for staff of color
  Social Work                        0
  Student Affairs                    >Sent letters to all American Psychological Association Minority Fellows inviting them to apply for Personal Counseling internship. All candidates who
                                     represent diversity are automatically advanced to the second stage of the process.
                                     >Retention: Personal Counseling is conducting an audit to ensure processes are inclusive and engaging.
                                      >Retention: Student Affairs is developing plans for support groups for single parent students who are traditionally underrepresented.
                                     >Personal Counseling is designing an on-line survey to assess needs for educational programming for this group of student parents.
  VP Finance (Purchasing)            0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                                          Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                    Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                          Suggested Next Step Actions
   Leadership Facilities)
1.VP Finance (PhysCommitment & Involvement
                             0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0

4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and needs to         → Create opportunities for people to engage
          strengthen its efforts to create and sustain an inclusive culture that values, informally with others outside their own unit.
  AA Academic Counseling             0
  AA Angie BH                        Regularly address the issues & opportunities for deepening the goals of inclusion in monthly team meetings.
  AA CILCE                           Through required student reflection, the Tutor/Mentor program provides students an opportunity to share personal convictions in a supported, open
                                     forum as it relates to their experience in the program.
  AA International Education         >International programming sponsored by International Programs Matrix, including International Week.
                                     >International students & study abroad students highlighted in Bulletin.
                                      >Letter to new faculty to invite to International Dinner discussions.


  AA Joe Kreitzer                    New faculty orientation, ongoing faculty “reunions” & faculty recognition events all seek to create a greater sense of community.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                                          Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                   Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                         Suggested Next Step Actions
1.AA Registrar Commitment & Involvement staff have: been active in UGAMIN, a fund raising effort for Ugandan children; been active in promoting veteran reintegration into
   Leadership             Members of the UR
                                     the community through participation in & promotion of veteran’s benefits, training in benefits administration, participation in “Beyond the Yellow
                                     Ribbon” & in the Committee for Veteran Resources Center; been a participant in Warrior to Citizen activities; been a Friendship Family for
                                     International Students; been active in & made donations of time, material & financial support of ARC, Goodwill, & The Basilica; participated in &
                                     organized Safe Zone & the promotion of various committees on campus that promote diversity & support for the GLBT community; been active in the
                                     campus climate study through assisting in the creation of the Campus Climate Discussion group; co-chaired & assisted in planning Community Week;
                                     been active in the creation & elections for the new Exempt Staff council; actively volunteered time and money to Feed My Starving Children & with the
                                     Amity Aide Program; been active in Irish Community Education.




  AA Service Learning                Two faculty have offered a paired-course with service-learning in the past two years.
  AA UGAA                            0
  Alumni Affairs                     Various focus groups, reunions and marketing efforts are targeted toward the diverse communities within the alumni base
  CAPS                               0
  CAS                                CAS engages in a large number of community building activities. Many of these take place at the division or department level. At least two are
                                     initiatives of the dean’s office:
                                     1.Junior faculty lunches/coffees (see above)
                                     2. New faculty/department chair reception

  Executive VP Admin                 0
  Law                                Fall Multicultural Affairs Program: How to be a Community Builder for Diversity w/guest speaker sponsored by asst. dean for student & multicultural
                                     affairs
  Social Work                        0




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                                           Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                     Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                           Suggested Next Step Actions
1.Student Affairs Commitment & Involvement
   Leadership                >Residence Halls provide Diversity Dialogues to students twice a year.
                                     >Campus & Residence Life provide opportunities to improve cultural competency by participating in “Talking Circles.”
                                     >Campus Life staff advises Student Diversity Relations Committee of Undergraduate Student Government
                                     >Campus Life supports over 120 student organizations that support a diverse group of faculty & staff advisors for these student groups
                                     >Campus Life provides programming opportunities including cross-educational opportunities.
                                     >Campus Life offers Soup & Substance diversity series for members of Division of Student Affairs.
                                     >Campus & Residence Life co-sponsors the Breaking Ice Theater diversity education event & follows up with diversity dialogues.
                                     >OISS CultureLink events provide an opportunity to demonstrate value for international students’ cultures, traditions and backgrounds.
                                     >MSS Community Dialogues offer opportunities for staff, faculty & students to discuss issues /challenges surrounding diversity & inclusion.
                                     >USG offers initiatives & workshops i.e. Global Experience. International students, domestic students, staff & faculty were invited to special dinner
                                     with over 100 participants.


  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                                                                          → Adopt common language to talk about diversity.

  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                          Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                   Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                         Suggested Next Step Actions
1.Alumni Affairs Commitment & Involvement
   Leadership               0
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                     4.11 Members of the campus community shared        → Create a locus for GLBT research, education,
                                     the perception that GLBT students (especially male mentorship. Create a job position in the area of a
                                     students) are the recipients of the most negative  Student Affairs and establish a resource room.
                                     and disparate treatment.
  AA Academic Counseling             0
  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                                            Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                     Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                           Suggested Next Step Actions
1.CAS                    0
   Leadership Commitment & Involvement
  Executive VP Admin                 0
  Law                                >SafeZone training
                                     >Spring program on spirituality & sexual orientation being considered by Out!Law
  Social Work                        Poster designed & posted in Summit Avenue Classroom Building identifying SCB as hate-free zone.
  Student Affairs                    >Campus & Residence Life offers Ally Training as part of Fall Leadership Institute. They also provide support for Allies student organization.
                                     >Dean of Students offers Allies training at other points in the year..

  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                     4.12 Generally speaking, UST has a "don’t ask,
                                     don’t tell" policy regarding the sexual orientation
                                     of faculty and staff.
  AA Academic Counseling             Academic Counselors have participated in Safe Zone & Ally training & are committed to serve as allies for GLBT students. All staff members were
                                     required to attend campus-wide Conversations on Climate (Ally training), which required offices to be closed for a portion of an afternoon.

  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         0
  AA Joe Kreitzer                    0
  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                                        Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                     Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                           Suggested Next Step Actions
1.CAPS                   0
   Leadership Commitment & Involvement
  CAS                                0
  Executive VP Admin                 0
  Law                                UST Law has openly gay/lesbian faculty and staff
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
                                     4.13 UST is going to have to take proactive steps to → Increase awareness of visible or invisible
                                     include individuals with disabilities and ensure        disabilities, and add accessibility to buildings where
                                     access to services across campus.                       it does not currently exist.
  AA Academic Counseling             >Academic Support Center moved to accessible location this past year.
                                     >Assistant Director of ASC trained & assisted with Enhancement Program.
                                     >Everything the Director does on a day to day basis involves taking proactive steps to include individuals with disabilities in our community & to
                                     provide them with access. In addition to day-to-day responsibilities, some highlights are listed below:
                                     See #5 above. Additional items are being planned for spring semester. The Director of EP-DS is working with Tim Scully to have his COJO 360 students
                                     develop a documentary about students with disabilities. The Director has also invited a former student to talk about his experience with traumatic
                                     brain injury, & plan to invite a speaker on disability.
                                     >The Director recently contacted the editor of the AQUIN to develop a story about disability awareness.


  AA Angie BH                        0
  AA CILCE                           0
  AA International Education         Kurpius Scholarship for student with disability to study abroad.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                    MAPPING GRID                                                    Diversity Action Plan, 2008-2011



                                                                              Department Compilation
                                             Climate Study Results Areas of                        Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                              Suggested Next Step Actions
1.AA Joe Kreitzer Commitment & Involvement
   Leadership                Academic Affairs conducted a survey of spaces in conjunction with the Physical Plant in 2007-08. All academic buildings were accessible to those with
                                     physical disabilities. An additional lift was installed in the Library to increase its accessibility to 100%.

  AA Registrar                       0
  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     ACR made modification where possible to our historic building to make sure everyone can access the first floor of the building…more awareness and
                                     access is needed.
  CAPS                               0
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        >Lift installed in SCB to assure access for students with disabilities.
                                     >Providing assistance to students regarding uses of disability services.
                                     >Proactive recruitment of agencies to serve as internship site for students with disabilities.
  Student Affairs                    >The Dean of Students Office collaborates with Academic Counseling, Health Services, and Personal Counseling to create a positive environment for
                                     academic development within the UST community for persons of varying ability.
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0
           4.2 Overall, there is ambiguity and confusion regarding UST's Catholic            → Take a short and long-range look at needs and
           identity and its manifestation on campus relative to the diversity and            interests of future students, faculty and staff.
           inclusion initiative.
  AA Academic Counseling             0
  AA Angie BH                        0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                                        Diversity Action Plan, 2008-2011



                                                                          Department Compilation
                                             Climate Study Results Areas of                  Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                        Suggested Next Step Actions
1.AA CILCE               0
   Leadership Commitment & Involvement
  AA International Education         0
  AA Joe Kreitzer                    Academic Affairs has an on-going program of orientation for new faculty, including seminars to help foster an understanding of & commitment to our
                                     mission.
  AA Registrar                       >All office staff attended, Inclusiveness in a Catholic University, Mission & Diversity, presented by Dr. Potter.
                                     >Staff member participated in Leading in a Catholic University

  AA Service Learning                  0
  AA UGAA                              0
  Alumni Affairs                       0
  CAPS                                 0
  CAS                                  0
  Executive VP Admin                   0
  Law                                  Open discussion of this challenge by student leaders & the deans last spring; the dean responded w/open letter
  Social Work                          Integration of Ten Justice Principles in undergraduate and graduate curriculum emphasizing human dignity & common good.
  Student Affairs                      >Several Student Affairs leaders have attended Leading in a Catholic Institution seminar course
                                       >Dean of Students and Director of Campus Life serve as ex-officio member of Student Life Committee.
  VP Finance (Purchasing)              0
  VP Finance (Phys Facilities)         0
  VP Finance (Mpls Campus Serv.)       0
  VP Finance (Controller)              0
  Auxillary (Public Safety)            0
  Auxillary (Food Services)            0
  Auxillary (Bookstore)                0
  VP Finance (Business Office)         0
  Gainey Conference Center             0
           4.3 It is critical to understand the Minnesota culture and its influence on       Default text to align cell heightDefault text to align
           UST.                                                                             cell heightDefault text to align cell
  AA Academic Counseling               0
  AA Angie BH                          0




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                                          Diversity Action Plan, 2008-2011



                                                                           Department Compilation
                                             Climate Study Results Areas of                   Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)                         Suggested Next Step Actions
1.AA CILCE               Through the Tutor/Mentor & Reading Buddies programs, UST students work with students from Minneapolis/St. Paul public & Catholic schools & learn
   Leadership Commitment & Involvement
                                     about the cultures represented in these diverse local neighborhoods. CILCE was created to be a first point of contact for local people & community
                                     organizations to get involved with UST & foster greater mutual respect & understanding.
  AA International Education         0
  AA Joe Kreitzer                    This is one aspect of the new faculty orientation.
  AA Registrar                       >Staff member donated time & financial support to Feed the Children.
                                     >Participated in the donation & provision of assistance to a family that experienced the destruction of their house by fire
                                     .>The office has participated in “Baskets for Hope” for the Emergency Food Shelf by providing funding & food support on an annual basis.
                                     >The office has participated in “Warm Winter Wishes” to provide hats/scarves/gloves/mittens for needy K-12 students.




  AA Service Learning                0
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               TE students take EDUC 212/ TEGR 512 which covers Minnesota tribes
  CAS                                0
  Executive VP Admin                 0
  Law                                0
  Social Work                        0
  Student Affairs                    0
  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0
  VP Finance (Mpls Campus Serv.)     0
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                                             Diversity Action Plan, 2008-2011



                                                                            Department Compilation
                                             Climate Study Results Areas of                      Focus Groups/Brown Bag Session
          Focus Areas
                                              Opportunity (Improvement)                            Suggested Next Step Actions
       4.4 There is the strong perception that people
1. Leadership Commitment & Involvement are treated differently based → Develop ways to breakdown hierarchy, create
          upon a variety of dimensions of diversity, including: gender, job                transparency and community in decision-making
          position/tenure, physical ability, race/ethnicity, religious affiliation, sexual process. Default text to align cell heightDefault text
          orientation, and socio-economic status.                                          to align cell
  AA Academic Counseling           Academic Counselor serves as board member of the Luann Dummer Center.
  AA Angie BH                      0
  AA CILCE                         0
  AA International Education       0
  AA Joe Kreitzer                  Faculty salaries & evaluation ratings are reviewed annually for any evidence of differential treatment by known, personal attributes.
  AA Registrar                     UR office actively promotes communication & inclusion of all members of the office through the maintenance of open lines of communication with
                                   office management & with other members of the office through regular meetings & a willingness to listen & address internal issues.

  AA Service Learning                Service Learning Advisory Board has made an effort to include faculty, staff, people from graduate and undergraduate programs & include our work-
                                     study students & interns. We are conscious of the need to make the Board more diverse in other ways.
  AA UGAA                            0
  Alumni Affairs                     0
  CAPS                               Most faculty & administrators ask staff to address them by their first names
  CAS                                0
  Executive VP Admin                 0
  Law                                UST Law established “non-academic directors group" to improve communications between Deans/ Faculty & directors
  Social Work                        Requirement of CSWE, Social Work Accrediting body, to demonstrate that the program makes specific & continuous efforts to provide a learning
                                     context in which respect for all persons & understanding of diversity (including age, class, color, disability, ethnicity, family structure, gender, marital
                                     status, national origin race, religion, sex & sexual orientation) are practiced.
  Student Affairs                    >Campus & Residence Life plans and implements each year the Fall Leadership Institute which is a three-day training for all student leaders in Student
                                     Affairs. Themes and focus of the institute are purposely designed to address diversity education and to create inclusive communities.
                                     >Following student leader selection Campus & Residence Life host Spring Leadership Night which is a training seminar focused on leadership and
                                     diversity education.
                                     >The Dean of Students Office coordinates the SafeZone Project focused on response to students, faculty and staff who need a support in responding to
                                     climate issues that make them feel marginalized.

  VP Finance (Purchasing)            0
  VP Finance (Phys Facilities)       0


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                      MAPPING GRID                           Diversity Action Plan, 2008-2011



                                                                      Department Compilation
                                             Climate Study Results Areas of         Focus Groups/Brown Bag Session
           Focus Areas
                                              Opportunity (Improvement)               Suggested Next Step Actions
   Leadership Campus Serv.) 0
1.VP Finance (MplsCommitment & Involvement
  VP Finance (Controller)            0
  Auxillary (Public Safety)          0
  Auxillary (Food Services)          0
  Auxillary (Bookstore)              0
  VP Finance (Business Office)       0
  Gainey Conference Center           0




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       What are units doing currently? Unit
               Inventory Reports



w paired courses for ESL students.




view Committee & encouraged the committee to




 spring of 2007. This includes a priority on
highly talented and diverse, faculty, staff, and
on.” Examples of actions taken in support of this




odic brown bags at Luann Dummer Center,
 loran Center
bilities




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       What are units doing currently? Unit
               Inventory Reports
pportive of the university’s strategic directives on

as a continuation of last year’s seminars on


y” strategy.
hrough our annual Christmas giving program.
, & values of the University.

or minority students in the University paint &



ware of the mission-focused activities on campus

e students


easier
s get done" & "who’s who” on the Mpls. Campus
ersity recruitment tools.

comfortable diversity related topics
 nclusive environment on the Mpls Campus



 earch process for our last open position. We
ented groups, & the candidates from under-


 ur mission would be a good vehicle to help us




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       What are units doing currently? Unit
               Inventory Reports



ing process.

ations regarding diversity. The management staff

ns, & banquet put on by the employees for the


practices for hiring.
r Paul Schnell.
emy.
. That includes both students & employees.

our qualifications.
& equality.
can, Hispanic, Hmong, mentally disabled. I also




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       What are units doing currently? Unit
               Inventory Reports

 community, making new friends & obtaining a
s, we have learned that we must communicate well

ader perspective of the world that we live in.




 Office of Mission

 s
population & the minority population on campus

s
 y & regularly to the Business Office staff
he University's mission
lated activity per year; incorporate this




ns." The retreat centers on cardinal virtues of

veloping better understanding of our individual

eries calls upon area alumni, friends & staff to learn
 icipate regularly in the program.
 lavery and the rich diverse culture of a family.
y discussion on diversity and the changing face of

am specific menu needs).




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       What are units doing currently? Unit
               Inventory Reports


sponsible for once-a-month meal delivery.




ency for & commitment to hiring a diverse faculty.




LD as part of next phase)




ons Offices’ request for a higher tuition discount
ted applicants who self-identify as people of color.
upported a faculty development program this fall




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       What are units doing currently? Unit
               Inventory Reports




events on campus. (i.e. The Stigma of Mental

which has supported or sponsored numerous
 art/artifacts throughout the university




All appropriate reports include such breakdowns



us Climate & attended presentation on results from

y. Pre- & post-surveys of students reinforces focus




 discussion makes sense.




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       What are units doing currently? Unit
               Inventory Reports
ity programming on campus, and brown




ent in response to climate study findings.




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 What are units doing currently? Unit
         Inventory Reports




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      What are units doing currently? Unit
              Inventory Reports




uly 2008
007) which now lists approx.60 service learning


ntercultural learning, engagement with diverse



epresentation from underrepresented groups must
us for interviews.




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       What are units doing currently? Unit
               Inventory Reports
& a diverse staff. UR has had the opportunity to
 ed to additional diversity within the office.


iversity; Mission & Diversity, presented by Dr.
Self Workshop; participation in Leading in a




ns




 activities including teaching efforts related to

valuation process


 iversity.
 l Law School staff to participate in SafeZone Project



at UST & beyond. Student Affairs has many
e our staff to attend these conferences & present

ces to offer more inclusive services.




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 What are units doing currently? Unit
         Inventory Reports




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 What are units doing currently? Unit
         Inventory Reports




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       What are units doing currently? Unit
               Inventory Reports




& approves/denies requests from student




t of color & an elementary school principal of color




 for diversity & inclusion, even when they are

m diverse backgrounds.

sors variety of speakers on campus.
s that lobby to political leaders in D.C. to improve




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 es:
 approved by faculty, etc.; accurate & efficient
munication with ISS, INTL Admissions, International
 ) regarding academic issues & policies affecting IS;
midterm & final grades)




out & to discuss student concerns about climate




  with other campus offices (Business Office,




 epresentative from the Student Council to gain




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       What are units doing currently? Unit
               Inventory Reports


ans’ luncheons. The deans met with a selected
w they relate to our mission. The dean responded



 ocus on University activities, diversity and campus

e communication between students and
nd guest speakers at USG weekly meetings.
 students and office constituents to keep them

 ivision throughout the year focused on university




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 What are units doing currently? Unit
         Inventory Reports




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      What are units doing currently? Unit
              Inventory Reports




procal learning with community partners who

to the unique UST experience
meet the new faculty, explain programs, & address




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      What are units doing currently? Unit
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ort/competence.
 hrough the Leadership Academy.




n except for two words).




 from the Assistant Dean for Student &
hool & 2) the founding of UST by Archbishop



Week committee.
the St. Thomas mission & convictions to reinforce

ace and poverty (co-sponsored with Campus




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 What are units doing currently? Unit
         Inventory Reports




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 What are units doing currently? Unit
         Inventory Reports




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       What are units doing currently? Unit
               Inventory Reports




wo events, & promoted them with faculty who have

logues & events/speakers addressing diversity




monitored in terms of student & faculty




staff as one of our core values.




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 What are units doing currently? Unit
         Inventory Reports




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       What are units doing currently? Unit
               Inventory Reports




 faculty. Cosponsored by IEC, Service Learning, &




ox. 675 students have been involved in courses
 hat work with diverse groups (immigrants and
.)
ate courses with service learning which are listed
to seek out classes that include service-learning




 have academic, first-year advising, and Student
r diversity goals. The curricular part of the proposal
AS department chairs.




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       What are units doing currently? Unit
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n the Classroom lead by Professor Toni Johnson




oners on Racial & Ethnic Health Disparities.

e in Ghana, homelessness, health care & viewing &

ns in supervision.

 Linkages program.
tivities to help international students integrate into
 y Weekend, etc.)




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         What are units doing currently? Unit
                 Inventory Reports
  the description or “Clarification of Key Concept”
 culty will use to propose courses for approval in




 encouraged to use these courses to understand

alia.

m/curriculum.




on statement when discussing the rationale for




uirement & is offering workshops for faculty who




e common good” from our mission statement, &




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       What are units doing currently? Unit
               Inventory Reports
ating students regarding various diversity themes &




0 St. Thomas students per academic year).

pliance is underway).


007. >Fall 2007 multicultural affairs program
onstitutional Law
e curricula. Social work programs must integrate

ate & graduate levels.
tems; 2) Understand the forms & mechanics of

scrimination; 2) Employ intervention methods
ce the strategies & skills of change that advance




us on civil discourse.




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 What are units doing currently? Unit
         Inventory Reports




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 What are units doing currently? Unit
         Inventory Reports




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       What are units doing currently? Unit
               Inventory Reports




ements




 lusion.
ghlighted as one of UST's convictions in our
ntroduced & made available to students and

ugust & 3 days in January. Training/professional
ming & social justice.




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       What are units doing currently? Unit
               Inventory Reports

eness panel.

 Service-Learning (SL) liaison. Participated in SL
ties bringing focus to social justice/diversity
s to facilitate success/ retention of students.
ues.



n diversity June 2007.

nal Faculty Development Seminars-non-western

standing of African cultures to be more welcoming

Costa Rica and Ghana.


ents of color.
 ntinually develop sensitivities & skills in these

s, both in & out of the classroom.
Dr. Michael Jordan.




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       What are units doing currently? Unit
               Inventory Reports
o years; we are hoping to sponsor this workshop
 Experiential Learning in Fall 07. Spent a good part
cs of Service Learning workshop sponsored in
b 09.




y-related professional development that have been
e to be a priority.

6 pm, a time when both full time & adjunct faculty

egal services to diverse populations focusing on

ference. Career staff members attend student




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 What are units doing currently? Unit
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 What are units doing currently? Unit
         Inventory Reports




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 What are units doing currently? Unit
         Inventory Reports




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      What are units doing currently? Unit
              Inventory Reports




ing function through the development of stronger




earch.
rtisements are purchased accordingly.
n our efforts at promoting UST.




re diverse audiences.




limited to:
 res & the importance of our diversity goals. These
rence sheets for Historically Black Colleges, Native

 are discussed. Those we can identify as from
e top tier.
roup then the reasons for that must be specified on




     REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
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 What are units doing currently? Unit
         Inventory Reports




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 What are units doing currently? Unit
         Inventory Reports




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 What are units doing currently? Unit
         Inventory Reports




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 What are units doing currently? Unit
         Inventory Reports




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       What are units doing currently? Unit
               Inventory Reports




o recruits students. Director has attended a college
  Deficit Disorder for the past 5 years. Director has



 ents with a focus on under-represented students &
ucation) to provide outreach opportunities for



 e is not possible. The tenure & tenure-track
een increased over the last five years.




Lincoln International High School come to UST;
r 19th.




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       What are units doing currently? Unit
               Inventory Reports
m to see the need to be prepared.




hey sign up in groups of ten). While this is intended
 to help faculty of color & junior faculty in general
 general.



women)

women)
 ne of these women is a minority, & we have invited

  process.

e candidates in the screening process.
color




 l work.




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       What are units doing currently? Unit
               Inventory Reports
tudents of color for leadership positions. This is

voted to topics that increase the staff's cultural

pulations




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 What are units doing currently? Unit
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 What are units doing currently? Unit
         Inventory Reports




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       What are units doing currently? Unit
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ing Racism.




needed to extend hiring pools, increasing our




an environment with diverse clientele.




ster, student staff are 50-60% of color.
rams include a demographic component which
d other programs differently. For the last three




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 What are units doing currently? Unit
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 What are units doing currently? Unit
         Inventory Reports




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 What are units doing currently? Unit
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       What are units doing currently? Unit
               Inventory Reports




ch; lunch for exchange students.
  presentations for HANA, collaboration with MCSS


 7-08.
ts.
 rams for IS



tion paid to possible differences between students

n that includes cultural competence & diversity




to do more in this area.




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       What are units doing currently? Unit
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o-curricular initiatives, including but not limited to:




ogahed




standing; competitor law schools have minimum
ncreased tuition discount rate described in #1 B.


nd language.
 in Academics & Leadership (REAL) Program & the

 team exists to promote the retention of all
f the team, assists us in effectively retaining

help them adjust to St. Thomas & life in Minnesota.
g international students. Both contribute towards

 orts with health education & care for international
s who have financial need to help cover the cost of




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 What are units doing currently? Unit
         Inventory Reports




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 What are units doing currently? Unit
         Inventory Reports




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      What are units doing currently? Unit
              Inventory Reports




these women with opportunities for increased




m dean was appointed, he appointed a woman to
been women.




positions held by women.
 ams.
focused on her academic work regarding women in




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 What are units doing currently? Unit
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        What are units doing currently? Unit
                Inventory Reports




mber, including a play, “The Deaf Duckling” to be
 disability both as a UST member & a member in




ommodate the physical abilities of specific
 egarding the specific needs.
 eelchair lift for the new location of the Aquin to




olor

ersonal Counseling internship. All candidates who

ng.
re traditionally underrepresented.
r this group of student parents.



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         What are units doing currently? Unit
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meetings.
 o share personal convictions in a supported, open

Week.




 greater sense of community.




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       What are units doing currently? Unit
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been active in promoting veteran reintegration into
 inistration, participation in “Beyond the Yellow
activities; been a Friendship Family for
 C, Goodwill, & The Basilica; participated in &
upport for the GLBT community; been active in the
 chaired & assisted in planning Community Week;
and money to Feed My Starving Children & with the




within the alumni base

vision or department level. At least two are




onsored by asst. dean for student & multicultural




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       What are units doing currently? Unit
               Inventory Reports

  “Talking Circles.”
nment
 f advisors for these student groups


 up with diversity dialogues.
ultures, traditions and backgrounds.
nges surrounding diversity & inclusion.
 s, staff & faculty were invited to special dinner




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 What are units doing currently? Unit
         Inventory Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
     Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




      What are units doing currently? Unit
              Inventory Reports




support for Allies student organization.




es for GLBT students. All staff members were
be closed for a portion of an afternoon.




     REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
        Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




         What are units doing currently? Unit
                 Inventory Reports




duals with disabilities in our community & to
w:
 ing with Tim Scully to have his COJO 360 students
ent to talk about his experience with traumatic

ness.




        REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
     Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




       What are units doing currently? Unit
               Inventory Reports
l academic buildings were accessible to those with
%.




e first floor of the building…more awareness and




 Counseling to create a positive environment for




     REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
      Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




       What are units doing currently? Unit
               Inventory Reports


 foster an understanding of & commitment to our

r. Potter.




/open letter
 dignity & common good.

e.




      REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
     Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




      What are units doing currently? Unit
              Inventory Reports
nneapolis/St. Paul public & Catholic schools & learn
t point of contact for local people & community




of their house by fire
ng & food support on an annual basis.
eedy K-12 students.




     REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
      Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




       What are units doing currently? Unit
               Inventory Reports




t by known, personal attributes.
intenance of open lines of communication with
 listen & address internal issues.

 nd undergraduate programs & include our work-
ays.




Faculty & directors
 fic & continuous efforts to provide a learning
ability, ethnicity, family structure, gender, marital

hree-day training for all student leaders in Student
 to create inclusive communities.
a training seminar focused on leadership and

culty and staff who need a support in responding to




      REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit
         Inventory Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                              AA Academic Counseling
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."

                        1.12 There is an opportunity for leaders across UST    → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and
                        accountability.                                        → Unit reports on diversity rather than individual
                                                                               reports – makes it a unit responsibility, fosters
                                                                               training by unit.
                                                                               → Modify the Faculty Annual Report to require
                                                                               departments to list their diversity activities for
                                                                               evaluation.
                        1.13 Leadership’s commitment to diversity and          →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the             that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic     diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                      ready to support).
                                                                               →Goal setting – every department should address
                                                                               climate with at least one goal.
                                                                               →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                         AA Academic Counseling
                                Climate Study Results Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                         Suggested Next Step Actions
       1.3 An Commitment to strengthen the
1. Leadershipopportunity exists& Involvement communication                   →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST               follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making      dialogue and diverse viewpoints.
          process.




                                                                           →Assure international students receive feedback
                                                                           on proposal for increasing international student
                                                                           scholarships.
                                                                           →Extend presidential breakfast meetings to
                                                                           different groups of staff and faculty.
          1.4 UST population needs to better understand the connection     →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                       Institutional Diversity, etc., to lead unit discussions
                                                                           about the values-orientation of UST’s mission to
                                                                           help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                           AA Academic Counseling
                                Climate Study Results Areas of                    Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                          Suggested Next Step Actions
       1.5 There is a fundamental Involvement
1. Leadership Commitment & understanding of diversity and its               →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition    the concept of inclusive excellence.
          or framework for the concept of inclusion.                        →Sponsor community discussions/conversations
                                                                            about UST’s definition of diversity to help all
                                                                            employees and students understand what it really
                                                                            means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                 →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and      program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.               text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an             →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal       diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate       transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the     Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.

                                                                            →Close the loop on service learning by connecting
                                                                            the activities and outcomes back to the mission of
                                                                            UST.
                                                                            →Pay attention to diversity in
                                                                            graduate/professional programs (some are already
                                                                            covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion    Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.        cell heightDefault text to align cell height




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                               Diversity Action Plan, 2008-2011



                                                                              AA Academic Counseling
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
       2.4 Identify areas of diversity-related opportunity and provide
1. Leadership Commitment & Involvement                                     →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.




                                                                               → Provide adequate financial support for and
                                                                               strong commitment to faculty development.
                                                                               →Develop and institute a process to enable faculty
                                                                               to respond to student evaluations that specifically
                                                                               critique the way they taught a diversity-related
                                                                               topic.
                                                                               →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and          →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and          requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity    stipulate their "hiring for diversity" strategy.
          hiring initiatives.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                            AA Academic Counseling
        3.1 Increase awareness and training for hiring managers and
                              Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areasabout UST’s strategic rationale for diversity and
        officials
                               Opportunity (Improvement)
        inclusion by linking them to institutional planning and diversity           Suggested Next Step Actions
        hiring initiatives.
1. Leadership Commitment & Involvement                                       →Ensure all hiring units follow UST’s search and
                                                                             selection process (possibly a mandatory search
                                                                             training process).
                                                                             →Enhance the Talent Management System to
                                                                             include diversity recruitment resources and
                                                                             tools—including list of Historically Black Colleges
                                                                             and Universities, Hispanic-based organizations, etc.

                                                                             →Develop a recruitment packet that search
                                                                             committees can use to help market and familiarize
                                                                             finalists with UST and relocating and living in the
                                                                             Twin Cities.
                                                                             →Identify informal networks/"critical friends" to
                                                                             advise search committees on diversity issues in a
                                                                             "risk-free" manner where open and candid
                                                                             discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse     →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage      strategy.
          and retain these individuals once they are members of the UST
          community.




                                                                             →Promote and encourage the affinity groups as
                                                                             formal/informal networks on campus.
                                                                             →Explore ways to create greater flexibility within
                                                                             the tenure and promotion process to create a more
                                                                             family-friendly institution.
                                                                             →Evaluate Pay-For-Performance Program to
                                                                             discern effects on retention; team-work (Are there
                                                                             unintended consequences?).




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                            AA Academic Counseling
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
                 3.21 UST needs to provide sufficient funding and
1. Leadership Commitment & Involvement                                       →Determine senior management’s level of
                        resources to ensure that diverse populations can     commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient
                        support services and professional development        →Set specific diversity goals and objectives.
                        opportunities.                                       →Pool institutional resources or allocate resources
                                                                             to recognize extraordinary achievement and/or
                                                                             service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.




                                                                             →Provide more scholarships, as well as support
                                                                             systems, to continue to engage and retain all
                                                                             students—especially students of color and
                                                                             international students.
                                                                             →Incorporate cultural competence in core courses
                                                                             to help faculty and students increase their
                                                                             competency-levels in the areas of diversity and
                                                                             inclusion.
          3.3 UST has made some progress with the recruitment of             Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as         text to align cell heightDefault text to align cell
          limited.                                                           heightDefau
          3.4 Advancement and growth opportunities for diverse faculty       Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                              cell heightDefault text to align cell




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                            AA Academic Counseling
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
       3.5 Faculty , staff and students expressed that
1. Leadership Commitment & Involvement UST needs to                          →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.



4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and     → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive   informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all   → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                         4.11 Members of the campus community shared           → Create a locus for GLBT research, education,
                         the perception that GLBT students (especially male    mentorship. Create a job position in the area of a
                         students) are the recipients of the most negative     Student Affairs and establish a resource room.
                         and disparate treatment.
                         4.12 Generally speaking, UST has a "don’t ask,
                         don’t tell" policy regarding the sexual orientation
                         of faculty and staff.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                              AA Academic Counseling
                                Climate Study Results Areas of                          Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                                Suggested Next Step Actions
                 4.13 UST is going to have to take
1. Leadership Commitment & Involvement proactive steps to → Increase awareness of visible or invisible
                        include individuals with disabilities and ensure          disabilities, and add accessibility to buildings where
                        access to services across campus.                         it does not currently exist.




          4.2 Overall, there is ambiguity and confusion regarding UST's           → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the       interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


Director of Academic Support Center (ASC) has
completed coursework for MA in ESL & proposed new
paired courses for ESL students.
Academic Counselor joined team of UST faculty/staff
volunteers for Open Arms organization; was responsible
for once-a-month meal delivery.
Director of Enhancement Program – Disabilities Services
(EP-DS) is attending more diversity related events on
campus. (i.e. The Stigma of Mental Illness; the Diversity
Education Series).




Director of Academic Counseling (AC) serves as chair of
the Student Life Committee, which reviews &
approves/denies requests from student organizations to
bring diverse speakers to campus.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
Academic Counselor serves as primary contact for
international students (IS). Support for ISS includes:
prompt & accurate communication to new IS pre-arrival
regarding course selection, getting courses approved by
faculty, etc.; accurate & efficient registration of new IS;
reviewing academic expectations with new IS each
semester; consistent communication with ISS, INTL
Admissions, International Programs, Suzanne Donsky (ESL
tutor & English instructor), David Moore (ASC), & Bonnie
Olson (ELS) regarding academic issues & policies affecting
IS; prompt contact/intervention with international
students who are having difficulty (after receiving
midterm & final grades)




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence        MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Director of EH-DS will be attending each of the above



Director of EH-DS worked with Chris Kachian of the
Human Diversity Curriculum Committee to write the
description or “Clarification of Key Concept” for the new
disability area of inquiry. This is the description that will
be included on the form that faculty will use to propose
courses for approval in this area.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence       MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
>Breaking Barriers Committee: immigrant/refugee
conferences.
>Director of EP-DS trains faculty about students with
disabilities. Worked with FD on disability awareness
panel.
>Director of EH-DS requested funding for upcoming
disability awareness events.
>Academic Counselor advised undergraduate students
participating in J-term VISION. Also served as Service-
Learning (SL) liaison. Participated in SL meetings
representing goals/concerns, communicated
issues/changes. Engage in social justice activities bringing
focus to social justice/diversity initiatives. Communicate
with the MSS staff. Work with Wallin Foundation & Dease
Scholar students to facilitate success/ retention of
students.
>Ongoing efforts: training with the Office of MSS, viewing
of relevant films that highlight cultural issues.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence        MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




While this section seems to discuss recruitment &
retention of faculty & staff, Director of EH-DS also recruits
students. Director has attended a college recruitment
fair at Groves Academy, a high school for students with
learning disabilities & Attention Deficit Disorder for the
past 5 years. Director has also presented at Cretin
Derham High School about services for students with
disabilities




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
All department members were required to attend
campus-wide training, Understanding & Dismantling
Racism.




>Probation program works to help retain students who
are on probation for the first time.
>Tutoring & Notetaking Services provided for ESL
students.
>Academic skills workshop for international students.
>Study skills presentation to REAL Project




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
Director of EH-DS is part of a committee that has planned
two disability awareness events for December, including
a play, “The Deaf Duckling” to be performed by Mixed
Blood Theatre, & a student/faculty panel to discuss the
experience of having a disability both as a UST member &
a member in the greater community.




Academic Counselors have participated in Safe Zone &
Ally training & are committed to serve as allies for GLBT
students. All staff members were required to attend
campus-wide Conversations on Climate (Ally training),
which required offices to be closed for a portion of an
afternoon.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
>Academic Support Center moved to accessible location
this past year.
>Assistant Director of ASC trained & assisted with
Enhancement Program.
>Everything the Director does on a day to day basis
involves taking proactive steps to include individuals with
disabilities in our community & to provide them with
access. In addition to day-to-day responsibilities, some
highlights are listed below:
See #5 above. Additional items are being planned for
spring semester. The Director of EP-DS is working with
Tim Scully to have his COJO 360 students develop a
documentary about students with disabilities. The
Director has also invited a former student to talk about
his experience with traumatic brain injury, & plan to
invite a speaker on disability.
>The Director recently contacted the editor of the AQUIN
to develop a story about disability awareness.




Academic Counselor serves as board member of the
Luann Dummer Center.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                      AA Angie BH
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity      accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and    involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and
                        accountability.

                                                                              → Unit reports on diversity rather than individual
                                                                              reports – makes it a unit responsibility, fosters
                                                                              training by unit.
                                                                              → Modify the Faculty Annual Report to require
                                                                              departments to list their diversity activities for
                                                                              evaluation.
                        1.13 Leadership’s commitment to diversity and         →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the            that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic    diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                     ready to support).




                                                                              →Goal setting – every department should address
                                                                              climate with at least one goal.
                                                                              →Establish a reward system to recognize mission-
                                                                              centered activities undertaken by faculty and staff.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                       AA Angie BH
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
       1.2 Specific dimensions & Involvement
1. Leadership Commitmentof diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.
          1.4 UST population needs to better understand the connection         →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                           Institutional Diversity, etc., to lead unit discussions
                                                                               about the values-orientation of UST’s mission to
                                                                               help educate faculty, staff, and students.

                                                                               →Place greater emphasis on and communicate
                                                                               more broadly and regularly the mission-focused
                                                                               activities taking place at UST.
                                                                               →Manager tips on reviewing the diversity item on
                                                                               annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its        →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition       the concept of inclusive excellence.
          or framework for the concept of inclusion.                           →Sponsor community discussions/conversations
                                                                               about UST’s definition of diversity to help all
                                                                               employees and students understand what it really
                                                                               means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                    →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and         program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.                  text/academic diversity focus.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                              Diversity Action Plan, 2008-2011



                                                                                     AA Angie BH
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
       2.2 Based on student perceptions and some
1. Leadership Commitment & Involvement faculty, an                       →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal    diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate    transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                →Close the loop on service learning by connecting
                                                                         the activities and outcomes back to the mission of
                                                                         UST.
                                                                         →Pay attention to diversity in
                                                                         graduate/professional programs (some are already
                                                                         covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.     cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011

          3.1 Increase awareness and training for hiring managers and
          officials about UST’s strategic rationale for diversity and
          inclusion by linking them to institutional planning and diversity          AA Angie BH
          hiring initiatives.
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse      →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage       strategy.
          and retain these individuals once they are members of the UST       →Promote and encourage the affinity groups as
          community.                                                          formal/informal networks on campus.
                                                                              →Explore ways to create greater flexibility within
                                                                              the tenure and promotion process to create a more
                                                                              family-friendly institution.
                                                                              →Evaluate Pay-For-Performance Program to
                                                                              discern effects on retention; team-work (Are there
                                                                              unintended consequences?).
                        3.21 UST needs to provide sufficient funding and      →Determine senior management’s level of
                        resources to ensure that diverse populations can      commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient     →Set specific diversity goals and objectives.
                        support services and professional development         →Pool institutional resources or allocate resources
                        opportunities.                                        to recognize extraordinary achievement and/or
                                                                              service in the area of diversity.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                  Diversity Action Plan, 2008-2011
                        3.21 UST needs to provide sufficient funding and
                        resources to ensure that diverse populations can
                        be effectively retained with more than sufficient
                        support services and professional development
                                                                                       AA Angie BH
                        opportunities. Study Results Areas of
                               Climate                                               Focus Groups/Brown Bag Session
    Focus Areas
                                  Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement                                         → Invest in professional development and
                                                                               advancement of current employees who are
                                                                               members of underrepresented groups. Encourage
                                                                               managers to promote their efforts to reach goals at
                                                                               UST rather than elsewhere.
                         3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                         retention and engagement of diverse students on Program, 360 Program).
                         campus.                                               →Provide more scholarships, as well as support
                                                                               systems, to continue to engage and retain all
                                                                               students—especially students of color and
                                                                               international students.
                                                                               →Incorporate cultural competence in core courses
                                                                               to help faculty and students increase their
                                                                               competency-levels in the areas of diversity and
                                                                               inclusion.
          3.3 UST has made some progress with the recruitment of               Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                  cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                             heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                                cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to         →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity           the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and             cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all
          its students, faculty, and staff.                                  → Adopt common language to talk about diversity.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                   MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                        AA Angie BH
                                Climate Study Results Areas of                        Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                              Suggested Next Step Actions
                 4.11 Members of the campus
1. Leadership Commitment & Involvement community shared                         → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative     Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure      disabilities, and add accessibility to buildings where
                          access to services across campus.                     it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's         → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its         Default text to align cell heightDefault text to align
          influence on UST.                                                     cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated            → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,          transparency and community in decision-making
          including: gender, job position/tenure, physical ability,             process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio- to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Assumed responsibility for the Committee on
Internationalizing the Campus through Art & Activity
which has supported or sponsored numerous activities
showcasing global cultures, purchased art, sponsored
exhibitions & speakers, & displayed art/artifacts
throughout the university




>Advocated for support to create the Center for
Intercultural Learning & Community Engagement July
2008
>Successful in garnering support for an Office of Service
Learning, hired a program manager (June 2007) which
now lists approx.60 service learning courses a year
involving nearly 1200 students.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Supported a joint-sponsored (IEC and Service Learning)
HECUA weeklong seminar focused on urban diversity
June 2007.




Review all final candidates for positions in support of
diversity initiatives.

Encourage staff to be mentors & new hires to be




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Regularly address the issues & opportunities for
deepening the goals of inclusion in monthly team
meetings.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                         AA CILCE
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity      accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and    involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and    → Unit reports on diversity rather than individual
                        accountability.                                      reports – makes it a unit responsibility, fosters
                                                                             training by unit.
                                                                             → Modify the Faculty Annual Report to require
                                                                             departments to list their diversity activities for
                                                                             evaluation.
                        1.13 Leadership’s commitment to diversity and        →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the           that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                    ready to support).
                                                                             →Goal setting – every department should address
                                                                             climate with at least one goal.
                                                                             →Establish a reward system to recognize mission-
                                                                             centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                             MAPPING GRID                                Diversity Action Plan, 2008-2011



        1.3 An opportunity exists to strengthen the communication                    AA CILCE
        channels between the student body, employees and UST
                              Climate Study Results Areas of                  Focus Groups/Brown Bag Session
    Focus Areas Students, faculty and staff have a strong desire to be
        leadership.
                                Opportunity of the decision-making
        informed in real-time and to be a part(Improvement)                      Suggested Next Step Actions
        process.
1. Leadership Commitment & Involvement                                 →Assure international students receive feedback
                                                                       on proposal for increasing international student
                                                                       scholarships.
                                                                       →Extend presidential breakfast meetings to
                                                                       different groups of staff and faculty.
        1.4 UST population needs to better understand the connection →Engage the Office of Mission, Office of
        of diversity and inclusion to UST mission.                     Institutional Diversity, etc., to lead unit discussions
                                                                       about the values-orientation of UST’s mission to
                                                                       help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.




          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.

REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011




        2.2 Based on student perceptions and some faculty, an                           AA CILCE
        opportunity exists for UST to review and analyze the formal
                             Climate Study Results Areas of                  Focus Groups/Brown Bag Session
    Focus Areas curriculum and identify opportunities to integrate
        academic
                               Opportunity (Improvement)
        more diversity and inclusion competencies/coursework into the
                                                                                Suggested Next Step Actions
        curriculum/classroom offerings.
1. Leadership Commitment & Involvement                                 →Close the loop on service learning by connecting
                                                                       the activities and outcomes back to the mission of
                                                                       UST.
                                                                       →Pay attention to diversity in
                                                                       graduate/professional programs (some are already
                                                                       covered by accreditation mandates).
        2.3 An opportunity exists to include a diversity and inclusion Default text to align cell heightDefault text to align
        workshop in new student and employee orientation sessions.     cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
           officials about UST’s strategic rationale for diversity and
           inclusion by linking them to institutional planning and diversity
           hiring initiatives.
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                Diversity Action Plan, 2008-2011



                                                                                         AA CILCE
                               Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                Opportunity (Improvement)                             Suggested Next Step Actions
1. Leadership Commitment & Involvement                                         →Develop a recruitment packet that search
                                                                               committees can use to help market and familiarize
                                                                               finalists with UST and relocating and living in the
                                                                               Twin Cities.
                                                                               →Identify informal networks/"critical friends" to
                                                                               advise search committees on diversity issues in a
                                                                               "risk-free" manner where open and candid
                                                                               discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse       →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage        strategy.
          and retain these individuals once they are members of the UST        →Promote and encourage the affinity groups as
          community.                                                           formal/informal networks on campus.
                                                                               →Explore ways to create greater flexibility within
                                                                               the tenure and promotion process to create a more
                                                                               family-friendly institution.
                                                                               →Evaluate Pay-For-Performance Program to
                                                                               discern effects on retention; team-work (Are there
                                                                               unintended consequences?).
                        3.21 UST needs to provide sufficient funding and       →Determine senior management’s level of
                        resources to ensure that diverse populations can       commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient      →Set specific diversity goals and objectives.
                        support services and professional development          →Pool institutional resources or allocate resources
                        opportunities.                                         to recognize extraordinary achievement and/or
                                                                               service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                        AA CILCE
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas       3.22 A significant opportunity exists to increase the
                               Opportunity (Improvement)                             Suggested Next Step Actions
                      retention and engagement of diverse students on
                      campus.
1. Leadership Commitment & Involvement                                      →Provide more scholarships, as well as support
                                                                            systems, to continue to engage and retain all
                                                                            students—especially students of color and
                                                                            international students.
                                                                            →Incorporate cultural competence in core courses
                                                                            to help faculty and students increase their
                                                                            competency-levels in the areas of diversity and
                                                                            inclusion.
       3.3 UST has made some progress with the recruitment of               Default text to align cell heightDefault text to align
       women for faculty and staff positions; however, the                  cell heightDefault text to align cell heightDefault
       advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
       limited.                                                             heightDefau
       3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
       and staff are seen as fairly limited.                                cell heightDefault text to align cell
       3.5 Faculty , staff and students expressed that UST needs to         →Re-create an "Opportunities Hire Program" for
       expand its efforts to reflect a wider breadth of diversity           the purpose of hiring subject matter experts.
       dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
       religion, sexual orientation, socio-economic status, and             cell heightDefault text to align cell height
       thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all → Adopt common language to talk about diversity.
          its students, faculty, and staff.

                        4.11 Members of the campus community shared         → Create a locus for GLBT research, education,
                        the perception that GLBT students (especially male mentorship. Create a job position in the area of a
                        students) are the recipients of the most negative   Student Affairs and establish a resource room.
                        and disparate treatment.
                        4.12 Generally speaking, UST has a "don’t ask,
                        don’t tell" policy regarding the sexual orientation
                        of faculty and staff.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                             AA CILCE
                                Climate Study Results Areas of                          Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                                Suggested Next Step Actions
                 4.13 UST is going to have to take
1. Leadership Commitment & Involvement proactive steps to → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure        disabilities, and add accessibility to buildings where
                          access to services across campus.                       it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's           → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the       interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell




          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




The development of CILCE with its Matrix of related
campus departments/programs & its focus on
intercultural learning, engagement with diverse
community members, & college outreach & access.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




The Tutor/Mentor & Reading Buddies programs engage
students in the mission of UST through reciprocal learning
with community partners who represent underserved
populations in the Twin Cities metro area.




>The development of CILCE with its focus on intercultural
learning & college outreach & access.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




CILCE partners with the Office of Admissions to provide
college outreach to local middle school students with a




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




The directorship of the new CILCE office is staffed by a
female employee.




Through required student reflection, the Tutor/Mentor
program provides students an opportunity to share




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Through the Tutor/Mentor & Reading Buddies programs,
UST students work with students from Minneapolis/St.
Paul public & Catholic schools & learn about the cultures
represented in these diverse local neighborhoods. CILCE
was created to be a first point of contact for local people
& community organizations to get involved with UST &
foster greater mutual respect & understanding.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                          AA International Education
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity      accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and    involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and    → Unit reports on diversity rather than individual
                        accountability.                                      reports – makes it a unit responsibility, fosters
                                                                             training by unit.
                                                                             → Modify the Faculty Annual Report to require
                                                                             departments to list their diversity activities for
                                                                             evaluation.
                        1.13 Leadership’s commitment to diversity and        →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the           that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                    ready to support).
                                                                             →Goal setting – every department should address
                                                                             climate with at least one goal.
                                                                             →Establish a reward system to recognize mission-
                                                                             centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                             MAPPING GRID                                Diversity Action Plan, 2008-2011



        1.3 An opportunity exists to strengthen the communication        AA International Education
        channels between the student body, employees and UST
                              Climate Study Results Areas of                  Focus Groups/Brown Bag Session
    Focus Areas Students, faculty and staff have a strong desire to be
        leadership.
                                Opportunity of the decision-making
        informed in real-time and to be a part(Improvement)                      Suggested Next Step Actions
        process.
1. Leadership Commitment & Involvement                                 →Assure international students receive feedback
                                                                       on proposal for increasing international student
                                                                       scholarships.
                                                                       →Extend presidential breakfast meetings to
                                                                       different groups of staff and faculty.
        1.4 UST population needs to better understand the connection →Engage the Office of Mission, Office of
        of diversity and inclusion to UST mission.                     Institutional Diversity, etc., to lead unit discussions
                                                                       about the values-orientation of UST’s mission to
                                                                       help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011
          2.2 Based on student perceptions and some faculty, an
          opportunity exists for UST to review and analyze the formal
          academic curriculum and identify opportunities to integrate
          more diversity and inclusion competencies/coursework into the
                                                                           AA International Education
          curriculum/classroom offerings.
                               Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                  Opportunity (Improvement)                           Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Pay attention to diversity in
                                                                              graduate/professional programs (some are already
                                                                              covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion      Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.          cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.




3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
           officials about UST’s strategic rationale for diversity and
           inclusion by linking them to institutional planning and diversity
           hiring initiatives.
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                Diversity Action Plan, 2008-2011



                                                                           AA International Education
                               Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                Opportunity (Improvement)                             Suggested Next Step Actions
1. Leadership Commitment & Involvement                                         →Develop a recruitment packet that search
                                                                               committees can use to help market and familiarize
                                                                               finalists with UST and relocating and living in the
                                                                               Twin Cities.
                                                                               →Identify informal networks/"critical friends" to
                                                                               advise search committees on diversity issues in a
                                                                               "risk-free" manner where open and candid
                                                                               discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse       →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage        strategy.
          and retain these individuals once they are members of the UST        →Promote and encourage the affinity groups as
          community.                                                           formal/informal networks on campus.
                                                                               →Explore ways to create greater flexibility within
                                                                               the tenure and promotion process to create a more
                                                                               family-friendly institution.
                                                                               →Evaluate Pay-For-Performance Program to
                                                                               discern effects on retention; team-work (Are there
                                                                               unintended consequences?).
                        3.21 UST needs to provide sufficient funding and       →Determine senior management’s level of
                        resources to ensure that diverse populations can       commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient      →Set specific diversity goals and objectives.
                        support services and professional development          →Pool institutional resources or allocate resources
                        opportunities.                                         to recognize extraordinary achievement and/or
                                                                               service in the area of diversity.

                                                                               → Invest in professional development and
                                                                               advancement of current employees who are
                                                                               members of underrepresented groups. Encourage
                                                                               managers to promote their efforts to reach goals at
                                                                               UST rather than elsewhere.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                             MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                      AA International Education
                                Climate Study Results Areas of                  Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                        Suggested Next Step Actions
                 3.22 A significant opportunity
1. Leadership Commitment & Involvement exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on   Program, 360 Program).
                        campus.




                                                                          →Provide more scholarships, as well as support
                                                                          systems, to continue to engage and retain all
                                                                          students—especially students of color and
                                                                          international students.
                                                                          →Incorporate cultural competence in core courses
                                                                          to help faculty and students increase their
                                                                          competency-levels in the areas of diversity and
                                                                          inclusion.
          3.3 UST has made some progress with the recruitment of          Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the             cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as      text to align cell heightDefault text to align cell
          limited.                                                        heightDefau


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                            AA International Education
                                Climate Study Results Areas of                          Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                                Suggested Next Step Actions
       3.4 Advancement and growth opportunities
1. Leadership Commitment & Involvement for diverse faculty                   Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                              cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to       →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and        → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive      informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all      → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                          4.11 Members of the campus community shared             → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male      mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative       Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to    → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure        disabilities, and add accessibility to buildings where
                          access to services across campus.                       it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's           → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the       interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Three international alumni events: 2003 (Germany),2005
(Germany), 2009 (UST)




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




International Admissions materials/website include
statements on the mission/values as important to the
unique UST experience




HECUA Summer Seminar on experiential education
(including service) in diverse TC communities for faculty.
Cosponsored by IEC, Service Learning, & Faculty
Development: 2007, 2008
>Courses identified in Study Abroad programs that would
meet the diversity requirement. Students encouraged to
use these courses to understand the diversity of culture
in which studying.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence       MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Hecua Summer Seminars on intercultural & service
opportunities in the Twin cities; CIEE International Faculty
Development Seminars-non-western sites given
preference past three years (Ghana, China, Turkey,




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
>Doubled number of undergraduate international
students (IS) enrolled during past two years.
>Small increase in financial aid for incoming IS. Key issue
for future retention.
>Established events for new IS at President's home:
Welcome for New Students; student leader lunch; lunch
for exchange students.
>Specific outreach to multicultural students to study
abroad, including meeting with REAL students,
presentations for HANA, collaboration with MCSS to
address perceived barriers to study abroad.
>Increased special scholarships for multicultural students
from one to two.
>Participation in study abroad of students of color
increased from 11% to 13 % from 2006-07 to 2007-08.
>Recruit Study Abroad returnees as International
Mentors, GMSA members, Culture Link participants.
>International programming to promote study abroad
returnee interaction with GMSA & OISS programs for IS




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>International programming sponsored by International
Programs Matrix, including International Week.




Kurpius Scholarship for student with disability to study
abroad.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                    AA Joe Kreitzer
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."


                        1.12 There is an opportunity for leaders across UST    → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and      → Unit reports on diversity rather than individual
                        accountability.                                        reports – makes it a unit responsibility, fosters
                                                                               training by unit.
                                                                               → Modify the Faculty Annual Report to require
                                                                               departments to list their diversity activities for
                                                                               evaluation.
                        1.13 Leadership’s commitment to diversity and          →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the             that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic     diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                      ready to support).
                                                                               →Goal setting – every department should address
                                                                               climate with at least one goal.
                                                                               →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.

REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                             MAPPING GRID                                Diversity Action Plan, 2008-2011



        1.3 An opportunity exists to strengthen the communication               AA Joe Kreitzer
        channels between the student body, employees and UST
                              Climate Study Results Areas of                  Focus Groups/Brown Bag Session
    Focus Areas Students, faculty and staff have a strong desire to be
        leadership.
                                Opportunity of the decision-making
        informed in real-time and to be a part(Improvement)                      Suggested Next Step Actions
        process.
1. Leadership Commitment & Involvement                                 →Assure international students receive feedback
                                                                       on proposal for increasing international student
                                                                       scholarships.
                                                                       →Extend presidential breakfast meetings to
                                                                       different groups of staff and faculty.
        1.4 UST population needs to better understand the connection →Engage the Office of Mission, Office of
        of diversity and inclusion to UST mission.                     Institutional Diversity, etc., to lead unit discussions
                                                                       about the values-orientation of UST’s mission to
                                                                       help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011
          2.2 Based on student perceptions and some faculty, an
          opportunity exists for UST to review and analyze the formal
          academic curriculum and identify opportunities to integrate
          more diversity and inclusion competencies/coursework into the
                                                                                    AA Joe Kreitzer
          curriculum/classroom offerings.
                               Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                  Opportunity (Improvement)                           Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Pay attention to diversity in
                                                                              graduate/professional programs (some are already
                                                                              covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion      Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.          cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.




3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
           officials about UST’s strategic rationale for diversity and
           inclusion by linking them to institutional planning and diversity
           hiring initiatives.
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                Diversity Action Plan, 2008-2011



                                                                                    AA Joe Kreitzer
                               Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                Opportunity (Improvement)                             Suggested Next Step Actions
1. Leadership Commitment & Involvement                                         →Develop a recruitment packet that search
                                                                               committees can use to help market and familiarize
                                                                               finalists with UST and relocating and living in the
                                                                               Twin Cities.
                                                                               →Identify informal networks/"critical friends" to
                                                                               advise search committees on diversity issues in a
                                                                               "risk-free" manner where open and candid
                                                                               discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse       →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage        strategy.
          and retain these individuals once they are members of the UST        →Promote and encourage the affinity groups as
          community.                                                           formal/informal networks on campus.
                                                                               →Explore ways to create greater flexibility within
                                                                               the tenure and promotion process to create a more
                                                                               family-friendly institution.
                                                                               →Evaluate Pay-For-Performance Program to
                                                                               discern effects on retention; team-work (Are there
                                                                               unintended consequences?).
                        3.21 UST needs to provide sufficient funding and       →Determine senior management’s level of
                        resources to ensure that diverse populations can       commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient      →Set specific diversity goals and objectives.
                        support services and professional development          →Pool institutional resources or allocate resources
                        opportunities.                                         to recognize extraordinary achievement and/or
                                                                               service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                Diversity Action Plan, 2008-2011



                                                                                    AA Joe Kreitzer
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas       3.22 A significant opportunity exists to increase the
                               Opportunity (Improvement)                             Suggested Next Step Actions
                      retention and engagement of diverse students on
                      campus.
1. Leadership Commitment & Involvement                                      →Provide more scholarships, as well as support
                                                                            systems, to continue to engage and retain all
                                                                            students—especially students of color and
                                                                            international students.
                                                                            →Incorporate cultural competence in core courses
                                                                            to help faculty and students increase their
                                                                            competency-levels in the areas of diversity and
                                                                            inclusion.
       3.3 UST has made some progress with the recruitment of               Default text to align cell heightDefault text to align
       women for faculty and staff positions; however, the                  cell heightDefault text to align cell heightDefault
       advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
       limited.                                                             heightDefau
       3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
       and staff are seen as fairly limited.                                cell heightDefault text to align cell
       3.5 Faculty , staff and students expressed that UST needs to         →Re-create an "Opportunities Hire Program" for
       expand its efforts to reflect a wider breadth of diversity           the purpose of hiring subject matter experts.
       dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
       religion, sexual orientation, socio-economic status, and             cell heightDefault text to align cell height
       thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and     → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive   informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all   → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                         4.11 Members of the campus community shared           → Create a locus for GLBT research, education,
                         the perception that GLBT students (especially male    mentorship. Create a job position in the area of a
                         students) are the recipients of the most negative     Student Affairs and establish a resource room.
                         and disparate treatment.
                         4.12 Generally speaking, UST has a "don’t ask,
                         don’t tell" policy regarding the sexual orientation
                         of faculty and staff.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                        AA Joe Kreitzer
                                Climate Study Results Areas of                          Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                                Suggested Next Step Actions
                 4.13 UST is going to have to take
1. Leadership Commitment & Involvement proactive steps to → Increase awareness of visible or invisible
                        include individuals with disabilities and ensure          disabilities, and add accessibility to buildings where
                        access to services across campus.                         it does not currently exist.




          4.2 Overall, there is ambiguity and confusion regarding UST's     → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the interests of future students, faculty and staff.
          diversity and inclusion initiative.

          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Academic Affairs has explicit language and procedures in
its faculty hiring process regarding the urgency for &
commitment to hiring a diverse faculty.

Institutional Research & Analysis reports are current with
respect to required reporting standards. All appropriate
reports include such breakdowns unless doing so would




As part of our procedure for hiring faculty, any potential
on-campus pool which does not include a representation
from underrepresented groups must address the
reason(s) for the deficiency, & in some cases additional




EVP CAcO met with student leaders during AY 08 (along
with Joe Kreitzer & Sue Chaplin) to hear about & to
discuss student concerns about climate issues in
academic settings.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>All faculty orientation programs include opportunities
for Lawrence Potter & Denise Diffenbach to meet the
new faculty, explain programs, & address questions &
concerns.
>The importance of diversity is also addressed in




See “4”, above.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence       MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports



See comments above re: faculty orientation.


>The Center for Faculty Development Director was
actively engaged in meetings last year with students of
color.
>The Center also has had a long history of providing




>This has long been & is still required for all requests for
faculty positions.
>Academic Affairs holds annual meetings regarding hiring
as a prerequisite to authorizing a faculty search.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Faculty retention is generally very strong, except for
visiting & limited-term faculty for whom tenure is not




Academic Affairs has made this a very high priority, to the
point of spending additional resources as needed to




>Academic Affairs offices participate in FLAG.
>Institutional Research & Analysis monitors retention &




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Academic Affairs has been working with individuals
identified by deans in a pilot project to provide these
women with opportunities for increased mentoring &
professional development.
See “3”, above. We hope to refine & expand this project.

Academic Affairs supports wholeheartedly the
recruitment & retention of a more diverse faculty.




New faculty orientation, ongoing faculty “reunions” &
faculty recognition events all seek to create a greater




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence        MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
Academic Affairs conducted a survey of spaces in
conjunction with the Physical Plant in 2007-08. All
academic buildings were accessible to those with physical
disabilities. An additional lift was installed in the Library
to increase its accessibility to 100%.

Academic Affairs has an on-going program of orientation
for new faculty, including seminars to help foster an
understanding of & commitment to our mission.

This is one aspect of the new faculty orientation.

Faculty salaries & evaluation ratings are reviewed
annually for any evidence of differential treatment by
known, personal attributes.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                      AA Registrar
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity      accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and    involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and    → Unit reports on diversity rather than individual
                        accountability.                                      reports – makes it a unit responsibility, fosters
                                                                             training by unit.
                                                                             → Modify the Faculty Annual Report to require
                                                                             departments to list their diversity activities for
                                                                             evaluation.
                        1.13 Leadership’s commitment to diversity and        →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the           that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                    ready to support).
                                                                             →Goal setting – every department should address
                                                                             climate with at least one goal.
                                                                             →Establish a reward system to recognize mission-
                                                                             centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                             MAPPING GRID                                Diversity Action Plan, 2008-2011



        1.3 An opportunity exists to strengthen the communication                 AA Registrar
        channels between the student body, employees and UST
                              Climate Study Results Areas of                  Focus Groups/Brown Bag Session
    Focus Areas Students, faculty and staff have a strong desire to be
        leadership.
                                Opportunity of the decision-making
        informed in real-time and to be a part(Improvement)                      Suggested Next Step Actions
        process.
1. Leadership Commitment & Involvement                                 →Assure international students receive feedback
                                                                       on proposal for increasing international student
                                                                       scholarships.
                                                                       →Extend presidential breakfast meetings to
                                                                       different groups of staff and faculty.
        1.4 UST population needs to better understand the connection →Engage the Office of Mission, Office of
        of diversity and inclusion to UST mission.                     Institutional Diversity, etc., to lead unit discussions
                                                                       about the values-orientation of UST’s mission to
                                                                       help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011
          2.2 Based on student perceptions and some faculty, an
          opportunity exists for UST to review and analyze the formal
          academic curriculum and identify opportunities to integrate
          more diversity and inclusion competencies/coursework into the
                                                                                      AA Registrar
          curriculum/classroom offerings.
                               Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                  Opportunity (Improvement)                           Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Pay attention to diversity in
                                                                              graduate/professional programs (some are already
                                                                              covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion      Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.          cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                    AA Registrar
                                Climate Study Results Areas of                    Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                          Suggested Next Step Actions
1. Leadership Commitment & Involvement                                       →Identify informal networks/"critical friends" to
                                                                             advise search committees on diversity issues in a
                                                                             "risk-free" manner where open and candid
                                                                             discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse     →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage      strategy.
          and retain these individuals once they are members of the UST      →Promote and encourage the affinity groups as
          community.                                                         formal/informal networks on campus.
                                                                             →Explore ways to create greater flexibility within
                                                                             the tenure and promotion process to create a more
                                                                             family-friendly institution.
                                                                             →Evaluate Pay-For-Performance Program to
                                                                             discern effects on retention; team-work (Are there
                                                                             unintended consequences?).
                        3.21 UST needs to provide sufficient funding and     →Determine senior management’s level of
                        resources to ensure that diverse populations can     commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient    →Set specific diversity goals and objectives.
                        support services and professional development        →Pool institutional resources or allocate resources
                        opportunities.                                       to recognize extraordinary achievement and/or
                                                                             service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.                                               →Provide more scholarships, as well as support
                                                                              systems, to continue to engage and retain all
                                                                              students—especially students of color and
                                                                              international students.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                   MAPPING GRID                                  Diversity Action Plan, 2008-2011

                        3.22 A significant opportunity exists to increase the
                        retention and engagement of diverse students on                 AA Registrar
                        campus.
                                Climate Study Results Areas of                        Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                              Suggested Next Step Actions
1. Leadership Commitment & Involvement                                       →Incorporate cultural competence in core courses
                                                                             to help faculty and students increase their
                                                                             competency-levels in the areas of diversity and
                                                                             inclusion.
          3.3 UST has made some progress with the recruitment of             Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                           heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                              cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to       →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and      → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive    informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all    → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                         4.11 Members of the campus community shared            → Create a locus for GLBT research, education,
                         the perception that GLBT students (especially male     mentorship. Create a job position in the area of a
                         students) are the recipients of the most negative      Student Affairs and establish a resource room.
                         and disparate treatment.
                         4.12 Generally speaking, UST has a "don’t ask,
                         don’t tell" policy regarding the sexual orientation
                         of faculty and staff.
                         4.13 UST is going to have to take proactive steps to   → Increase awareness of visible or invisible
                         include individuals with disabilities and ensure       disabilities, and add accessibility to buildings where
                         access to services across campus.                      it does not currently exist.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                          AA Registrar
                                Climate Study Results Areas of                          Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                                Suggested Next Step Actions
       4.2 Overall, there is ambiguity and confusion
1. Leadership Commitment & Involvement regarding UST's                      → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the interests of future students, faculty and staff.
          diversity and inclusion initiative.


          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell




          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


Paul Simmons participated in “Leading in a Catholic
University”.




>The University Registrar (UR) supports & promotes the
recruitment & hiring of underrepresented & a diverse
staff. UR has had the opportunity to hire individuals who
contribute to increasing the numbers of




Linda Dorn is a member of the Exempt Staff Council.

The Office of the University Registrar plans and promotes
regular meetings and cooperative training with other




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Members of the UR staff have: been active in UGAMIN, a
fund raising effort for Ugandan children; been active in




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
>All office staff attended, Inclusiveness in a Catholic
University, Mission & Diversity, presented by Dr. Potter.
>Staff member participated in Leading in a Catholic
University

>Staff member donated time & financial support to Feed
the Children.
>Participated in the donation & provision of assistance to
a family that experienced the destruction of their house
by fire
.>The office has participated in “Baskets for Hope” for the
Emergency Food Shelf by providing funding & food
support on an annual basis.
>The office has participated in “Warm Winter Wishes” to
provide hats/scarves/gloves/mittens for needy K-12
students.




UR office actively promotes communication & inclusion of
all members of the office through the maintenance of
open lines of communication with office management &
with other members of the office through regular
meetings & a willingness to listen & address internal
issues.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                AA Service Learning
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity      accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and    involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and    → Unit reports on diversity rather than individual
                        accountability.                                      reports – makes it a unit responsibility, fosters
                                                                             training by unit.
                                                                             → Modify the Faculty Annual Report to require
                                                                             departments to list their diversity activities for
                                                                             evaluation.
                        1.13 Leadership’s commitment to diversity and        →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the           that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                    ready to support).
                                                                             →Goal setting – every department should address
                                                                             climate with at least one goal.
                                                                             →Establish a reward system to recognize mission-
                                                                             centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                             MAPPING GRID                                Diversity Action Plan, 2008-2011



        1.3 An opportunity exists to strengthen the communication           AA Service Learning
        channels between the student body, employees and UST
                              Climate Study Results Areas of                  Focus Groups/Brown Bag Session
    Focus Areas Students, faculty and staff have a strong desire to be
        leadership.
                                Opportunity of the decision-making
        informed in real-time and to be a part(Improvement)                      Suggested Next Step Actions
        process.
1. Leadership Commitment & Involvement                                 →Assure international students receive feedback
                                                                       on proposal for increasing international student
                                                                       scholarships.
                                                                       →Extend presidential breakfast meetings to
                                                                       different groups of staff and faculty.
        1.4 UST population needs to better understand the connection →Engage the Office of Mission, Office of
        of diversity and inclusion to UST mission.                     Institutional Diversity, etc., to lead unit discussions
                                                                       about the values-orientation of UST’s mission to
                                                                       help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                             AA Service Learning
                                Climate Study Results Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                         Suggested Next Step Actions
       2.1 Design and implement Involvement
1. Leadership Commitment &customized education and                         →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.




          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.
                                                                           →Pay attention to diversity in
                                                                           graduate/professional programs (some are already
                                                                           covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion   Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.       cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011




        2.4 Identify areas of diversity-related opportunity and provide
                                                                                AA Service Learning
        sufficient funding and resources for diversity-focused education
                              Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas development training offerings.
        and faculty
                                  Opportunity (Improvement)                          Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        → Provide adequate financial support for and
                                                                              strong commitment to faculty development.
                                                                              →Develop and institute a process to enable faculty
                                                                              to respond to student evaluations that specifically
                                                                              critique the way they taught a diversity-related
                                                                              topic.
                                                                              →Include adjunct faculty in diversity education.




3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse      →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage       strategy.
          and retain these individuals once they are members of the UST
          community.

REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                               AA Service Learning
                         Climate Study Results Areas of                            Focus Groups/Brown Bag Session
    Focus Areas making progress in its efforts to recruit a diverse
        3.2 UST is
                           Opportunity (Improvement)                                 Suggested Next Step Actions
          population; however, there is an opportunity to better engage
1. Leadership Commitment & Involvementmembers of the UST
       and retain these individuals once they are                            →Promote and encourage the affinity groups as
          community.                                                         formal/informal networks on campus.
                                                                             →Explore ways to create greater flexibility within
                                                                             the tenure and promotion process to create a more
                                                                             family-friendly institution.
                                                                             →Evaluate Pay-For-Performance Program to
                                                                             discern effects on retention; team-work (Are there
                                                                             unintended consequences?).
                        3.21 UST needs to provide sufficient funding and     →Determine senior management’s level of
                        resources to ensure that diverse populations can     commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient    →Set specific diversity goals and objectives.
                        support services and professional development        →Pool institutional resources or allocate resources
                        opportunities.                                       to recognize extraordinary achievement and/or
                                                                             service in the area of diversity.

                                                                             → Invest in professional development and
                                                                             advancement of current employees who are
                                                                             members of underrepresented groups. Encourage
                                                                             managers to promote their efforts to reach goals at
                                                                             UST rather than elsewhere.
                       3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                       retention and engagement of diverse students on Program, 360 Program).
                       campus.                                               →Provide more scholarships, as well as support
                                                                             systems, to continue to engage and retain all
                                                                             students—especially students of color and
                                                                             international students.
                                                                             →Incorporate cultural competence in core courses
                                                                             to help faculty and students increase their
                                                                             competency-levels in the areas of diversity and
                                                                             inclusion.
          3.3 UST has made some progress with the recruitment of             Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                           heightDefau



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                    AA Service Learning
                                Climate Study Results Areas of                          Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                                Suggested Next Step Actions
       3.4 Advancement and growth opportunities
1. Leadership Commitment & Involvement for diverse faculty                   Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                              cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to       →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and        → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive      informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all      → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                          4.11 Members of the campus community shared             → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male      mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative       Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to    → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure        disabilities, and add accessibility to buildings where
                          access to services across campus.                       it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's           → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the       interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Service Learning Faculty Director & Program Manager
have participated in Conversations on Campus Climate &
attended presentation on results from Climate Study.




Goal to address cultural understanding within service
learning .
Service `Learning Award for Faculty given annually with a
$1,000 stipend.




Service Learning Program Manager is participating in the
MIA Mentorship Program




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Service Learning survey has questions about mission &
(indirectly) about diversity & cultural
comfort/competence.
>Program Manager & Faculty Director for HIV/AIDs
Initiatives will attend the Social Justice seminar through




>Service Learning was co-sponsor for MSS Community
Dialogues this fall, contributed $800 to the two events, &




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
>Academic service learning programs are one avenue for
addressing UST's mission statement. Approx. 675
students have been involved in courses with service
learning each of the last two semesters. We seek out
partnerships with organizations that work with diverse
groups (immigrants and refugees, & other ethnic
communities as well as those living with HIV/AIDS &
other chronic illnesses.)
>Service Learning Faculty Director & Program Manager
worked with the Registrar’s Office to designate courses
with service learning which are listed on our website, in
Murphy On-Line, & shared with academic advisors to
make it easier for students to seek out classes that
include service-learning components.



>In Introduction to Service Learning workshop,
participants were encouraged to refer to UST’s mission
statement when discussing the rationale for using service
learning as a pedagogy.




>HECUA workshop on intercultural learning has been co-
sponsored by Service Learning the past two years; we are
hoping to sponsor this workshop again this summer.
Planned a workshop with Faculty Development & Study



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Asked Human Resources to list CILCE Administrative
Assistant position in publications reaching more diverse
audiences.
>Considered diversity when hiring work-study students.




>We have made intentional efforts to partner with Cristo
Rey High School. Each year students from Lincoln




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Have addressed in Intro to Service-Learning workshop
and HECUA Workshop. We are seeking ways to do more




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


A major issue addressed in courses with service-learning
is HIV/AIDS initiatives.




Two faculty have offered a paired-course with service-
learning in the past two years.




Service Learning Advisory Board has made an effort to
include faculty, staff, people from graduate and
undergraduate programs & include our work-study
students & interns. We are conscious of the need to
make the Board more diverse in other ways.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                                         AA UGAA
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in         Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.    cell heightDefault text to align cell height Default
                                                                               text to align cell heightDefault text to



                        1.11 Staff and faculty perceive that the majority of   → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST    → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and      → Unit reports on diversity rather than individual
                        accountability.                                        reports – makes it a unit responsibility, fosters
                                                                               training by unit.
                                                                               → Modify the Faculty Annual Report to require
                                                                               departments to list their diversity activities for
                                                                               evaluation.
                        1.13 Leadership’s commitment to diversity and          →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the             that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic     diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                      ready to support).
                                                                               →Goal setting – every department should address
                                                                               climate with at least one goal.
                                                                               →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                                         AA UGAA
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
       1.3 An Commitment to strengthen the
1. Leadershipopportunity exists& Involvement communication                   →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST               follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making      dialogue and diverse viewpoints.
          process.                                                           →Assure international students receive feedback
                                                                             on proposal for increasing international student
                                                                             scholarships.
                                                                             →Extend presidential breakfast meetings to
                                                                             different groups of staff and faculty.
          1.4 UST population needs to better understand the connection →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                         Institutional Diversity, etc., to lead unit discussions
                                                                             about the values-orientation of UST’s mission to
                                                                             help educate faculty, staff, and students.

                                                                              →Place greater emphasis on and communicate
                                                                              more broadly and regularly the mission-focused
                                                                              activities taking place at UST.
                                                                              →Manager tips on reviewing the diversity item on
                                                                              annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its       →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition      the concept of inclusive excellence.
          or framework for the concept of inclusion.                          →Sponsor community discussions/conversations
                                                                              about UST’s definition of diversity to help all
                                                                              employees and students understand what it really
                                                                              means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                   →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and        program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.                 text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an               →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal         diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate         transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the       Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.
REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011




        2.2 Based on student perceptions and some faculty, an                           AA UGAA
        opportunity exists for UST to review and analyze the formal
                             Climate Study Results Areas of                  Focus Groups/Brown Bag Session
    Focus Areas curriculum and identify opportunities to integrate
        academic
                               Opportunity (Improvement)
        more diversity and inclusion competencies/coursework into the
                                                                                Suggested Next Step Actions
        curriculum/classroom offerings.
1. Leadership Commitment & Involvement                                 →Close the loop on service learning by connecting
                                                                       the activities and outcomes back to the mission of
                                                                       UST.
                                                                       →Pay attention to diversity in
                                                                       graduate/professional programs (some are already
                                                                       covered by accreditation mandates).
        2.3 An opportunity exists to include a diversity and inclusion Default text to align cell heightDefault text to align
        workshop in new student and employee orientation sessions.     cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
           officials about UST’s strategic rationale for diversity and
           inclusion by linking them to institutional planning and diversity
           hiring initiatives.
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                Diversity Action Plan, 2008-2011



                                                                                         AA UGAA
                               Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                Opportunity (Improvement)                             Suggested Next Step Actions
1. Leadership Commitment & Involvement                                         →Develop a recruitment packet that search
                                                                               committees can use to help market and familiarize
                                                                               finalists with UST and relocating and living in the
                                                                               Twin Cities.
                                                                               →Identify informal networks/"critical friends" to
                                                                               advise search committees on diversity issues in a
                                                                               "risk-free" manner where open and candid
                                                                               discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse       →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage        strategy.
          and retain these individuals once they are members of the UST        →Promote and encourage the affinity groups as
          community.                                                           formal/informal networks on campus.
                                                                               →Explore ways to create greater flexibility within
                                                                               the tenure and promotion process to create a more
                                                                               family-friendly institution.
                                                                               →Evaluate Pay-For-Performance Program to
                                                                               discern effects on retention; team-work (Are there
                                                                               unintended consequences?).
                        3.21 UST needs to provide sufficient funding and       →Determine senior management’s level of
                        resources to ensure that diverse populations can       commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient      →Set specific diversity goals and objectives.
                        support services and professional development          →Pool institutional resources or allocate resources
                        opportunities.                                         to recognize extraordinary achievement and/or
                                                                               service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                   MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                                          AA UGAA
                                Climate Study Results Areas of                        Focus Groups/Brown Bag Session
    Focus Areas       3.22 A significant opportunity exists to increase the
                               Opportunity (Improvement)                             Suggested Next Step Actions
                      retention and engagement of diverse students on
                      campus.
1. Leadership Commitment & Involvement                                      →Provide more scholarships, as well as support
                                                                            systems, to continue to engage and retain all
                                                                            students—especially students of color and
                                                                            international students.
                                                                            →Incorporate cultural competence in core courses
                                                                            to help faculty and students increase their
                                                                            competency-levels in the areas of diversity and
                                                                            inclusion.
       3.3 UST has made some progress with the recruitment of               Default text to align cell heightDefault text to align
       women for faculty and staff positions; however, the                  cell heightDefault text to align cell heightDefault
       advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
       limited.                                                             heightDefau
       3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
       and staff are seen as fairly limited.                                cell heightDefault text to align cell
       3.5 Faculty , staff and students expressed that UST needs to         →Re-create an "Opportunities Hire Program" for
       expand its efforts to reflect a wider breadth of diversity           the purpose of hiring subject matter experts.
       dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
       religion, sexual orientation, socio-economic status, and             cell heightDefault text to align cell height
       thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and      → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive    informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all    → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                         4.11 Members of the campus community shared            → Create a locus for GLBT research, education,
                         the perception that GLBT students (especially male     mentorship. Create a job position in the area of a
                         students) are the recipients of the most negative      Student Affairs and establish a resource room.
                         and disparate treatment.
                         4.12 Generally speaking, UST has a "don’t ask,
                         don’t tell" policy regarding the sexual orientation
                         of faculty and staff.
                         4.13 UST is going to have to take proactive steps to   → Increase awareness of visible or invisible
                         include individuals with disabilities and ensure       disabilities, and add accessibility to buildings where
                         access to services across campus.                      it does not currently exist.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                   MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                           AA UGAA
                                Climate Study Results Areas of                        Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                              Suggested Next Step Actions
       4.2 Overall, there is ambiguity and confusion
1. Leadership Commitment & Involvement regarding UST's                          → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its         Default text to align cell heightDefault text to align
          influence on UST.                                                     cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated            → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,          transparency and community in decision-making
          including: gender, job position/tenure, physical ability,             process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio- to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


The director of undergraduate academic affairs
appointed new co-chairs of the Human Diversity Review
Committee & encouraged the committee to exercise
leadership in developing new diversity courses in the
undergraduate curriculum.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




The Human Diversity Review Committee has revised the
criteria for the undergraduate diversity requirement & is
offering workshops for faculty who want to develop new
diversity courses.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                     Alumni Affairs
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity      accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and    involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and    → Unit reports on diversity rather than individual
                        accountability.                                      reports – makes it a unit responsibility, fosters
                                                                             training by unit.
                                                                             → Modify the Faculty Annual Report to require
                                                                             departments to list their diversity activities for
                                                                             evaluation.
                        1.13 Leadership’s commitment to diversity and        →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the           that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                    ready to support).
                                                                             →Goal setting – every department should address
                                                                             climate with at least one goal.
                                                                             →Establish a reward system to recognize mission-
                                                                             centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                             MAPPING GRID                                Diversity Action Plan, 2008-2011



        1.3 An opportunity exists to strengthen the communication                Alumni Affairs
        channels between the student body, employees and UST
                              Climate Study Results Areas of                  Focus Groups/Brown Bag Session
    Focus Areas Students, faculty and staff have a strong desire to be
        leadership.
                                Opportunity of the decision-making
        informed in real-time and to be a part(Improvement)                      Suggested Next Step Actions
        process.
1. Leadership Commitment & Involvement                                 →Assure international students receive feedback
                                                                       on proposal for increasing international student
                                                                       scholarships.
                                                                       →Extend presidential breakfast meetings to
                                                                       different groups of staff and faculty.
        1.4 UST population needs to better understand the connection →Engage the Office of Mission, Office of
        of diversity and inclusion to UST mission.                     Institutional Diversity, etc., to lead unit discussions
                                                                       about the values-orientation of UST’s mission to
                                                                       help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011
          2.2 Based on student perceptions and some faculty, an
          opportunity exists for UST to review and analyze the formal
          academic curriculum and identify opportunities to integrate
          more diversity and inclusion competencies/coursework into the
                                                                                    Alumni Affairs
          curriculum/classroom offerings.
                               Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                  Opportunity (Improvement)                           Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Pay attention to diversity in
                                                                              graduate/professional programs (some are already
                                                                              covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion      Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.          cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                   Alumni Affairs
                                Climate Study Results Areas of                    Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                          Suggested Next Step Actions
1. Leadership Commitment & Involvement                                       →Identify informal networks/"critical friends" to
                                                                             advise search committees on diversity issues in a
                                                                             "risk-free" manner where open and candid
                                                                             discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse     →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage      strategy.
          and retain these individuals once they are members of the UST      →Promote and encourage the affinity groups as
          community.                                                         formal/informal networks on campus.
                                                                             →Explore ways to create greater flexibility within
                                                                             the tenure and promotion process to create a more
                                                                             family-friendly institution.
                                                                             →Evaluate Pay-For-Performance Program to
                                                                             discern effects on retention; team-work (Are there
                                                                             unintended consequences?).
                        3.21 UST needs to provide sufficient funding and     →Determine senior management’s level of
                        resources to ensure that diverse populations can     commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient    →Set specific diversity goals and objectives.
                        support services and professional development        →Pool institutional resources or allocate resources
                        opportunities.                                       to recognize extraordinary achievement and/or
                                                                             service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.                                               →Provide more scholarships, as well as support
                                                                              systems, to continue to engage and retain all
                                                                              students—especially students of color and
                                                                              international students.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                   MAPPING GRID                                  Diversity Action Plan, 2008-2011

                        3.22 A significant opportunity exists to increase the
                        retention and engagement of diverse students on               Alumni Affairs
                        campus.
                                Climate Study Results Areas of                        Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                              Suggested Next Step Actions
1. Leadership Commitment & Involvement                                       →Incorporate cultural competence in core courses
                                                                             to help faculty and students increase their
                                                                             competency-levels in the areas of diversity and
                                                                             inclusion.
          3.3 UST has made some progress with the recruitment of             Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                           heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                              cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to       →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and      → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive    informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all    → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                         4.11 Members of the campus community shared            → Create a locus for GLBT research, education,
                         the perception that GLBT students (especially male     mentorship. Create a job position in the area of a
                         students) are the recipients of the most negative      Student Affairs and establish a resource room.
                         and disparate treatment.
                         4.12 Generally speaking, UST has a "don’t ask,
                         don’t tell" policy regarding the sexual orientation
                         of faculty and staff.
                         4.13 UST is going to have to take proactive steps to   → Increase awareness of visible or invisible
                         include individuals with disabilities and ensure       disabilities, and add accessibility to buildings where
                         access to services across campus.                      it does not currently exist.

          4.2 Overall, there is ambiguity and confusion regarding UST's     → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the interests of future students, faculty and staff.
          diversity and inclusion initiative.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                   MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                       Alumni Affairs
                                Climate Study Results Areas of                        Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                              Suggested Next Step Actions
       4.3 It is critical to understand the Minnesota
1. Leadership Commitment & Involvement culture and its                           Default text to align cell heightDefault text to align
          influence on UST.                                                     cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated            → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,          transparency and community in decision-making
          including: gender, job position/tenure, physical ability,             process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio- to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




The Alumni Association has two of its directors on the
diversity committee




ACR managers proactively recruit students with diverse
backgrounds for our student worker positions




Membership on diversity committee



Diverse students are recruited for membership on
Student Alumni Council




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




ACR staff members attend annual diversity forum




>UST mission is part of orientation for staff and alumni
volunteers
>We host specialty alumni reunions & alumni reflection
series




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Staff attend multicultural forum
>Alumni Board reps to the diversity committee report at
quarterly board meetings




Diversity training part of employee and volunteer training




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Various focus groups, reunions and marketing efforts are
targeted toward the diverse communities within the




ACR made modification where possible to our historic
building to make sure everyone can access the first floor
of the building…more awareness and access is needed.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                            CAPS
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."




                        1.12 There is an opportunity for leaders across UST   → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity       accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and     involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and     → Unit reports on diversity rather than individual
                        accountability.                                       reports – makes it a unit responsibility, fosters
                                                                              training by unit.
                                                                              → Modify the Faculty Annual Report to require
                                                                              departments to list their diversity activities for
                                                                              evaluation.
                        1.13 Leadership’s commitment to diversity and         →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the            that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic    diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                     ready to support).
                                                                              →Goal setting – every department should address
                                                                              climate with at least one goal.
                                                                              →Establish a reward system to recognize mission-
                                                                              centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                                            CAPS
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
       1.3 An Commitment to strengthen the
1. Leadershipopportunity exists& Involvement communication                   →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST               follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making      dialogue and diverse viewpoints.
          process.                                                           →Assure international students receive feedback
                                                                             on proposal for increasing international student
                                                                             scholarships.
                                                                             →Extend presidential breakfast meetings to
                                                                             different groups of staff and faculty.
          1.4 UST population needs to better understand the connection →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                         Institutional Diversity, etc., to lead unit discussions
                                                                             about the values-orientation of UST’s mission to
                                                                             help educate faculty, staff, and students.

                                                                              →Place greater emphasis on and communicate
                                                                              more broadly and regularly the mission-focused
                                                                              activities taking place at UST.
                                                                              →Manager tips on reviewing the diversity item on
                                                                              annual reports with wide-ranging examples.

          1.5 There is a fundamental understanding of diversity and its       →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition      the concept of inclusive excellence.
          or framework for the concept of inclusion.                          →Sponsor community discussions/conversations
                                                                              about UST’s definition of diversity to help all
                                                                              employees and students understand what it really
                                                                              means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                   →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and        program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.                 text/academic diversity focus.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                              Diversity Action Plan, 2008-2011



                                                                                           CAPS
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
       2.2 Based on student perceptions and some
1. Leadership Commitment & Involvement faculty, an                       →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal    diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate    transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                →Close the loop on service learning by connecting
                                                                         the activities and outcomes back to the mission of
                                                                         UST.
                                                                         →Pay attention to diversity in
                                                                         graduate/professional programs (some are already
                                                                         covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.     cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011

          3.1 Increase awareness and training for hiring managers and
          officials about UST’s strategic rationale for diversity and
          inclusion by linking them to institutional planning and diversity                CAPS
          hiring initiatives.
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse      →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage       strategy.
          and retain these individuals once they are members of the UST       →Promote and encourage the affinity groups as
          community.                                                          formal/informal networks on campus.
                                                                              →Explore ways to create greater flexibility within
                                                                              the tenure and promotion process to create a more
                                                                              family-friendly institution.
                                                                              →Evaluate Pay-For-Performance Program to
                                                                              discern effects on retention; team-work (Are there
                                                                              unintended consequences?).
                        3.21 UST needs to provide sufficient funding and      →Determine senior management’s level of
                        resources to ensure that diverse populations can      commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient     →Set specific diversity goals and objectives.
                        support services and professional development         →Pool institutional resources or allocate resources
                        opportunities.                                        to recognize extraordinary achievement and/or
                                                                              service in the area of diversity.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                  Diversity Action Plan, 2008-2011
                        3.21 UST needs to provide sufficient funding and
                        resources to ensure that diverse populations can
                        be effectively retained with more than sufficient
                        support services and professional development
                                                                                             CAPS
                        opportunities. Study Results Areas of
                               Climate                                               Focus Groups/Brown Bag Session
    Focus Areas
                                  Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement                                       → Invest in professional development and
                                                                             advancement of current employees who are
                                                                             members of underrepresented groups. Encourage
                                                                             managers to promote their efforts to reach goals at
                                                                             UST rather than elsewhere.
                       3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                       retention and engagement of diverse students on Program, 360 Program).
                       campus.                                               →Provide more scholarships, as well as support
                                                                             systems, to continue to engage and retain all
                                                                             students—especially students of color and
                                                                             international students.
                                                                             →Incorporate cultural competence in core courses
                                                                             to help faculty and students increase their
                                                                             competency-levels in the areas of diversity and
                                                                             inclusion.
          3.3 UST has made some progress with the recruitment of             Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                           heightDefau




          3.4 Advancement and growth opportunities for diverse faculty         Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                                cell heightDefault text to align cell


          3.5 Faculty , staff and students expressed that UST needs to         →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity           the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability,   Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and             cell heightDefault text to align cell height
          thought/intellect.
4. Community Building



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                                CAPS
                                Climate Study Results Areas of                          Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                                Suggested Next Step Actions
       4.1 UST is experiencing & Involvement
1. Leadership Commitmentchallenges with respect to inclusion and → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive      informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all      → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                          4.11 Members of the campus community shared             → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male      mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative       Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to    → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure        disabilities, and add accessibility to buildings where
                          access to services across campus.                       it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's           → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the       interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Ad hoc CAPS diversity committee to share efforts across
departments (update to include GSSP & OLD as part of
next phase)
>Continued focus on diverse hiring (Create a CAPS plan
based upon university plan for next phase)
>Standard 4 Diversity NCATE
>Domain D: Cultural & Individual Differences and
Diversity APA
CAPS Faculty Annual Report requires discussion of
community engagement. Adding diversity to this
discussion makes sense.




Commitment to a CAPS Diversity Committee
Leadership support for diversity standard in all CAPS
curriculum review




Teacher Education’s latest appointments to their advisory
board included an undergraduate student of color & an
elementary school principal of color




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
Ad Hoc CAPS Diversity Committee continues




>SoE has tied outcomes & standards directly to the SoE
mission (exactly the same as the UST mission except for
two words).
>The mission is on all syllabi.
>All NCATE programs assess through course work.




CAPS has adopted a meaning that has to do with equity &
fairness. This is assessed, aggregated, & monitored in




>All NCATE programs require a diverse field experience.
>Multicultural Certificate in Teacher Education




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
All programs are informed by professional standards.
These standards are aligned to “advancing the common
good” from our mission statement, & defined as our
diversity proficiency




Diversity is addressed in orientation as students are
introduced to the Univeristy & SoE mission statements

>Urban Engagement Scholarship Program
>Summer St. Paul Public School Program
– Break Through St. Paul (many of ug teacher candidates
have participated in this




Open positions are advertised in publications with diverse
readership




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Farnsworth Partnership – students visit campus – this
encourages them to come, it also helps them to see the




>CAPS has a funded Urban Engagement Scholarship for
students of color wishing to work in the urban




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Two of the last three deans of the School of Education
have been women. When the current interim dean was
appointed, he appointed a woman to replace him as
interim Associate Dean. Of the last three department
chair appointments, two have been women.



>All CAPS faculty have funding for professional
development.
>All CAPS staff have access to professional development
funds.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




TE students take EDUC 212/ TEGR 512 which covers
Minnesota tribes
Most faculty & administrators ask staff to address them
by their first names




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                                              CAS
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in         Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.    cell heightDefault text to align cell height Default
                                                                               text to align cell heightDefault text to




                        1.11 Staff and faculty perceive that the majority of   → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST    → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and      → Unit reports on diversity rather than individual
                        accountability.                                        reports – makes it a unit responsibility, fosters
                                                                               training by unit.
                                                                               → Modify the Faculty Annual Report to require
                                                                               departments to list their diversity activities for
                                                                               evaluation.
                        1.13 Leadership’s commitment to diversity and          →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the             that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic     diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                      ready to support).
                                                                               →Goal setting – every department should address
                                                                               climate with at least one goal.
                                                                               →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                              CAS
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
       1.2 Specific dimensions & Involvement
1. Leadership Commitmentof diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.
          1.4 UST population needs to better understand the connection         →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                           Institutional Diversity, etc., to lead unit discussions
                                                                               about the values-orientation of UST’s mission to
                                                                               help educate faculty, staff, and students.

                                                                               →Place greater emphasis on and communicate
                                                                               more broadly and regularly the mission-focused
                                                                               activities taking place at UST.
                                                                               →Manager tips on reviewing the diversity item on
                                                                               annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its        →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition       the concept of inclusive excellence.
          or framework for the concept of inclusion.                           →Sponsor community discussions/conversations
                                                                               about UST’s definition of diversity to help all
                                                                               employees and students understand what it really
                                                                               means.
2. Curriculum, Education and Training




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                                          CAS
                                Climate Study Results Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                         Suggested Next Step Actions
       2.1 Design and implement Involvement
1. Leadership Commitment &customized education and                         →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.




          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.
                                                                           →Pay attention to diversity in
                                                                           graduate/professional programs (some are already
                                                                           covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion   Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.       cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                            CAS
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
1. Leadership Commitment & Involvement
3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse      →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage       strategy.
          and retain these individuals once they are members of the UST       →Promote and encourage the affinity groups as
          community.                                                          formal/informal networks on campus.
                                                                              →Explore ways to create greater flexibility within
                                                                              the tenure and promotion process to create a more
                                                                              family-friendly institution.
                                                                              →Evaluate Pay-For-Performance Program to
                                                                              discern effects on retention; team-work (Are there
                                                                              unintended consequences?).
                        3.21 UST needs to provide sufficient funding and      →Determine senior management’s level of
                        resources to ensure that diverse populations can      commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient     →Set specific diversity goals and objectives.
                        support services and professional development
                        opportunities.
REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                                             CAS
                 3.21 UST needs to provide sufficient funding and
                        Climate Study Results Areas of                              Focus Groups/Brown Bag Session
    Focus Areas  resources to ensure that diverse populations can
                          Opportunity (Improvement)
                 be effectively retained with more than sufficient                    Suggested Next Step Actions
1. Leadership Commitment & Involvement development
                 support services and professional                            →Pool institutional resources or allocate resources
                 opportunities.                                               to recognize extraordinary achievement and/or
                                                                              service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.                                               →Provide more scholarships, as well as support
                                                                              systems, to continue to engage and retain all
                                                                              students—especially students of color and
                                                                              international students.
                                                                              →Incorporate cultural competence in core courses
                                                                              to help faculty and students increase their
                                                                              competency-levels in the areas of diversity and
                                                                              inclusion.
          3.3 UST has made some progress with the recruitment of              Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                 cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                            heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                               cell heightDefault text to align cell




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                    MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                                CAS
                                Climate Study Results Areas of                         Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                               Suggested Next Step Actions
       3.5 Faculty , staff and students expressed that
1. Leadership Commitment & Involvement UST needs to                          →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.




4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all → Adopt common language to talk about diversity.
          its students, faculty, and staff.




                          4.11 Members of the campus community shared            → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male     mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative      Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to   → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure       disabilities, and add accessibility to buildings where
                          access to services across campus.                      it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's          → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the      interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its          Default text to align cell heightDefault text to align
          influence on UST.                                                      cell heightDefault text to align cell


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                               CAS
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
       4.4 There is the strong perception that people
1. Leadership Commitment & Involvement are treated                              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,          transparency and community in decision-making
          including: gender, job position/tenure, physical ability,             process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio- to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


The College of Arts and Sciences has a Mission Vision
Priorities Statement that was approved in the spring of
2007. This includes a priority on “Community Diversity”. It
reads: “The College of Arts and Sciences will work to
attract and retain a highly talented and diverse, faculty,
staff, and student body through recruitment, advising
and mentorship, and curricular & co-curricular
innovation.” Examples of actions taken in support of this
priority are noted in the sections below.




>See the reference above to the CAS Mission statement.
>CAS Annual Evaluation Guidelines for faculty allow for
recognition and reward of mission-centered activities
including teaching efforts related to diversity and




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
The CAS dean’s office is currently coordinating activities
surrounding a new FYE proposal that would have
academic, first-year advising, and Student Affairs
components centered on a theme of “civil discourse”
which I believe will strongly support our diversity goals.
The curricular part of the proposal (which includes NO
new course or additional credits) is well conceived and
has the support of the CAS department chairs.

We have supported the development of curricular
opportunities that we believe both assist in educating
students regarding various diversity themes & also serve
to welcome students from diverse populations. These




The CAS dean’s office has funded in the last year all three
requests for funding in support of diversity-related
professional development that have been received. This
was in lieu of supporting other types of funding




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


All faculty searches in CAS include a specific focus on
increasing diversity. Steps include but are not limited to:
1. Individual meetings between the dean & the search
chair or search committee to discuss procedures & the




The dean of CAS holds approximately three times a
semester a lunch or coffee with junior faculty (they sign




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>The Dean’s office has provided leadership, visibility,
and/or significant financial support for many co-curricular




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence        MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
>The CAS dean’s office has funded two requests (the
only two made) for equipment needed to accommodate
the physical abilities of specific individuals. Our policy is
to fund such requests whenever possible and with proper
documentation regarding the specific needs.
>CAS brought forward & supported (though the funding
came from elsewhere) the request for a wheelchair lift for
the new location of the Aquin to ensure accessibility for
all students.




CAS engages in a large number of community building
activities. Many of these take place at the division or




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                Executive VP Admin
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity      accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and    involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and    → Unit reports on diversity rather than individual
                        accountability.                                      reports – makes it a unit responsibility, fosters
                                                                             training by unit.
                                                                             → Modify the Faculty Annual Report to require
                                                                             departments to list their diversity activities for
                                                                             evaluation.
                        1.13 Leadership’s commitment to diversity and        →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the           that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                    ready to support).
                                                                             →Goal setting – every department should address
                                                                             climate with at least one goal.
                                                                             →Establish a reward system to recognize mission-
                                                                             centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                             MAPPING GRID                                Diversity Action Plan, 2008-2011



        1.3 An opportunity exists to strengthen the communication           Executive VP Admin
        channels between the student body, employees and UST
                              Climate Study Results Areas of                  Focus Groups/Brown Bag Session
    Focus Areas Students, faculty and staff have a strong desire to be
        leadership.
                                Opportunity of the decision-making
        informed in real-time and to be a part(Improvement)                      Suggested Next Step Actions
        process.
1. Leadership Commitment & Involvement                                 →Assure international students receive feedback
                                                                       on proposal for increasing international student
                                                                       scholarships.
                                                                       →Extend presidential breakfast meetings to
                                                                       different groups of staff and faculty.
        1.4 UST population needs to better understand the connection →Engage the Office of Mission, Office of
        of diversity and inclusion to UST mission.                     Institutional Diversity, etc., to lead unit discussions
                                                                       about the values-orientation of UST’s mission to
                                                                       help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011
          2.2 Based on student perceptions and some faculty, an
          opportunity exists for UST to review and analyze the formal
          academic curriculum and identify opportunities to integrate
          more diversity and inclusion competencies/coursework into the
                                                                               Executive VP Admin
          curriculum/classroom offerings.
                               Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                  Opportunity (Improvement)                           Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Pay attention to diversity in
                                                                              graduate/professional programs (some are already
                                                                              covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion      Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.          cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                              Executive VP Admin
                                Climate Study Results Areas of                    Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                          Suggested Next Step Actions
1. Leadership Commitment & Involvement                                       →Identify informal networks/"critical friends" to
                                                                             advise search committees on diversity issues in a
                                                                             "risk-free" manner where open and candid
                                                                             discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse     →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage      strategy.
          and retain these individuals once they are members of the UST      →Promote and encourage the affinity groups as
          community.                                                         formal/informal networks on campus.
                                                                             →Explore ways to create greater flexibility within
                                                                             the tenure and promotion process to create a more
                                                                             family-friendly institution.
                                                                             →Evaluate Pay-For-Performance Program to
                                                                             discern effects on retention; team-work (Are there
                                                                             unintended consequences?).
                        3.21 UST needs to provide sufficient funding and     →Determine senior management’s level of
                        resources to ensure that diverse populations can     commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient    →Set specific diversity goals and objectives.
                        support services and professional development        →Pool institutional resources or allocate resources
                        opportunities.                                       to recognize extraordinary achievement and/or
                                                                             service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.                                               →Provide more scholarships, as well as support
                                                                              systems, to continue to engage and retain all
                                                                              students—especially students of color and
                                                                              international students.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                   MAPPING GRID                                  Diversity Action Plan, 2008-2011

                        3.22 A significant opportunity exists to increase the
                        retention and engagement of diverse students on          Executive VP Admin
                        campus.
                                Climate Study Results Areas of                        Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                              Suggested Next Step Actions
1. Leadership Commitment & Involvement                                       →Incorporate cultural competence in core courses
                                                                             to help faculty and students increase their
                                                                             competency-levels in the areas of diversity and
                                                                             inclusion.
          3.3 UST has made some progress with the recruitment of             Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                           heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                              cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to       →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and      → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive    informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all    → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                         4.11 Members of the campus community shared            → Create a locus for GLBT research, education,
                         the perception that GLBT students (especially male     mentorship. Create a job position in the area of a
                         students) are the recipients of the most negative      Student Affairs and establish a resource room.
                         and disparate treatment.
                         4.12 Generally speaking, UST has a "don’t ask,
                         don’t tell" policy regarding the sexual orientation
                         of faculty and staff.
                         4.13 UST is going to have to take proactive steps to   → Increase awareness of visible or invisible
                         include individuals with disabilities and ensure       disabilities, and add accessibility to buildings where
                         access to services across campus.                      it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's         → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the     interests of future students, faculty and staff.
          diversity and inclusion initiative.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                   MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                  Executive VP Admin
                                Climate Study Results Areas of                        Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                              Suggested Next Step Actions
       4.3 It is critical to understand the Minnesota
1. Leadership Commitment & Involvement culture and its                           Default text to align cell heightDefault text to align
          influence on UST.                                                     cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated            → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,          transparency and community in decision-making
          including: gender, job position/tenure, physical ability,             process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio- to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Staff have been asked to report to the EVPs if time is not
being granted by supervisors for work on diversity.




“Campus Conversations” on important topics are being
conducted by senior administrators.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                             Law
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."




                        1.12 There is an opportunity for leaders across UST   → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity       accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and     involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and     → Unit reports on diversity rather than individual
                        accountability.                                       reports – makes it a unit responsibility, fosters
                                                                              training by unit.
                                                                              → Modify the Faculty Annual Report to require
                                                                              departments to list their diversity activities for
                                                                              evaluation.
                        1.13 Leadership’s commitment to diversity and         →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the            that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic    diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                     ready to support).
                                                                              →Goal setting – every department should address
                                                                              climate with at least one goal.
                                                                              →Establish a reward system to recognize mission-
                                                                              centered activities undertaken by faculty and staff.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                              Law
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
       1.2 Specific dimensions & Involvement
1. Leadership Commitmentof diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.


          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.
          1.4 UST population needs to better understand the connection         →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                           Institutional Diversity, etc., to lead unit discussions
                                                                               about the values-orientation of UST’s mission to
                                                                               help educate faculty, staff, and students.

                                                                               →Place greater emphasis on and communicate
                                                                               more broadly and regularly the mission-focused
                                                                               activities taking place at UST.
                                                                               →Manager tips on reviewing the diversity item on
                                                                               annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its        →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition       the concept of inclusive excellence.
          or framework for the concept of inclusion.                           →Sponsor community discussions/conversations
                                                                               about UST’s definition of diversity to help all
                                                                               employees and students understand what it really
                                                                               means.
2. Curriculum, Education and Training




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                                          Law
                                Climate Study Results Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                         Suggested Next Step Actions
       2.1 Design and implement Involvement
1. Leadership Commitment &customized education and                         →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.




          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.
                                                                           →Pay attention to diversity in
                                                                           graduate/professional programs (some are already
                                                                           covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion   Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.       cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011

          2.4 Identify areas of diversity-related opportunity and provide
          sufficient funding and resources for diversity-focused education
          and faculty development training offerings.
                                                                                            Law
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Develop and institute a process to enable faculty
                                                                              to respond to student evaluations that specifically
                                                                              critique the way they taught a diversity-related
                                                                              topic.
                                                                              →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse      →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage       strategy.
          and retain these individuals once they are members of the UST       →Promote and encourage the affinity groups as
          community.                                                          formal/informal networks on campus.
                                                                              →Explore ways to create greater flexibility within
                                                                              the tenure and promotion process to create a more
                                                                              family-friendly institution.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011
          3.2 UST is making progress in its efforts to recruit a diverse
          population; however, there is an opportunity to better engage
          and retain these individuals once they are members of the UST
          community.                                                                         Law
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Evaluate Pay-For-Performance Program to
                                                                              discern effects on retention; team-work (Are there
                                                                              unintended consequences?).
                        3.21 UST needs to provide sufficient funding and      →Determine senior management’s level of
                        resources to ensure that diverse populations can      commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient     →Set specific diversity goals and objectives.
                        support services and professional development         →Pool institutional resources or allocate resources
                        opportunities.                                        to recognize extraordinary achievement and/or
                                                                              service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.                                               →Provide more scholarships, as well as support
                                                                              systems, to continue to engage and retain all
                                                                              students—especially students of color and
                                                                              international students.
                                                                              →Incorporate cultural competence in core courses
                                                                              to help faculty and students increase their
                                                                              competency-levels in the areas of diversity and
                                                                              inclusion.
          3.3 UST has made some progress with the recruitment of              Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                 cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                            heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                               cell heightDefault text to align cell




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                                 Law
                                Climate Study Results Areas of                          Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                                Suggested Next Step Actions
       3.5 Faculty , staff and students expressed that
1. Leadership Commitment & Involvement UST needs to                          →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and        → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive      informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all      → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                          4.11 Members of the campus community shared             → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male      mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative       Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to    → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure        disabilities, and add accessibility to buildings where
                          access to services across campus.                       it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's           → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the       interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


Draft: November 24


The dean has made it clear that diversity and
inclusiveness are priorities. He supported our Admissions
Offices’ request for a higher tuition discount rate & a
larger incoming class in Fall 2009 so that we can offer
more generous scholarships to admitted applicants who
self-identify as people of color. We will be better able to
compete for these students with other schools. Dean
Mengler funded & supported a faculty development
program this fall on cultural competency in the classroom




The dean supported a request from his Assistant Dean for
Student & Multicultural affairs to invite all Law School
staff to participate in SafeZone Project training. 13 staff
completed the training & committed to serve as team




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
The dean & our faculty have consistently advocated for
the inclusion of speakers who are advocates for diversity
& inclusion, even when they are “controversial.” Law
School Board of Governors includes lawyers of color

The dean & his associate/assistant deans meet twice per
semester with student government for Deans’ luncheons.
The deans met with a selected group of student leaders
in April to hear their concerns about diversity &




The new UST Law admissions diversity brochure will
include a letter to prospective students of color from the
Assistant Dean for Student & Multicultural affairs that
connects diversity & inclusiveness to 1) our mission to be
a Catholic law school & 2) the founding of UST by




School of Law faculty & staff talk regularly about
“building community” among faculty, students, & staff as




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
>The School of Law faculty participated in a faculty
development program on Cultural Competency in the
Classroom lead by Professor Toni Johnson from the
University of Kansas School of Social Work in September,
2008
>School of Law staff invited to complete SafeZone Project
training; 12 completed




>School of Law Issues Forum (student led open-forum
discussion) identified this issue in winter of 2007. >Fall
2007 multicultural affairs program focused on US
Supreme Court decisions on race beyond the “landmark”




Faculty development workshop in #2 above included
adjunct faculty. We offered workshop from 4-6 pm, a
time when both full time & adjunct faculty could attend




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




2008-09 Faculty Recruitment:
>Invitations extended: White: 31, Minorities: 18 (36% to




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




School of Law already awards scholarships that are
renewed so long as student is in good academic standing;




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
School of Law recruits nationally for students of color, &
recruits broadly in Twin Cities for staff of color




Fall Multicultural Affairs Program: How to be a
Community Builder for Diversity w/guest speaker


>SafeZone training
>Spring program on spirituality & sexual orientation
being considered by Out!Law

UST Law has openly gay/lesbian faculty and staff




Open discussion of this challenge by student leaders &
the deans last spring; the dean responded w/open letter



UST Law established “non-academic directors group" to
improve communications between Deans/ Faculty &
directors




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                      Social Work
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity      accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and    involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and    → Unit reports on diversity rather than individual
                        accountability.                                      reports – makes it a unit responsibility, fosters
                                                                             training by unit.
                                                                             → Modify the Faculty Annual Report to require
                                                                             departments to list their diversity activities for
                                                                             evaluation.
                        1.13 Leadership’s commitment to diversity and        →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the           that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                    ready to support).
                                                                             →Goal setting – every department should address
                                                                             climate with at least one goal.
                                                                             →Establish a reward system to recognize mission-
                                                                             centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                             MAPPING GRID                                Diversity Action Plan, 2008-2011



        1.3 An opportunity exists to strengthen the communication                  Social Work
        channels between the student body, employees and UST
                              Climate Study Results Areas of                  Focus Groups/Brown Bag Session
    Focus Areas Students, faculty and staff have a strong desire to be
        leadership.
                                Opportunity of the decision-making
        informed in real-time and to be a part(Improvement)                      Suggested Next Step Actions
        process.
1. Leadership Commitment & Involvement                                 →Assure international students receive feedback
                                                                       on proposal for increasing international student
                                                                       scholarships.
                                                                       →Extend presidential breakfast meetings to
                                                                       different groups of staff and faculty.
        1.4 UST population needs to better understand the connection →Engage the Office of Mission, Office of
        of diversity and inclusion to UST mission.                     Institutional Diversity, etc., to lead unit discussions
                                                                       about the values-orientation of UST’s mission to
                                                                       help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                                   Social Work
                                Climate Study Results Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                         Suggested Next Step Actions
       2.1 Design and implement Involvement
1. Leadership Commitment &customized education and                         →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.




          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.
                                                                           →Pay attention to diversity in
                                                                           graduate/professional programs (some are already
                                                                           covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion   Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.       cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011

          2.4 Identify areas of diversity-related opportunity and provide
          sufficient funding and resources for diversity-focused education
          and faculty development training offerings.
                                                                                      Social Work
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Develop and institute a process to enable faculty
                                                                              to respond to student evaluations that specifically
                                                                              critique the way they taught a diversity-related
                                                                              topic.
                                                                              →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse      →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage       strategy.
          and retain these individuals once they are members of the UST       →Promote and encourage the affinity groups as
          community.                                                          formal/informal networks on campus.
                                                                              →Explore ways to create greater flexibility within
                                                                              the tenure and promotion process to create a more
                                                                              family-friendly institution.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011
          3.2 UST is making progress in its efforts to recruit a diverse
          population; however, there is an opportunity to better engage
          and retain these individuals once they are members of the UST
          community.                                                                   Social Work
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Evaluate Pay-For-Performance Program to
                                                                              discern effects on retention; team-work (Are there
                                                                              unintended consequences?).
                        3.21 UST needs to provide sufficient funding and      →Determine senior management’s level of
                        resources to ensure that diverse populations can      commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient     →Set specific diversity goals and objectives.
                        support services and professional development         →Pool institutional resources or allocate resources
                        opportunities.                                        to recognize extraordinary achievement and/or
                                                                              service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.                                               →Provide more scholarships, as well as support
                                                                              systems, to continue to engage and retain all
                                                                              students—especially students of color and
                                                                              international students.
                                                                              →Incorporate cultural competence in core courses
                                                                              to help faculty and students increase their
                                                                              competency-levels in the areas of diversity and
                                                                              inclusion.
          3.3 UST has made some progress with the recruitment of              Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                 cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                            heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                               cell heightDefault text to align cell




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                   MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                        Social Work
                                Climate Study Results Areas of                        Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                              Suggested Next Step Actions
       3.5 Faculty , staff and students expressed that
1. Leadership Commitment & Involvement UST needs to                          →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and      → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive    informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all    → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                         4.11 Members of the campus community shared            → Create a locus for GLBT research, education,
                         the perception that GLBT students (especially male     mentorship. Create a job position in the area of a
                         students) are the recipients of the most negative      Student Affairs and establish a resource room.
                         and disparate treatment.
                         4.12 Generally speaking, UST has a "don’t ask,
                         don’t tell" policy regarding the sexual orientation
                         of faculty and staff.
                         4.13 UST is going to have to take proactive steps to   → Increase awareness of visible or invisible
                         include individuals with disabilities and ensure       disabilities, and add accessibility to buildings where
                         access to services across campus.                      it does not currently exist.




          4.2 Overall, there is ambiguity and confusion regarding UST's         → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the     interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its         Default text to align cell heightDefault text to align
          influence on UST.                                                     cell heightDefault text to align cell




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                        Social Work
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
       4.4 There is the strong perception that people
1. Leadership Commitment & Involvement are treated                              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,          transparency and community in decision-making
          including: gender, job position/tenure, physical ability,             process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio- to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Hosting National Conference on Social Work for Social
Justice.
>Hosting of Junior Faculty Development Program
>Scholar from eastern Europe for semester.
>Initiation of collaboration with Howard University in




Active recruitment of Board of Advisors members,
fieldwork instructors, & full & adjunct faculty from
diverse backgrounds.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
Design &implementation of ‘Room at the Table’ Dialogue
for faculty, students & community practitioners on Racial
& Ethnic Health Disparities.
Design & planning of Annual Justice Lecture addressing
Racial Injustice in 2009.
Design & development of Social Work Salons addressing
diverse topics including spirituality, practice in Ghana,
homelessness, health care & viewing & discussion of
“Mirrors of Privilege”.
Development & marketing of two videos addressing
cross-cultural supervision & boundary violations in
supervision.
>Content on human diversity & nondiscrimination
integrated throughout undergraduate & graduate
curricula. Social work programs must integrate content
that promotes understanding, affirmation & respect for




Establishment of Interprofessional Center for Counseling
and Legal Services providing counseling & legal services to
diverse populations focusing on working poor of the Twin
Cities.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Grant & scholarship funding provided to students of
color when admitted to graduate program.
>Archbishop John Ireland Scholarship awarded to
students of color in the graduate program.




>Hiring ads encourage applications from persons of color
& other underrepresented groups in social work.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Diversity Forum comprised of students of color,
international & GLBT students meets monthly.




Addition of three full-time & two adjunct diverse faculty
to faculty team. Seven of eight leadership positions held
by women.

Provision of flexible work schedule for faculty pursuing
doctoral education.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




Poster designed & posted in Summit Avenue Classroom
Building identifying SCB as hate-free zone.




>Lift installed in SCB to assure access for students with
disabilities.
>Providing assistance to students regarding uses of
disability services.
>Proactive recruitment of agencies to serve as internship
site for students with disabilities.
Integration of Ten Justice Principles in undergraduate and
graduate curriculum emphasizing human dignity &
common good.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
Requirement of CSWE, Social Work Accrediting body, to
demonstrate that the program makes specific &
continuous efforts to provide a learning context in which
respect for all persons & understanding of diversity
(including age, class, color, disability, ethnicity, family
structure, gender, marital status, national origin race,
religion, sex & sexual orientation) are practiced.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                    Student Affairs
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in       Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.  cell heightDefault text to align cell height Default
                                                                             text to align cell heightDefault text to
                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity      accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and    involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and    → Unit reports on diversity rather than individual
                        accountability.                                      reports – makes it a unit responsibility, fosters
                                                                             training by unit.
                                                                             → Modify the Faculty Annual Report to require
                                                                             departments to list their diversity activities for
                                                                             evaluation.




                        1.13 Leadership’s commitment to diversity and         →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the            that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic    diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                     ready to support).
                                                                              →Goal setting – every department should address
                                                                              climate with at least one goal.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011

                        1.13 Leadership’s commitment to diversity and
                        inclusion must move beyond a focus on "the                   Student Affairs
                        numbers" and "lip service" to a focus on strategic
                                Climate Study Results
                        and institutional culture change. Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                  Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement                                         →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.


          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.




          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.
          1.4 UST population needs to better understand the connection         →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                           Institutional Diversity, etc., to lead unit discussions
                                                                               about the values-orientation of UST’s mission to
                                                                               help educate faculty, staff, and students.

                                                                               →Place greater emphasis on and communicate
                                                                               more broadly and regularly the mission-focused
                                                                               activities taking place at UST.
                                                                               →Manager tips on reviewing the diversity item on
                                                                               annual reports with wide-ranging examples.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                             MAPPING GRID                               Diversity Action Plan, 2008-2011



                                                                                Student Affairs
                                Climate Study Results Areas of                  Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                        Suggested Next Step Actions
       1.5 There is a fundamental Involvement
1. Leadership Commitment & understanding of diversity and its              →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.




          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.
                                                                           →Pay attention to diversity in
                                                                           graduate/professional programs (some are already
                                                                           covered by accreditation mandates).




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                                    Student Affairs
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
       2.3 An Commitment to include a diversity
1. Leadershipopportunity exists& Involvement and inclusion                    Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.          cell heightDefault text to align cell height




          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                 Student Affairs
        3.1 Increase awareness and training for hiring managers and
                              Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areasabout UST’s strategic rationale for diversity and
        officials
                               Opportunity (Improvement)
        inclusion by linking them to institutional planning and diversity          Suggested Next Step Actions
        hiring initiatives.
1. Leadership Commitment & Involvement                                      →Ensure all hiring units follow UST’s search and
                                                                            selection process (possibly a mandatory search
                                                                            training process).
                                                                            →Enhance the Talent Management System to
                                                                            include diversity recruitment resources and
                                                                            tools—including list of Historically Black Colleges
                                                                            and Universities, Hispanic-based organizations, etc.

                                                                            →Develop a recruitment packet that search
                                                                            committees can use to help market and familiarize
                                                                            finalists with UST and relocating and living in the
                                                                            Twin Cities.
                                                                            →Identify informal networks/"critical friends" to
                                                                            advise search committees on diversity issues in a
                                                                            "risk-free" manner where open and candid
                                                                            discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse    →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage     strategy.
          and retain these individuals once they are members of the UST     →Promote and encourage the affinity groups as
          community.                                                        formal/informal networks on campus.
                                                                            →Explore ways to create greater flexibility within
                                                                            the tenure and promotion process to create a more
                                                                            family-friendly institution.
                                                                            →Evaluate Pay-For-Performance Program to
                                                                            discern effects on retention; team-work (Are there
                                                                            unintended consequences?).
                        3.21 UST needs to provide sufficient funding and    →Determine senior management’s level of
                        resources to ensure that diverse populations can    commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient   →Set specific diversity goals and objectives.
                        support services and professional development       →Pool institutional resources or allocate resources
                        opportunities.                                      to recognize extraordinary achievement and/or
                                                                            service in the area of diversity.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                  Diversity Action Plan, 2008-2011
                        3.21 UST needs to provide sufficient funding and
                        resources to ensure that diverse populations can
                        be effectively retained with more than sufficient
                        support services and professional development
                                                                                   Student Affairs
                        opportunities. Study Results Areas of
                               Climate                                             Focus Groups/Brown Bag Session
    Focus Areas
                                  Opportunity (Improvement)                          Suggested Next Step Actions
1. Leadership Commitment & Involvement                                       → Invest in professional development and
                                                                             advancement of current employees who are
                                                                             members of underrepresented groups. Encourage
                                                                             managers to promote their efforts to reach goals at
                                                                             UST rather than elsewhere.
                       3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                       retention and engagement of diverse students on Program, 360 Program).
                       campus.                                               →Provide more scholarships, as well as support
                                                                             systems, to continue to engage and retain all
                                                                             students—especially students of color and
                                                                             international students.
                                                                             →Incorporate cultural competence in core courses
                                                                             to help faculty and students increase their
                                                                             competency-levels in the areas of diversity and
                                                                             inclusion.
          3.3 UST has made some progress with the recruitment of             Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                           heightDefau



          3.4 Advancement and growth opportunities for diverse faculty       Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                              cell heightDefault text to align cell




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                                    Student Affairs
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
       3.5 Faculty , staff and students expressed that
1. Leadership Commitment & Involvement UST needs to                          →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.




4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and     → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive   informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all   → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                         4.11 Members of the campus community shared           → Create a locus for GLBT research, education,
                         the perception that GLBT students (especially male    mentorship. Create a job position in the area of a
                         students) are the recipients of the most negative     Student Affairs and establish a resource room.
                         and disparate treatment.

                        4.12 Generally speaking, UST has a "don’t ask,
                        don’t tell" policy regarding the sexual orientation
                        of faculty and staff.
                        4.13 UST is going to have to take proactive steps to → Increase awareness of visible or invisible
                        include individuals with disabilities and ensure     disabilities, and add accessibility to buildings where
                        access to services across campus.                    it does not currently exist.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                        Student Affairs
                                Climate Study Results Areas of                          Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                                Suggested Next Step Actions
       4.2 Overall, there is ambiguity and confusion
1. Leadership Commitment & Involvement regarding UST's                      → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the interests of future students, faculty and staff.
          diversity and inclusion initiative.


          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


The mission of Campus & Residence Life is to create
inclusive environments for all students.




>Student Affairs Leadership Council participate in the
Leadership Academy Diversity Sessions, diversity
programming on campus, and brown bag/follow up




>All Student Affairs staff are encouraged and supported
to participate in diversity trainings/sessions at UST &
beyond. Student Affairs has many professional
organizations that hold conferences aimed at diversity




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Student Affairs leadership is actively involved in
Controversial Speakers Task Force.
>Campus Life advises University Lectures Committee –
student, faculty & staff committee that sponsors variety
of speakers on campus.
>International Student Services staff are active in
International Education professional organizations that
lobby to political leaders in D.C. to improve immigration
regulations and intercultural focus through study abroad.

> VP for Student Affairs holds inclusive monthly meetings
with student leaders across campus with focus on
University activities, diversity and campus culture.
>Campus Life advises and supports the Undergraduate




>Campus & Residence Life has current representation on
Welcome Week Committee and Heritage Week
committee.
>During the new international student orientation
session, International Student Services discusses the St.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>The Career Center liaison developed new career specific
programs for the REAL program & Mentor Linkages
program.
>International Student Services & the International
Mentors consistently coordinate programs & activities to
help international students integrate into the university
community. (CultureLink, Thanksgiving Dinner,
International Game Night during Family Weekend, etc.)




***Support efforts in Academic Affairs & Student Affairs
for First Year Experience program with focus on civil
discourse.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence       MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
>VP for Student Affairs personally leads orientation for all
new DSA staff with focus on mission & inclusion.
>Through the Dean of Students, New Student Orientation
is planned & implemented. Diversity is highlighted as one
of UST's convictions in our community sessions for
students & parents. In all orientation processes the hate
crime protocol is introduced & made available to
students and parents.
>Residence Life employs approximately 70 student staff
each year and trains them for 2 weeks in August & 3 days
in January. Training/professional development is focused
on creating inclusive communities, cultural competency,
diversity programming & social justice.




>Career Development Center is writing a program
proposal with MSS to present at professional conference.
Career staff members attend student organization
meetings including BESA. Offer services for MSS




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Campus & Residence Life through the Student Leader
Selection process hires approximately 30% students of




>Division of Student Affairs is committed to recruiting
and retaining diverse staff. In any given semester, student




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




>Multicultural Student Services offers two student of
color retention programs: Reaching Excellence in




>Student Affairs collaborates with the LuAnn Dummer
Center in planning for student-focused programs.
>Mary Ann Ryan provides workshops through Feminist
Friday, Soup & Substance and other venues focused on
her academic work regarding women in leadership.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
>Sent letters to all American Psychological Association
Minority Fellows inviting them to apply for Personal
Counseling internship. All candidates who represent
diversity are automatically advanced to the second stage
of the process.
>Retention: Personal Counseling is conducting an audit to
ensure processes are inclusive and engaging.
 >Retention: Student Affairs is developing plans for
support groups for single parent students who are
traditionally underrepresented.
>Personal Counseling is designing an on-line survey to
assess needs for educational programming for this group
of student parents.




>Residence Halls provide Diversity Dialogues to students
twice a year.


>Campus & Residence Life offers Ally Training as part of
Fall Leadership Institute. They also provide support for
Allies student organization.
>Dean of Students offers Allies training at other points in
the year..



>The Dean of Students Office collaborates with Academic
Counseling, Health Services, and Personal Counseling to
create a positive environment for academic development
within the UST community for persons of varying ability.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports
>Several Student Affairs leaders have attended Leading in
a Catholic Institution seminar course
>Dean of Students and Director of Campus Life serve as
ex-officio member of Student Life Committee.




>Campus & Residence Life plans and implements each
year the Fall Leadership Institute which is a three-day
training for all student leaders in Student Affairs. Themes
and focus of the institute are purposely designed to
address diversity education and to create inclusive
communities.
>Following student leader selection Campus & Residence
Life host Spring Leadership Night which is a training
seminar focused on leadership and diversity education.
>The Dean of Students Office coordinates the SafeZone
Project focused on response to students, faculty and staff
who need a support in responding to climate issues that
make them feel marginalized.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                               VP Finance (Purchasing)
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in         Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.    cell heightDefault text to align cell height Default
                                                                               text to align cell heightDefault text to




                        1.11 Staff and faculty perceive that the majority of   → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST    → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and      → Unit reports on diversity rather than individual
                        accountability.                                        reports – makes it a unit responsibility, fosters
                                                                               training by unit.
                                                                               → Modify the Faculty Annual Report to require
                                                                               departments to list their diversity activities for
                                                                               evaluation.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                               VP Finance (Purchasing)
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
                 1.13 Leadership’s commitment
1. Leadership Commitment & Involvement to diversity and                        →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the             that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic     diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                      ready to support).
                                                                               →Goal setting – every department should address
                                                                               climate with at least one goal.
                                                                               →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.
          1.4 UST population needs to better understand the connection         →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                           Institutional Diversity, etc., to lead unit discussions
                                                                               about the values-orientation of UST’s mission to
                                                                               help educate faculty, staff, and students.

                                                                               →Place greater emphasis on and communicate
                                                                               more broadly and regularly the mission-focused
                                                                               activities taking place at UST.
                                                                               →Manager tips on reviewing the diversity item on
                                                                               annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its        →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition       the concept of inclusive excellence.
          or framework for the concept of inclusion.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                           VP Finance (Purchasing)
                           Climate Study Results Areas of                        Focus Groups/Brown Bag Session
    Focus Areas is a fundamental understanding of diversity and its
        1.5 There
                            Opportunity (Improvement)
        many dimensions; however, there is not a consistent definition
                                                                                   Suggested Next Step Actions
       or framework for the concept of inclusion.
1. Leadership Commitment & Involvement                                     →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.
                                                                           →Pay attention to diversity in
                                                                           graduate/professional programs (some are already
                                                                           covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion   Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.       cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                              VP Finance (Purchasing)
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
1. Leadership Commitment & Involvement
3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse      →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage       strategy.
          and retain these individuals once they are members of the UST       →Promote and encourage the affinity groups as
          community.                                                          formal/informal networks on campus.
                                                                              →Explore ways to create greater flexibility within
                                                                              the tenure and promotion process to create a more
                                                                              family-friendly institution.
                                                                              →Evaluate Pay-For-Performance Program to
                                                                              discern effects on retention; team-work (Are there
                                                                              unintended consequences?).
                        3.21 UST needs to provide sufficient funding and      →Determine senior management’s level of
                        resources to ensure that diverse populations can      commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient     →Set specific diversity goals and objectives.
                        support services and professional development
                        opportunities.
REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                             VP Finance (Purchasing)
                 3.21 UST needs to provide sufficient funding and
                        Climate Study Results Areas of                               Focus Groups/Brown Bag Session
    Focus Areas  resources to ensure that diverse populations can
                          Opportunity (Improvement)
                 be effectively retained with more than sufficient                     Suggested Next Step Actions
1. Leadership Commitment & Involvement development
                 support services and professional                             →Pool institutional resources or allocate resources
                 opportunities.                                                to recognize extraordinary achievement and/or
                                                                               service in the area of diversity.

                                                                               → Invest in professional development and
                                                                               advancement of current employees who are
                                                                               members of underrepresented groups. Encourage
                                                                               managers to promote their efforts to reach goals at
                                                                               UST rather than elsewhere.
                         3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                         retention and engagement of diverse students on Program, 360 Program).
                         campus.                                               →Provide more scholarships, as well as support
                                                                               systems, to continue to engage and retain all
                                                                               students—especially students of color and
                                                                               international students.
                                                                               →Incorporate cultural competence in core courses
                                                                               to help faculty and students increase their
                                                                               competency-levels in the areas of diversity and
                                                                               inclusion.
          3.3 UST has made some progress with the recruitment of               Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                  cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                             heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                                cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to         →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity           the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and             cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all
          its students, faculty, and staff.

REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                                  VP Finance (Purchasing)
                          Climate Study Results Areas of                                Focus Groups/Brown Bag Session
    Focus Areas experiencing challenges with respect to inclusion and
        4.1 UST is
                           Opportunity (Improvement)                                      Suggested Next Step Actions
          needs to strengthen its efforts to create and sustain an inclusive
1. Leadership that values, appreciates, and engages the diversity of all → Adopt common language to talk about diversity.
       culture Commitment & Involvement
          its students, faculty, and staff.
                          4.11 Members of the campus community shared             → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male      mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative       Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to    → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure        disabilities, and add accessibility to buildings where
                          access to services across campus.                       it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's           → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the       interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


>Purchasing has a project this year to develop
measurements for supplier diversity
>Purchasing may create a 2010 goal based on our
measurements of supplier diversity
>All FT employees in Purchasing are women
>Purchasing employs one woman & one African-
American male student worker
>Employees have attended a number of diversity-related
events including diversity brown bag, periodic brown
bags at Luann Dummer Center, Multicultural Forum on
Workplace Diversity, Women’s Leadership Conference
sponsored by the Holloran Center
>Purchasing Director is the advisor for Students Against
MS Club that supports individuals with disabilities
>We treat all people with respect and strive to provide
great service to all of our clients




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                       VP Finance (Physical Facilities)
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in         Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.    cell heightDefault text to align cell height Default
                                                                               text to align cell heightDefault text to




                        1.11 Staff and faculty perceive that the majority of   → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST    → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and
                        accountability.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                       VP Finance (Physical Facilities)
                 1.12 There is an opportunity for leaders across UST
                         Climate Study Results Areas of                    Focus Groups/Brown Bag Session
    Focus Areas  to increase their engagement in UST’s diversity
                           Opportunity (Improvement)                          Suggested Next Step Actions
                 efforts to ensure that 1) leaders are visible and
1. Leadership Commitment & there is distributed ownership and → Unit reports on diversity rather than individual
                 active, and 2) Involvement
                 accountability.                                     reports – makes it a unit responsibility, fosters
                                                                     training by unit.
                                                                     → Modify the Faculty Annual Report to require
                                                                     departments to list their diversity activities for
                                                                     evaluation.
                 1.13 Leadership’s commitment to diversity and       →Direct report/Supervisor relationship; be sure
                 inclusion must move beyond a focus on "the          that supervisors are supportive of time for work on
                 numbers" and "lip service" to a focus on strategic diversity (Sue Huber and Mark Dienhart stand
                 and institutional culture change.                   ready to support).
                                                                     →Goal setting – every department should address
                                                                     climate with at least one goal.
                                                                     →Establish a reward system to recognize mission-
                                                                     centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.
          1.4 UST population needs to better understand the connection         →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                           Institutional Diversity, etc., to lead unit discussions
                                                                               about the values-orientation of UST’s mission to
                                                                               help educate faculty, staff, and students.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                  Diversity Action Plan, 2008-2011


          1.4 UST population needs to better understand the connection
          of diversity and inclusion to UST mission.
                                                                      VP Finance (Physical Facilities)
                                Climate Study Results Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                         Suggested Next Step Actions
1. Leadership Commitment & Involvement                                     →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.
                                                                           →Pay attention to diversity in
                                                                           graduate/professional programs (some are already
                                                                           covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion   Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.       cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011




        2.4 Identify areas of diversity-related opportunity and provide
                                                                       VP Finance (Physical Facilities)
        sufficient funding and resources for diversity-focused education
                              Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas development training offerings.
        and faculty
                                  Opportunity (Improvement)                          Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        → Provide adequate financial support for and
                                                                              strong commitment to faculty development.
                                                                              →Develop and institute a process to enable faculty
                                                                              to respond to student evaluations that specifically
                                                                              critique the way they taught a diversity-related
                                                                              topic.
                                                                              →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse      →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage       strategy.
          and retain these individuals once they are members of the UST       →Promote and encourage the affinity groups as
          community.                                                          formal/informal networks on campus.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011



        3.2 UST is making progress in its efforts to recruit a diverse VP Finance (Physical Facilities)
        population; however, there is an opportunity to better engage
                            Climate Study Results Areas of                          Focus Groups/Brown Bag Session
        and retain
    Focus Areas these individuals once they are members of the UST
        community.            Opportunity (Improvement)                               Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Explore ways to create greater flexibility within
                                                                              the tenure and promotion process to create a more
                                                                              family-friendly institution.
                                                                              →Evaluate Pay-For-Performance Program to
                                                                              discern effects on retention; team-work (Are there
                                                                              unintended consequences?).
                        3.21 UST needs to provide sufficient funding and      →Determine senior management’s level of
                        resources to ensure that diverse populations can      commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient     →Set specific diversity goals and objectives.
                        support services and professional development         →Pool institutional resources or allocate resources
                        opportunities.                                        to recognize extraordinary achievement and/or
                                                                              service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.                                               →Provide more scholarships, as well as support
                                                                              systems, to continue to engage and retain all
                                                                              students—especially students of color and
                                                                              international students.
                                                                              →Incorporate cultural competence in core courses
                                                                              to help faculty and students increase their
                                                                              competency-levels in the areas of diversity and
                                                                              inclusion.
          3.3 UST has made some progress with the recruitment of              Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                 cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                            heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                               cell heightDefault text to align cell



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                         VP Finance (Physical Facilities)
                                Climate Study Results Areas of                          Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                                Suggested Next Step Actions
       3.5 Faculty , staff and students expressed that
1. Leadership Commitment & Involvement UST needs to                          →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and        → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive      informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all      → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                          4.11 Members of the campus community shared             → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male      mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative       Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to    → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure        disabilities, and add accessibility to buildings where
                          access to services across campus.                       it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's           → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the       interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence       MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


>Hold all unit supervisors responsible for establishing a
minimum of one goal for their unit that is supportive of
the university’s strategic directives on diversity.
>Work with the Catholic Studies program to hold several
unit seminars on diversity & social justice, as a
continuation of last year’s seminars on Catholic Identity.
>Require supervisors to list the diversity efforts &
activities as part of the IODP process.
>Require supervisors in the recruitment & hiring process
to define & defend their “hiring for diversity” strategy.
>Support the work of St. Joseph’s Children’s Home, &
Mary Jo Copeland’s’ Sharing & Caring Hands through our
annual Christmas giving program.
>Work with the Office of Mission to prepare & hold
several unit discussions on the history, tradition, & values
of the University.
>Make a concerted effort to recruit & hire minority
students for summer employment.
>Investigate establishing an apprenticeship program in
conjunction with St. Paul Technical College for minority
students in the University paint & carpentry
departments.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                   VP Finance (Mpls Campus Services)
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in        Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.   cell heightDefault text to align cell height Default
                                                                              text to align cell heightDefault text to




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                  VP Finance (Mpls Campus Services)
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
                 1.11 Staff and faculty perceive
1. Leadership Commitment & Involvement that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST    → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and      → Unit reports on diversity rather than individual
                        accountability.                                        reports – makes it a unit responsibility, fosters
                                                                               training by unit.
                                                                               → Modify the Faculty Annual Report to require
                                                                               departments to list their diversity activities for
                                                                               evaluation.
                        1.13 Leadership’s commitment to diversity and          →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the             that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic     diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                      ready to support).
                                                                               →Goal setting – every department should address
                                                                               climate with at least one goal.
                                                                               →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                  VP Finance (Mpls Campus Services)
                                Climate Study Results Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                         Suggested Next Step Actions
       1.4 UST population needs to better understand the connection
1. Leadership Commitment & Involvement                                     →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                       Institutional Diversity, etc., to lead unit discussions
                                                                           about the values-orientation of UST’s mission to
                                                                           help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.
                                                                           →Pay attention to diversity in
                                                                           graduate/professional programs (some are already
                                                                           covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion   Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.       cell heightDefault text to align cell height



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                   VP Finance (Mpls Campus Services)
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
       2.4 Identify areas of diversity-related opportunity and provide
1. Leadership Commitment & Involvement                                     →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                  VP Finance (Mpls Campus Services)
                                Climate Study Results Areas of                    Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                          Suggested Next Step Actions
       3.2 UST is making progress Involvement
1. Leadership Commitment & in its efforts to recruit a diverse               →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage      strategy.
          and retain these individuals once they are members of the UST      →Promote and encourage the affinity groups as
          community.                                                         formal/informal networks on campus.
                                                                             →Explore ways to create greater flexibility within
                                                                             the tenure and promotion process to create a more
                                                                             family-friendly institution.
                                                                             →Evaluate Pay-For-Performance Program to
                                                                             discern effects on retention; team-work (Are there
                                                                             unintended consequences?).
                        3.21 UST needs to provide sufficient funding and     →Determine senior management’s level of
                        resources to ensure that diverse populations can     commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient    →Set specific diversity goals and objectives.
                        support services and professional development        →Pool institutional resources or allocate resources
                        opportunities.                                       to recognize extraordinary achievement and/or
                                                                             service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.                                               →Provide more scholarships, as well as support
                                                                              systems, to continue to engage and retain all
                                                                              students—especially students of color and
                                                                              international students.
                                                                              →Incorporate cultural competence in core courses
                                                                              to help faculty and students increase their
                                                                              competency-levels in the areas of diversity and
                                                                              inclusion.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                    MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                    VP Finance (Mpls Campus Services)
                                Climate Study Results Areas of                         Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                               Suggested Next Step Actions
       3.3 UST has made some & Involvement
1. Leadership Commitment progress with the recruitment of                    Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                           heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                              cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to       →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and       → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive     informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all     → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                          4.11 Members of the campus community shared            → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male     mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative      Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to   → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure       disabilities, and add accessibility to buildings where
                          access to services across campus.                      it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's          → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the      interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its          Default text to align cell heightDefault text to align
          influence on UST.                                                      cell heightDefault text to align cell




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                    VP Finance (Mpls Campus Services)
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
       4.4 There is the strong perception that people
1. Leadership Commitment & Involvement are treated                              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,          transparency and community in decision-making
          including: gender, job position/tenure, physical ability,             process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio- to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence         MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


>Staff participation in the University’s diversity training is
part of our department’s annual goals.
>Sending campus wide e-mails to the Minneapolis
Campus (in addition to the Bulletin) so they are aware of
the mission-focused activities on campus
>“Reminding” the St. Paul campus to include the
Minneapolis Campus when planning those events
>This department is part of an effort to look at programs,
mission-focused activities for our graduate students
>Follows the University’s search & selection process
>Staff are mentors to the Ugandan students who are
student workers on the Minneapolis Campus
>Staff also mentors the new Tibetan custodian in order to
make his job & the transition to daytime easier
>This department holds an ongoing event for new
employees to assist their transition to “how things get
done" & "who’s who” on the Mpls. Campus
>Would like to become part of the idea of enhancing the
Talent Management System to include diversity
recruitment tools.
>Would be most interested in participating in developing
a faculty/staff retention plan/strategy
>Would like to participate in developing a program for
“staff” on how to approach controversial/uncomfortable
diversity related topics
>Have this department develop a goal to address ways to
improve our response to creating a more inclusive
environment on the Mpls Campus




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                               VP Finance (Controller)
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in         Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.    cell heightDefault text to align cell height Default
                                                                               text to align cell heightDefault text to




                        1.11 Staff and faculty perceive that the majority of   → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST    → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and      → Unit reports on diversity rather than individual
                        accountability.                                        reports – makes it a unit responsibility, fosters
                                                                               training by unit.
                                                                               → Modify the Faculty Annual Report to require
                                                                               departments to list their diversity activities for
                                                                               evaluation.
                        1.13 Leadership’s commitment to diversity and          →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the             that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic     diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                      ready to support).
                                                                               →Goal setting – every department should address
                                                                               climate with at least one goal.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011

                        1.13 Leadership’s commitment to diversity and
                        inclusion must move beyond a focus on "the             VP Finance (Controller)
                        numbers" and "lip service" to a focus on strategic
                                Climate Study Results
                        and institutional culture change. Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                  Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement                                         →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.
          1.4 UST population needs to better understand the connection         →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                           Institutional Diversity, etc., to lead unit discussions
                                                                               about the values-orientation of UST’s mission to
                                                                               help educate faculty, staff, and students.

                                                                               →Place greater emphasis on and communicate
                                                                               more broadly and regularly the mission-focused
                                                                               activities taking place at UST.
                                                                               →Manager tips on reviewing the diversity item on
                                                                               annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its        →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition       the concept of inclusive excellence.
          or framework for the concept of inclusion.                           →Sponsor community discussions/conversations
                                                                               about UST’s definition of diversity to help all
                                                                               employees and students understand what it really
                                                                               means.
2. Curriculum, Education and Training



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                              VP Finance (Controller)
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
       2.1 Design and implement Involvement
1. Leadership Commitment &customized education and                            →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and        program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.                 text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an               →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal         diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate         transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the       Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                     →Close the loop on service learning by connecting
                                                                              the activities and outcomes back to the mission of
                                                                              UST.
                                                                              →Pay attention to diversity in
                                                                              graduate/professional programs (some are already
                                                                              covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion      Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.          cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                            VP Finance (Controller)
        3.1 Increase awareness and training for hiring managers and
                              Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areasabout UST’s strategic rationale for diversity and
        officials
                               Opportunity (Improvement)
        inclusion by linking them to institutional planning and diversity          Suggested Next Step Actions
        hiring initiatives.
1. Leadership Commitment & Involvement                                      →Ensure all hiring units follow UST’s search and
                                                                            selection process (possibly a mandatory search
                                                                            training process).
                                                                            →Enhance the Talent Management System to
                                                                            include diversity recruitment resources and
                                                                            tools—including list of Historically Black Colleges
                                                                            and Universities, Hispanic-based organizations, etc.

                                                                            →Develop a recruitment packet that search
                                                                            committees can use to help market and familiarize
                                                                            finalists with UST and relocating and living in the
                                                                            Twin Cities.
                                                                            →Identify informal networks/"critical friends" to
                                                                            advise search committees on diversity issues in a
                                                                            "risk-free" manner where open and candid
                                                                            discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse    →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage     strategy.
          and retain these individuals once they are members of the UST     →Promote and encourage the affinity groups as
          community.                                                        formal/informal networks on campus.
                                                                            →Explore ways to create greater flexibility within
                                                                            the tenure and promotion process to create a more
                                                                            family-friendly institution.
                                                                            →Evaluate Pay-For-Performance Program to
                                                                            discern effects on retention; team-work (Are there
                                                                            unintended consequences?).
                        3.21 UST needs to provide sufficient funding and    →Determine senior management’s level of
                        resources to ensure that diverse populations can    commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient   →Set specific diversity goals and objectives.
                        support services and professional development       →Pool institutional resources or allocate resources
                        opportunities.                                      to recognize extraordinary achievement and/or
                                                                            service in the area of diversity.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                  Diversity Action Plan, 2008-2011
                        3.21 UST needs to provide sufficient funding and
                        resources to ensure that diverse populations can
                        be effectively retained with more than sufficient
                        support services and professional development
                                                                              VP Finance (Controller)
                        opportunities. Study Results Areas of
                               Climate                                               Focus Groups/Brown Bag Session
    Focus Areas
                                  Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement                                         → Invest in professional development and
                                                                               advancement of current employees who are
                                                                               members of underrepresented groups. Encourage
                                                                               managers to promote their efforts to reach goals at
                                                                               UST rather than elsewhere.
                         3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                         retention and engagement of diverse students on Program, 360 Program).
                         campus.                                               →Provide more scholarships, as well as support
                                                                               systems, to continue to engage and retain all
                                                                               students—especially students of color and
                                                                               international students.
                                                                               →Incorporate cultural competence in core courses
                                                                               to help faculty and students increase their
                                                                               competency-levels in the areas of diversity and
                                                                               inclusion.
          3.3 UST has made some progress with the recruitment of               Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                  cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                             heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                                cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to         →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity           the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and             cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all → Adopt common language to talk about diversity.
          its students, faculty, and staff.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                   MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                               VP Finance (Controller)
                                Climate Study Results Areas of                        Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                              Suggested Next Step Actions
                 4.11 Members of the campus
1. Leadership Commitment & Involvement community shared                         → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative     Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure      disabilities, and add accessibility to buildings where
                          access to services across campus.                     it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's         → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its         Default text to align cell heightDefault text to align
          influence on UST.                                                     cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated            → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,          transparency and community in decision-making
          including: gender, job position/tenure, physical ability,             process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio- to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence    MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


>Worked with HR through their Talent Management
System, & met with Alisa Begin to discuss our search
process for our last open position. We extended our
search to more publications to increase the number of
candidates from under-represented groups, & the
candidates from under-represented groups were
identified.
>As indicated under #1, the hiring process is our main
opportunity.
>Having unit-by-unit discussions with Office of Mission &
Diversity about our values-orientation to our mission
would be a good vehicle to help us understand what can
be done




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                     Auxillary Services (Public Safety)
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in        Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.   cell heightDefault text to align cell height Default
                                                                              text to align cell heightDefault text to




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                     Auxillary Services (Public Safety)
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
                 1.11 Staff and faculty perceive
1. Leadership Commitment & Involvement that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST    → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and      → Unit reports on diversity rather than individual
                        accountability.                                        reports – makes it a unit responsibility, fosters
                                                                               training by unit.
                                                                               → Modify the Faculty Annual Report to require
                                                                               departments to list their diversity activities for
                                                                               evaluation.
                        1.13 Leadership’s commitment to diversity and          →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the             that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic     diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                      ready to support).
                                                                               →Goal setting – every department should address
                                                                               climate with at least one goal.
                                                                               →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                    Auxillary Services (Public Safety)
                                Climate Study Results Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                         Suggested Next Step Actions
       1.4 UST population needs to better understand the connection
1. Leadership Commitment & Involvement                                     →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                       Institutional Diversity, etc., to lead unit discussions
                                                                           about the values-orientation of UST’s mission to
                                                                           help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.
                                                                           →Pay attention to diversity in
                                                                           graduate/professional programs (some are already
                                                                           covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion   Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.       cell heightDefault text to align cell height



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                     Auxillary Services (Public Safety)
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
       2.4 Identify areas of diversity-related opportunity and provide
1. Leadership Commitment & Involvement                                     →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                    Auxillary Services (Public Safety)
                                Climate Study Results Areas of                    Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                          Suggested Next Step Actions
       3.2 UST is making progress Involvement
1. Leadership Commitment & in its efforts to recruit a diverse               →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage      strategy.
          and retain these individuals once they are members of the UST      →Promote and encourage the affinity groups as
          community.                                                         formal/informal networks on campus.
                                                                             →Explore ways to create greater flexibility within
                                                                             the tenure and promotion process to create a more
                                                                             family-friendly institution.
                                                                             →Evaluate Pay-For-Performance Program to
                                                                             discern effects on retention; team-work (Are there
                                                                             unintended consequences?).
                        3.21 UST needs to provide sufficient funding and     →Determine senior management’s level of
                        resources to ensure that diverse populations can     commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient    →Set specific diversity goals and objectives.
                        support services and professional development        →Pool institutional resources or allocate resources
                        opportunities.                                       to recognize extraordinary achievement and/or
                                                                             service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.                                               →Provide more scholarships, as well as support
                                                                              systems, to continue to engage and retain all
                                                                              students—especially students of color and
                                                                              international students.
                                                                              →Incorporate cultural competence in core courses
                                                                              to help faculty and students increase their
                                                                              competency-levels in the areas of diversity and
                                                                              inclusion.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                    MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                       Auxillary Services (Public Safety)
                                Climate Study Results Areas of                         Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                               Suggested Next Step Actions
       3.3 UST has made some & Involvement
1. Leadership Commitment progress with the recruitment of                    Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                           heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                              cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to       →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and       → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive     informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all     → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                          4.11 Members of the campus community shared            → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male     mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative      Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to   → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure       disabilities, and add accessibility to buildings where
                          access to services across campus.                      it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's          → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the      interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its          Default text to align cell heightDefault text to align
          influence on UST.                                                      cell heightDefault text to align cell




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                       Auxillary Services (Public Safety)
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
       4.4 There is the strong perception that people
1. Leadership Commitment & Involvement are treated                              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,          transparency and community in decision-making
          including: gender, job position/tenure, physical ability,             process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio- to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


>Attend “Controversial Issues Forum” & continue to
attend in the future.
>UART invites campus leaders to discuss issues of
diversity on campus.
>Work closely with multicultural department in the past,
present and future.
>Integrate department’s mission statement to support
the University’s mission & values into our hiring process.
>Perform unit training on diversity by the Department of
Justice open to the campus community.
>Special Events Manager reviews activities & speakers &
reminds the staff on open training/presentations
regarding diversity. The management staff authorizes
overtime for those that want to attend.
>Establish employee reward programs through the
“Challenge Coin Program,” officer recognition pins, &
banquet put on by the employees for the employees.
>Attend President’s breakfast to update the group on
controversial issues & status.
>Hiring strategies in a formalized model for diverse
applicants. Follow established Human Resource practices
for hiring.
>Participation in a diversity training program called IDI
presented & taught by UST adjunct professor Paul
Schnell.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                     Auxillary Services (Food Service)
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in        Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.   cell heightDefault text to align cell height Default
                                                                              text to align cell heightDefault text to




                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                     Auxillary Services (Food Service)
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
                 1.12 There & Involvement
1. Leadership Commitment is an opportunity for leaders across UST → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and      → Unit reports on diversity rather than individual
                        accountability.                                        reports – makes it a unit responsibility, fosters
                                                                               training by unit.
                                                                               → Modify the Faculty Annual Report to require
                                                                               departments to list their diversity activities for
                                                                               evaluation.
                        1.13 Leadership’s commitment to diversity and          →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the             that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic     diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                      ready to support).
                                                                               →Goal setting – every department should address
                                                                               climate with at least one goal.
                                                                               →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                    Auxillary Services (Food Service)
                                Climate Study Results Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                         Suggested Next Step Actions
       1.4 UST population needs to better understand the connection
1. Leadership Commitment & Involvement                                     →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                       Institutional Diversity, etc., to lead unit discussions
                                                                           about the values-orientation of UST’s mission to
                                                                           help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.
                                                                           →Pay attention to diversity in
                                                                           graduate/professional programs (some are already
                                                                           covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion   Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.       cell heightDefault text to align cell height



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                     Auxillary Services (Food Service)
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
       2.4 Identify areas of diversity-related opportunity and provide
1. Leadership Commitment & Involvement                                     →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                     Auxillary Services (Food Service)
                                Climate Study Results Areas of                    Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                          Suggested Next Step Actions
       3.2 UST is making progress Involvement
1. Leadership Commitment & in its efforts to recruit a diverse               →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage      strategy.
          and retain these individuals once they are members of the UST      →Promote and encourage the affinity groups as
          community.                                                         formal/informal networks on campus.
                                                                             →Explore ways to create greater flexibility within
                                                                             the tenure and promotion process to create a more
                                                                             family-friendly institution.
                                                                             →Evaluate Pay-For-Performance Program to
                                                                             discern effects on retention; team-work (Are there
                                                                             unintended consequences?).
                        3.21 UST needs to provide sufficient funding and     →Determine senior management’s level of
                        resources to ensure that diverse populations can     commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient    →Set specific diversity goals and objectives.
                        support services and professional development        →Pool institutional resources or allocate resources
                        opportunities.                                       to recognize extraordinary achievement and/or
                                                                             service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.                                               →Provide more scholarships, as well as support
                                                                              systems, to continue to engage and retain all
                                                                              students—especially students of color and
                                                                              international students.
                                                                              →Incorporate cultural competence in core courses
                                                                              to help faculty and students increase their
                                                                              competency-levels in the areas of diversity and
                                                                              inclusion.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                    MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                       Auxillary Services (Food Service)
                                Climate Study Results Areas of                         Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                               Suggested Next Step Actions
       3.3 UST has made some & Involvement
1. Leadership Commitment progress with the recruitment of                    Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                           heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                              cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to       →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and       → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive     informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all     → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                          4.11 Members of the campus community shared            → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male     mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative      Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to   → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure       disabilities, and add accessibility to buildings where
                          access to services across campus.                      it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's          → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the      interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its          Default text to align cell heightDefault text to align
          influence on UST.                                                      cell heightDefault text to align cell




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                       Auxillary Services (Food Service)
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
       4.4 There is the strong perception that people
1. Leadership Commitment & Involvement are treated                              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,          transparency and community in decision-making
          including: gender, job position/tenure, physical ability,             process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio- to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence       MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


>We have set up diversity training for supervisors &
managers this year using HR & Leadership Academy.
>Asking our management team to listen & be proactive in
situations that are not part of the mission. That includes
both students & employees.
>Our recruitment & retention is high within the company.
>We continually teach our staff different skills so they can
be ready if a position opens & they meet our
qualifications.
>If we continue to expand the message about diversity,
our department will respect human dignity & equality.
>Service Center: 20% of the Service Center staff are from
“diverse” backgrounds, e.g., African American, Hispanic,
Hmong, mentally disabled. I also employ an 84 year old
so a senior citizen is on staff too.
>4 of 5 managers at the Service Center are female
>The average # of years of service for staff is 12 years.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                        Auxillary Services (Bookstore)
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in         Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.    cell heightDefault text to align cell height Default
                                                                               text to align cell heightDefault text to




                        1.11 Staff and faculty perceive that the majority of   → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST    → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and      → Unit reports on diversity rather than individual
                        accountability.                                        reports – makes it a unit responsibility, fosters
                                                                               training by unit.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011

                        1.12 There is an opportunity for leaders across UST
                        to increase their engagement in UST’s diversityAuxillary Services (Bookstore)
                        efforts to ensure that 1) leaders are visible and
                                Climate Study Results Areas of
                        active, and 2) there is distributed ownership and            Focus Groups/Brown Bag Session
    Focus Areas         accountability.
                                  Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement                                         → Modify the Faculty Annual Report to require
                                                                               departments to list their diversity activities for
                                                                               evaluation.
                        1.13 Leadership’s commitment to diversity and          →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the             that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic     diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                      ready to support).
                                                                               →Goal setting – every department should address
                                                                               climate with at least one goal.
                                                                               →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.
          1.4 UST population needs to better understand the connection         →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                           Institutional Diversity, etc., to lead unit discussions
                                                                               about the values-orientation of UST’s mission to
                                                                               help educate faculty, staff, and students.

                                                                               →Place greater emphasis on and communicate
                                                                               more broadly and regularly the mission-focused
                                                                               activities taking place at UST.
                                                                               →Manager tips on reviewing the diversity item on
                                                                               annual reports with wide-ranging examples.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                      Auxillary Services (Bookstore)
                                Climate Study Results Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                         Suggested Next Step Actions
       1.5 There is a fundamental Involvement
1. Leadership Commitment & understanding of diversity and its              →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.
                                                                           →Pay attention to diversity in
                                                                           graduate/professional programs (some are already
                                                                           covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion   Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.       cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
           2.4 Identify areas of diversity-related opportunity and provide
           sufficient funding and resources for diversity-focused education
           and faculty development training offerings.
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                       Auxillary Services (Bookstore)
                               Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Include adjunct faculty in diversity education.


3. Recruitment and Retention
         3.1 Increase awareness and training for hiring managers and          →Include in every recruitment plan a section
         officials about UST’s strategic rationale for diversity and          requiring search committee chairpersons to
         inclusion by linking them to institutional planning and diversity    stipulate their "hiring for diversity" strategy.
         hiring initiatives.                                                  →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.
         3.2 UST is making progress in its efforts to recruit a diverse       →Develop faculty and staff retention plan and
         population; however, there is an opportunity to better engage        strategy.
         and retain these individuals once they are members of the UST        →Promote and encourage the affinity groups as
         community.                                                           formal/informal networks on campus.
                                                                              →Explore ways to create greater flexibility within
                                                                              the tenure and promotion process to create a more
                                                                              family-friendly institution.
                                                                              →Evaluate Pay-For-Performance Program to
                                                                              discern effects on retention; team-work (Are there
                                                                              unintended consequences?).




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                        Auxillary Services (Bookstore)
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
                 3.21 UST needs to provide sufficient funding and
1. Leadership Commitment & Involvement                                         →Determine senior management’s level of
                        resources to ensure that diverse populations can       commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient      →Set specific diversity goals and objectives.
                        support services and professional development          →Pool institutional resources or allocate resources
                        opportunities.                                         to recognize extraordinary achievement and/or
                                                                               service in the area of diversity.

                                                                               → Invest in professional development and
                                                                               advancement of current employees who are
                                                                               members of underrepresented groups. Encourage
                                                                               managers to promote their efforts to reach goals at
                                                                               UST rather than elsewhere.
                         3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                         retention and engagement of diverse students on Program, 360 Program).
                         campus.                                               →Provide more scholarships, as well as support
                                                                               systems, to continue to engage and retain all
                                                                               students—especially students of color and
                                                                               international students.
                                                                               →Incorporate cultural competence in core courses
                                                                               to help faculty and students increase their
                                                                               competency-levels in the areas of diversity and
                                                                               inclusion.
          3.3 UST has made some progress with the recruitment of               Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                  cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                             heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                                cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to         →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity           the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and             cell heightDefault text to align cell height
          thought/intellect.
4. Community Building


REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                          Auxillary Services (Bookstore)
                                Climate Study Results Areas of                          Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                                Suggested Next Step Actions
       4.1 UST is experiencing & Involvement
1. Leadership Commitmentchallenges with respect to inclusion and → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive      informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all      → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                          4.11 Members of the campus community shared             → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male      mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative       Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to    → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure        disabilities, and add accessibility to buildings where
                          access to services across campus.                       it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's           → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the       interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


>We have a very diverse working force in the bookstores.
>We are a launching point for many of our international
students to assimilate into the greater UST community,
making new friends & obtaining a better understanding
of working in a new country. Because of different
backgrounds and languages, we have learned that we
must communicate well and be very clear in our
instructions.
>We all feel like we have learned much from our
international students & realize that there is a broader
perspective of the world that we live in.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                         VP Finance (Business Office)
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in        Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.   cell heightDefault text to align cell height Default
                                                                              text to align cell heightDefault text to




                        1.11 Staff and faculty perceive that the majority of → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                        VP Finance (Business Office)
                                Climate Study Results Areas of                      Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                            Suggested Next Step Actions
                 1.12 There & Involvement
1. Leadership Commitment is an opportunity for leaders across UST → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and      → Unit reports on diversity rather than individual
                        accountability.                                        reports – makes it a unit responsibility, fosters
                                                                               training by unit.
                                                                               → Modify the Faculty Annual Report to require
                                                                               departments to list their diversity activities for
                                                                               evaluation.
                        1.13 Leadership’s commitment to diversity and          →Direct report/Supervisor relationship; be sure
                        inclusion must move beyond a focus on "the             that supervisors are supportive of time for work on
                        numbers" and "lip service" to a focus on strategic     diversity (Sue Huber and Mark Dienhart stand
                        and institutional culture change.                      ready to support).
                                                                               →Goal setting – every department should address
                                                                               climate with at least one goal.
                                                                               →Establish a reward system to recognize mission-
                                                                               centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                              MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                       VP Finance (Business Office)
                                Climate Study Results Areas of                   Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                         Suggested Next Step Actions
       1.4 UST population needs to better understand the connection
1. Leadership Commitment & Involvement                                     →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                       Institutional Diversity, etc., to lead unit discussions
                                                                           about the values-orientation of UST’s mission to
                                                                           help educate faculty, staff, and students.

                                                                           →Place greater emphasis on and communicate
                                                                           more broadly and regularly the mission-focused
                                                                           activities taking place at UST.
                                                                           →Manager tips on reviewing the diversity item on
                                                                           annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its    →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition   the concept of inclusive excellence.
          or framework for the concept of inclusion.                       →Sponsor community discussions/conversations
                                                                           about UST’s definition of diversity to help all
                                                                           employees and students understand what it really
                                                                           means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and     program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.              text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an            →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal      diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate      transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the    Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                  →Close the loop on service learning by connecting
                                                                           the activities and outcomes back to the mission of
                                                                           UST.
                                                                           →Pay attention to diversity in
                                                                           graduate/professional programs (some are already
                                                                           covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion   Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.       cell heightDefault text to align cell height



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                         VP Finance (Business Office)
                                Climate Study Results Areas of                     Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                           Suggested Next Step Actions
       2.4 Identify areas of diversity-related opportunity and provide
1. Leadership Commitment & Involvement                                     →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.
                                                                           → Provide adequate financial support for and
                                                                           strong commitment to faculty development.
                                                                           →Develop and institute a process to enable faculty
                                                                           to respond to student evaluations that specifically
                                                                           critique the way they taught a diversity-related
                                                                           topic.
                                                                           →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                 Diversity Action Plan, 2008-2011



                                                                        VP Finance (Business Office)
                                Climate Study Results Areas of                    Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                          Suggested Next Step Actions
       3.2 UST is making progress Involvement
1. Leadership Commitment & in its efforts to recruit a diverse               →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage      strategy.
          and retain these individuals once they are members of the UST      →Promote and encourage the affinity groups as
          community.                                                         formal/informal networks on campus.
                                                                             →Explore ways to create greater flexibility within
                                                                             the tenure and promotion process to create a more
                                                                             family-friendly institution.
                                                                             →Evaluate Pay-For-Performance Program to
                                                                             discern effects on retention; team-work (Are there
                                                                             unintended consequences?).
                        3.21 UST needs to provide sufficient funding and     →Determine senior management’s level of
                        resources to ensure that diverse populations can     commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient    →Set specific diversity goals and objectives.
                        support services and professional development        →Pool institutional resources or allocate resources
                        opportunities.                                       to recognize extraordinary achievement and/or
                                                                             service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.                                               →Provide more scholarships, as well as support
                                                                              systems, to continue to engage and retain all
                                                                              students—especially students of color and
                                                                              international students.
                                                                              →Incorporate cultural competence in core courses
                                                                              to help faculty and students increase their
                                                                              competency-levels in the areas of diversity and
                                                                              inclusion.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                    MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                          VP Finance (Business Office)
                                Climate Study Results Areas of                         Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                               Suggested Next Step Actions
       3.3 UST has made some & Involvement
1. Leadership Commitment progress with the recruitment of                    Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                           heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                              cell heightDefault text to align cell
          3.5 Faculty , staff and students expressed that UST needs to       →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and       → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive     informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all     → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                          4.11 Members of the campus community shared            → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male     mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative      Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to   → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure       disabilities, and add accessibility to buildings where
                          access to services across campus.                      it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's          → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the      interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its          Default text to align cell heightDefault text to align
          influence on UST.                                                      cell heightDefault text to align cell




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                          VP Finance (Business Office)
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
       4.4 There is the strong perception that people
1. Leadership Commitment & Involvement are treated                              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,          transparency and community in decision-making
          including: gender, job position/tenure, physical ability,             process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio- to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence      MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


>3-4 staff members have participated in diversity-related
activities facilitated by Dr. Potter &/or the Office of
Mission
>Employee participation in diversity-related activities is
encouraged by management
>"Hire for diversity" where possible/appropriate based on
the university's search & selection process
>Continue to hire the greater majority of our student
workers from both the international student population
& the minority population on campus
>Participate in the "REAL Program" each year by hiring an
incoming freshman minority student
>Sponsor an underprivileged/minority family through the
help of the Simpson House in Minneapolis
>Place greater emphasis on mission-focused activities by
communicating opportunities more broadly & regularly
to the Business Office staff
>Engaging the Office of Mission to lead a unit discussion
with staff about the values-orientation of the University's
mission
>Move to "require" rather than encourage employees to
participate in minimum of one diversity-related activity
per year; incorporate this participation as a part of the
annual performance evaluation process




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                  Diversity Action Plan, 2008-2011



                                                                          Gainey Conference Center
                                Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                             Suggested Next Step Actions
1. Leadership Commitment & Involvement
          1.1 The opportunity for UST leaders to embrace and engage in         Default text to align cell heightDefault text to align
          the institution’s diversity and inclusion efforts is significant.    cell heightDefault text to align cell height Default
                                                                               text to align cell heightDefault text to




                        1.11 Staff and faculty perceive that the majority of   → Revive Charlie Keffer’s Expectations column.
                        UST leaders do not "walk the talk."
                        1.12 There is an opportunity for leaders across UST    → Create mechanisms to hold managers
                        to increase their engagement in UST’s diversity        accountable for their employees’ or team’s
                        efforts to ensure that 1) leaders are visible and      involvement in diversity-related activities.
                        active, and 2) there is distributed ownership and
                        accountability.

REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                  MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                          Gainey Conference Center
                 1.12 There is an opportunity for leaders across UST
                         Climate Study Results Areas of                    Focus Groups/Brown Bag Session
    Focus Areas  to increase their engagement in UST’s diversity
                           Opportunity (Improvement)                          Suggested Next Step Actions
                 efforts to ensure that 1) leaders are visible and
1. Leadership Commitment & there is distributed ownership and → Unit reports on diversity rather than individual
                 active, and 2) Involvement
                 accountability.                                     reports – makes it a unit responsibility, fosters
                                                                     training by unit.
                                                                     → Modify the Faculty Annual Report to require
                                                                     departments to list their diversity activities for
                                                                     evaluation.
                 1.13 Leadership’s commitment to diversity and       →Direct report/Supervisor relationship; be sure
                 inclusion must move beyond a focus on "the          that supervisors are supportive of time for work on
                 numbers" and "lip service" to a focus on strategic diversity (Sue Huber and Mark Dienhart stand
                 and institutional culture change.                   ready to support).
                                                                     →Goal setting – every department should address
                                                                     climate with at least one goal.
                                                                     →Establish a reward system to recognize mission-
                                                                     centered activities undertaken by faculty and staff.

          1.2 Specific dimensions of diversity and the presence of external →Re-commission the former Task Force on
          stakeholders (e.g., the Board and alumni) are seen as variables Controversial Speakers to develop a policy or
          that impact leadership’s commitment to diversity and inclusion. guidelines on the selection of external speakers.

          1.3 An opportunity exists to strengthen the communication            →Reinstate the "Controversial Issues Forum" and
          channels between the student body, employees and UST                 follow up on those discussions as a way to
          leadership. Students, faculty and staff have a strong desire to be   communicate that UST leadership is open to
          informed in real-time and to be a part of the decision-making        dialogue and diverse viewpoints.
          process.                                                             →Assure international students receive feedback
                                                                               on proposal for increasing international student
                                                                               scholarships.
                                                                               →Extend presidential breakfast meetings to
                                                                               different groups of staff and faculty.
          1.4 UST population needs to better understand the connection         →Engage the Office of Mission, Office of
          of diversity and inclusion to UST mission.                           Institutional Diversity, etc., to lead unit discussions
                                                                               about the values-orientation of UST’s mission to
                                                                               help educate faculty, staff, and students.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                               MAPPING GRID                                  Diversity Action Plan, 2008-2011


          1.4 UST population needs to better understand the connection
          of diversity and inclusion to UST mission.
                                                                           Gainey Conference Center
                                Climate Study Results Areas of                    Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                          Suggested Next Step Actions
1. Leadership Commitment & Involvement                                      →Place greater emphasis on and communicate
                                                                            more broadly and regularly the mission-focused
                                                                            activities taking place at UST.
                                                                            →Manager tips on reviewing the diversity item on
                                                                            annual reports with wide-ranging examples.
          1.5 There is a fundamental understanding of diversity and its     →Publish UST’s definition of diversity broadly and
          many dimensions; however, there is not a consistent definition    the concept of inclusive excellence.
          or framework for the concept of inclusion.                        →Sponsor community discussions/conversations
                                                                            about UST’s definition of diversity to help all
                                                                            employees and students understand what it really
                                                                            means.
2. Curriculum, Education and Training
          2.1 Design and implement customized education and                 →Develop a comprehensive first-year experience
          development solutions that help to achieve UST’s mission and      program for students which includes a common
          affirm UST’s commitment to diversity and inclusion.               text/academic diversity focus.

          2.2 Based on student perceptions and some faculty, an             →Consider recommendations put forward by the
          opportunity exists for UST to review and analyze the formal       diversity workgroup on curricular/co-curricular
          academic curriculum and identify opportunities to integrate       transformation and integration with Michael
          more diversity and inclusion competencies/coursework into the     Jordan and Core Curriculum Taskforce.
          curriculum/classroom offerings.                                   →Close the loop on service learning by connecting
                                                                            the activities and outcomes back to the mission of
                                                                            UST.
                                                                            →Pay attention to diversity in
                                                                            graduate/professional programs (some are already
                                                                            covered by accreditation mandates).
          2.3 An opportunity exists to include a diversity and inclusion    Default text to align cell heightDefault text to align
          workshop in new student and employee orientation sessions.        cell heightDefault text to align cell height

          2.4 Identify areas of diversity-related opportunity and provide  →Provide effective training for faculty to better
          sufficient funding and resources for diversity-focused education equip them to teach potentially controversial or
          and faculty development training offerings.                      uncomfortable diversity-related topics and manage
                                                                           their classrooms.



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                MAPPING GRID                                 Diversity Action Plan, 2008-2011




        2.4 Identify areas of diversity-related opportunity and provide
                                                                          Gainey Conference Center
        sufficient funding and resources for diversity-focused education
                              Climate Study Results Areas of                       Focus Groups/Brown Bag Session
    Focus Areas development training offerings.
        and faculty
                                  Opportunity (Improvement)                          Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        → Provide adequate financial support for and
                                                                              strong commitment to faculty development.
                                                                              →Develop and institute a process to enable faculty
                                                                              to respond to student evaluations that specifically
                                                                              critique the way they taught a diversity-related
                                                                              topic.
                                                                              →Include adjunct faculty in diversity education.


3. Recruitment and Retention
          3.1 Increase awareness and training for hiring managers and         →Include in every recruitment plan a section
          officials about UST’s strategic rationale for diversity and         requiring search committee chairpersons to
          inclusion by linking them to institutional planning and diversity   stipulate their "hiring for diversity" strategy.
          hiring initiatives.                                                 →Ensure all hiring units follow UST’s search and
                                                                              selection process (possibly a mandatory search
                                                                              training process).
                                                                              →Enhance the Talent Management System to
                                                                              include diversity recruitment resources and
                                                                              tools—including list of Historically Black Colleges
                                                                              and Universities, Hispanic-based organizations, etc.

                                                                              →Develop a recruitment packet that search
                                                                              committees can use to help market and familiarize
                                                                              finalists with UST and relocating and living in the
                                                                              Twin Cities.
                                                                              →Identify informal networks/"critical friends" to
                                                                              advise search committees on diversity issues in a
                                                                              "risk-free" manner where open and candid
                                                                              discussion can occur.
          3.2 UST is making progress in its efforts to recruit a diverse      →Develop faculty and staff retention plan and
          population; however, there is an opportunity to better engage       strategy.
          and retain these individuals once they are members of the UST       →Promote and encourage the affinity groups as
          community.                                                          formal/informal networks on campus.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                 MAPPING GRID                                  Diversity Action Plan, 2008-2011



        3.2 UST is making progress in its efforts to recruit a diverse      Gainey Conference Center
        population; however, there is an opportunity to better engage
                            Climate Study Results Areas of                          Focus Groups/Brown Bag Session
        and retain
    Focus Areas these individuals once they are members of the UST
        community.            Opportunity (Improvement)                               Suggested Next Step Actions
1. Leadership Commitment & Involvement                                        →Explore ways to create greater flexibility within
                                                                              the tenure and promotion process to create a more
                                                                              family-friendly institution.
                                                                              →Evaluate Pay-For-Performance Program to
                                                                              discern effects on retention; team-work (Are there
                                                                              unintended consequences?).
                        3.21 UST needs to provide sufficient funding and      →Determine senior management’s level of
                        resources to ensure that diverse populations can      commitment level "to hiring for diversity."
                        be effectively retained with more than sufficient     →Set specific diversity goals and objectives.
                        support services and professional development         →Pool institutional resources or allocate resources
                        opportunities.                                        to recognize extraordinary achievement and/or
                                                                              service in the area of diversity.

                                                                              → Invest in professional development and
                                                                              advancement of current employees who are
                                                                              members of underrepresented groups. Encourage
                                                                              managers to promote their efforts to reach goals at
                                                                              UST rather than elsewhere.
                        3.22 A significant opportunity exists to increase the →Increase funding for co-curricula programs (Real
                        retention and engagement of diverse students on Program, 360 Program).
                        campus.                                               →Provide more scholarships, as well as support
                                                                              systems, to continue to engage and retain all
                                                                              students—especially students of color and
                                                                              international students.
                                                                              →Incorporate cultural competence in core courses
                                                                              to help faculty and students increase their
                                                                              competency-levels in the areas of diversity and
                                                                              inclusion.
          3.3 UST has made some progress with the recruitment of              Default text to align cell heightDefault text to align
          women for faculty and staff positions; however, the                 cell heightDefault text to align cell heightDefault
          advancement opportunities for women have been perceived as text to align cell heightDefault text to align cell
          limited.                                                            heightDefau
          3.4 Advancement and growth opportunities for diverse faculty Default text to align cell heightDefault text to align
          and staff are seen as fairly limited.                               cell heightDefault text to align cell



REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence                                     MAPPING GRID                                   Diversity Action Plan, 2008-2011



                                                                             Gainey Conference Center
                                Climate Study Results Areas of                          Focus Groups/Brown Bag Session
    Focus Areas
                                 Opportunity (Improvement)                                Suggested Next Step Actions
       3.5 Faculty , staff and students expressed that
1. Leadership Commitment & Involvement UST needs to                          →Re-create an "Opportunities Hire Program" for
          expand its efforts to reflect a wider breadth of diversity         the purpose of hiring subject matter experts.
          dimensions, including but not limited to gender, physical ability, Default text to align cell heightDefault text to align
          religion, sexual orientation, socio-economic status, and           cell heightDefault text to align cell height
          thought/intellect.
4. Community Building
          4.1 UST is experiencing challenges with respect to inclusion and        → Create opportunities for people to engage
          needs to strengthen its efforts to create and sustain an inclusive      informally with others outside their own unit.
          culture that values, appreciates, and engages the diversity of all      → Adopt common language to talk about diversity.
          its students, faculty, and staff.
                          4.11 Members of the campus community shared             → Create a locus for GLBT research, education,
                          the perception that GLBT students (especially male      mentorship. Create a job position in the area of a
                          students) are the recipients of the most negative       Student Affairs and establish a resource room.
                          and disparate treatment.
                          4.12 Generally speaking, UST has a "don’t ask,
                          don’t tell" policy regarding the sexual orientation
                          of faculty and staff.
                          4.13 UST is going to have to take proactive steps to    → Increase awareness of visible or invisible
                          include individuals with disabilities and ensure        disabilities, and add accessibility to buildings where
                          access to services across campus.                       it does not currently exist.
          4.2 Overall, there is ambiguity and confusion regarding UST's           → Take a short and long-range look at needs and
          Catholic identity and its manifestation on campus relative to the       interests of future students, faculty and staff.
          diversity and inclusion initiative.
          4.3 It is critical to understand the Minnesota culture and its           Default text to align cell heightDefault text to align
          influence on UST.                                                       cell heightDefault text to align cell
          4.4 There is the strong perception that people are treated              → Develop ways to breakdown hierarchy, create
          differently based upon a variety of dimensions of diversity,            transparency and community in decision-making
          including: gender, job position/tenure, physical ability,               process. Default text to align cell heightDefault text
          race/ethnicity, religious affiliation, sexual orientation, and socio-   to align cell heightDefault text to align cell
          economic status.




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence     MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports


>Collaborate with Office of Mission/Campus Ministry to
offer a weekend retreat “Virtues & Vocations." The
retreat centers on cardinal virtues of prudence, justice,
temperance & fortitude.
>Specific goals related to improving morale. Spend a full
day with coach from The Bailey Group developing better
understanding of our individual styles, management roles
& team responsibility. Age & gender differences were
actively discussed.
>A major sponsor with the Diocese of Winona, to offer
“The Call to be Catholic” lecture series, the series calls
upon area alumni, friends & staff to learn & study
catholic social thought, teaching & values. Professors
from UST & the School of Divinity participate regularly in
the program.
>Host book discussions each year of the Freshman Text.
This year, Beloved provides an account of slavery and
the rich diverse culture of a family.
>A number of employees have been sponsored to attend
“Leadership Owatonna” includes a full day discussion on
diversity and the changing face of Owatonna.
>Our chefs respond to client preference for meal
preparation (e.g. Lao community leadership program
specific menu needs).




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
Striking Balance: Our Commitment to Inclusive Excellence   MAPPING GRID   Diversity Action Plan, 2008-2011




 What are units doing currently? Unit Inventory
                    Reports




REVISED DRAFT FOR PUBLIC COMMENT—December 10, 2008
     AA Academic Counseling
            AA Angie BH
             AA CILCE
    AA International Education
          AA Joe Kreitzer
            AA Registrar
        AA Service Learning
              AA UGA
           Alumni Affairs
               CAPS
                CAS
        Executive VP Admin
                Law
            Social Work
          Student Affairs
      VP Finance (Purchasing)
  VP Finance (Physical Facilities)
VP Finance (Mpls Campus Services)
      VP Finance (Controller)
 Auxillary Services (Public Safety
 Auxillary Services (Food Service)
  Auxillary Services (Bookstore)
   VP Finance (Business Office)
    Gainey Conference Center

				
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