A Brief Look at Diversity Within the UK Community

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A Brief Look at Diversity Within the UK
Community

• A presentation by The Office of Minority
  Affairs The Office of Employment Equity The
  Presidents Commission on WomenThe Presidents
  Commission on DiversityInstitutional Research,
  Planning, Effectiveness 18th Floor, Patterson
  Office Tower June 25, 2003

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Outline of the Presentation

• How diverse is UK?
• Enrollment trends
• Academic and social climate at UK
• Employment statistics
• KY Plan for Equal Opportunities
• Affirmative Action Plan
• Key programs supporting diversity
• Mission
• Accomplishments
• Goals
• Challenges
• Conclusions and strategic directions

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Office of Institutional Research

• Roger Sugarman, Ph.D.
• Director

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UKs Total Enrollment in 2002by Race and
Ethnicity
Amer. Indian lt1
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Percent of Total Headcount by Race/Ethnicity
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African American Students

• From 1993 to 2002, the African American
  population on campus grew 23, while overall
  enrollments at UK increased by 6
• African American students constituted 4 of the
  total enrollment in 1993 and 5 in 2002
• The College of Social Work has the largest
  percentage of African American students (10),
  while the smallest percentage (2) is in Pharmacy

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Percent of Female Students Enrolled by Degree
Level
Masters
Bachelors
Doctorate
First Professional
Post Doctorate
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Full-Time Tenured or Tenure-Track Faculty by Rank
and Sex2002
Source 2002 EEO Survey
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Full-Time Tenured or Tenure-Track Faculty by Rank
and Race/Ethnicity2002
Source 2002 EEO Survey
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Survey Results Compiled from. . .

• The National Survey of Student Engagement (NSSE,
  2001)
• Undergraduate Alumni Survey
• (1999, 2000, 2001)

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NSSE 2001 Percent of seniors reporting they
often or very often had serious conversations
with . . .

• Students of another race
• Less than half (45) of UK seniors
• Over half (56) of seniors at other
  doctoral/research extensive institutions
• Students who differ in terms of religion,
  politics, or personal values
• Over half (54) of UK seniors
• Two-thirds (63) of seniors at other
  doctoral/research extensive institutions

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To what extent does UK emphasize encouraging
contact among students from different economic,
social, and racial or ethnic backgrounds? (N185)
Note Differences are significant at
plt.001. Source National Survey of Student
Engagement, 2000-2001
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Perceived Academic Climate for African American
Students at UK(African American N 68, Others N
2,290)
Note Results are compiled from three years of
surveys Source Undergraduate Alumni Surveys from
1999, 2000, and 2001
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Perceived Social Climate for African American
Students at UK(African American N 68, Others N
2,238)
Note Results are compiled from three years of
surveys Source Undergraduate Alumni Surveys from
1999, 2000, and 2001
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Retention and Graduation Rates A Ten-Year
Snap-Shot
Student Group Retention Rates 1992 2001 Retention Rates 1992 2001 Graduation Rates 1987 1996 Graduation Rates 1987 1996
Female Male 77.6 76.6 82.0 76.2 50.4 44.2 59.4 55.6
White Black Other 77.3 69.078.8 79.3 77.581.1 47.834.848.0 59.143.253.9
Total 77.2 79.3 47.3 57.7
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Office of Equal Opportunity

• Terry Allen
• Associate Vice President

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The Kentucky Plan

• Kentucky Plan for Equal Opportunities (1997-2002)
  
• KY CPE CEO
• KY Resident African-American students employees
• Regular fulltime - only 3 job categories
• Annual CPE analysis
• Annual goals for new program eligibility same
  through 2002

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The Kentucky Plan UK Student Goals, 2001-02
Student Indicator UK Data Goal Status
U.G. Resident AA Enrollment 5.9 7.0 Not Achieved
Graduate Resident AA Enrollment 6.9 5.3 Achieved
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The Kentucky Plan UK Employment Goals, 2001-02
Employment Indicator UK Data Goal Status
AA Exec/Admin/Mng Positions 3.3 5.0 Not Achieved
AA Professional Nonfaculty Positions 4.0 5.0 Achieved
AA Faculty Positions 3.5 3.0 Achieved
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The Kentucky Plan LCC Goals, 2001-02
Indicator LCC Data Goal Status
U.G. Resident AA Enrollment 11.4 7.9 Achieved
AA Exec/Admin/Mgr Positions 0 5.0 Not Achieved
AA Professional Nonfaculty Positions 23.4 5.0 Achieved
AA Faculty Positions 9.3 3.0 Achieved
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The Kentucky Plan Student Goals

• First-year Retention Goal 77.6

81.9
79.5
Status Achieved -
73.3
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The Kentucky Plan Student Goals

• Undergraduate Retention Goal 78.9

84.9
81.5
81.2
77.1
Status Achieved
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The Kentucky Plan Student Goals

• Six-year Graduation Rate Goal 57.5

62.9
57.5
46.4
Status Achieved -
34.7
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The Kentucky PlanA Progress Report

• 6 of 8 objectives met at UK
• 3 of 4 objectives met at LCC
• Automatic eligibility to submit new programs in
  2003

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Office of Equal Opportunity

• Patty Bender
• Assistant Vice President

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Affirmative Action Plan

• Federal Exec. Order Technical Compliance as
  federal contractor
• US Dept. of Labor
• Women and all minority employees required UK
  tracks AA employees
• Regular full-time - all job categories
• Annual analysis by EO office

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The UK AAP Employment Goals Exec./Admin./Manageri
al PositionsAll Minorities
Goal 5.0
4.8
OFCCP approved plan
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The UK AAP Employment Goals Professional
PositionsAll Minorities
8.1
Goal 5.0
OFCCP approved plan
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The UK AAP Employment Goals Faculty
PositionsAll Minorities
All Minority Goal 14.0
13.1
African American Goal 4.0
3.5
OFCCP approved plan
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The UK AAP Employment GoalsExec./Admin./Manageria
l PositionsFemales
Goal 41
42.0
OFCCP approved plan
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The UK AAP Employment GoalsFaculty
PositionsFemales
Goal 34
31.4
OFCCP approved plan
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UK AA/Equal Opportunity

• AAP Annual Analyses
• Technical compliance
• Policy
• Training
• Monitoring

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Deneese L. Jones, Ph. D., Chair J. John Harris
III, Ph. D., Vice Chair
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The Charge to the PCD

• Advise the President on issues, policies and
  practices affecting UKs commitment to diversity
• Report regularly to the President and the UK
  community on matters of racial and ethnic
  diversity in employment, working environment,
  compensation and campus leadership
• Offer recommendations to redress all forms of
  racial and ethnicity-related inequities
• Propose initiatives to ensure racial and ethnic
  diversity at UK which will engage faculty, staff
  and students in the creation of an inclusive
  campus

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Diversity in Kentucky

• Minority students will account for 13 of
  public high school graduates in Kentucky by 2007
• Source SREB Fact Book on Higher Education
  2000/2001

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The Education Testing Service estimates that,
if Hispanics and African Americans had the same
education and commensurate earnings as whites,
there would be an upsurge in national wealth of
113 billion annually for African Americans and
118 billion for Hispanics (Source
Business-Higher Education Forum, 2002)
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Factors Influencing Attendance, Retention,and
Graduation Rates for Diverse Students

• Family Income and Education
• Quality of public schooling
• Admission Policies
• - Portfolio and multiple measures vs.
  standardized test only

• Social and Academic Support
• Financial Aid
• - Debt vs. grants
• Pre-matriculation Perceptions
• - Grow your own

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Postsecondary Student Access and Retention Issues
for Diverse Students

• The gap in attendance rates between high- and
  low-income students has widened
• Student grant and scholarship support has not
  kept pace with tuition increases
• The more hours working-class students work the
  more likely they are to drop out of college
• As tuition costs rise, economically disadvantaged
  students work more, take fewer classes, and take
  more time to graduate

Source Feagan, 2003
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Accomplishments of the Diversity Commission,
2002 - Present

• Developed 18 recommendations to promote the
  status of historically underrepresented
  populations at UK
• Launched PCD website with resource listings
• Sponsored Bucks for Brains summer research
  initiative for undergraduates
• Sponsored forums to enhance awareness
• Co-sponsored many academic and cultural events
• Conducted on-going professional development

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Accomplishments of the Diversity Commission,
2002 - Present

• Assisted in the preparation of community
  relations and outreach initiatives
• Developed the Brown v. Board of Education
  proposal for a yearlong commemoration
• Established a Panel on Diversity series
• Established the Commission on Diversity Award
• Collaborated with academic and student affairs
  units to ensure commitment to the values of
  diversity

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Challenges to Success for Diversity Issues

• Institutional culture and climate
• Assessment
• Financial aid
• Articulation and recruitment issues
• Transfer from one institution to another
• Source Justiz, Wilson, Bjork, 1994

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Strategies to Increase the Hiring and Retention
of a Diverse Faculty

• Aggressive recruitment strategy that counters
  segregated networks
• Personal outreach to candidates
• Institutional commitment to retain and promote
• Cultivate a welcoming environment
• Engage campus neighbors
• Mentor racially/ethnically diverse doctoral
  graduate students and post-doc employees
• Cultivate alliances with minority organizations

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Office of Minority Affairs

• Lauretta Byars, Ed.D.
• Associate Provost for Minority Affairs

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Mission of the Office of Minority Affairs

• Promotes the interests of African Americans and
  historically under-represented groups
• Strives for equitable representation for the
  entire UK community in teaching, research, and
  service activities
• Is committed to a comprehensive approach to
  student development reflected in our services and
  programs

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Goals of the Office of Minority Affairs

• Recruit more minority students
• Improve student retention
• Support faculty and staff
• Improve climate for diversity
• Engage in development efforts
• Address minority concerns

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Services Provided by the Office of Minority
Affairs

• Individual tutoring
• Personal and career counseling
• Mentoring
• Study skills
• Individual academic planning
• Graduate/professional school information
• Cultural/social activities
• Computers, calculators, and resource library

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Noteworthy Programs in Minority Affairs

• Minority College Awareness Program
• William C. Parker Scholarship Program
• African American Student Affairs
• Learning Services Center
• Freshman Summer Program
• Critical First Year Program

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WCP Freshmen Application Statistics1996 - 2003
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Major Challenges Facing Minority Affairs

• Kentucky Plan for Equal Educational Opportunities
• Improving graduation rates
• Transformation
• Target population
• Funding

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• Dorothy Brockopp, R.N., Ph.D., Chair
• Kimberly Drummond, Staff Associate

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Charge to the PCW

• Advise the President on issues affecting women at
  the UK
• Report regularly to the President and the
  university community on the status of women
• Offer recommendations to redress all forms of
  gender-related inequities
• Propose initiatives to ensure that UK fully
  engages the talents of women employees and fairly
  meets the needs of its women students

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Areas Represented on the PCW

• Agriculture
• Athletics
• Academic Ombud Office
• Administrative and Fiscal Affairs
• Behavioral Sciences
• Board of Trustees
• Center for Research on Violence Against Women
• Dentistry
• Education
• Engineering
• Graduate Student
• Kentucky Women Writers Conference

• LCC faculty and staff
• Law
• Nursing
• Office of Research and Leadership Development
• Office of Research Assessment
• Psychiatry
• Staff Senate
• UK Advance
• Undergraduate Student
• Womens Forum
• Womens Studies

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Accomplishments of the PCWOctober 2001 June
2003
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The Presidents Work-Life Retreat June 3,
2002

• Educated senior administrators on creating
  work-life programs to help employees effectively
  balance their work with their lives off the job.
• Resulted in the establishment of the Work-Life
  Task Force, co-chaired by Phyllis Nash and Karen
  Combs

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Conversations With and About Women A Salon
Series October 17, 2003

• Hosted by President and Mrs. Todd
• at Maxwell Place
• Womens Rights and the Righting of History
• By Dr. Kathi L. Kern,  

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Its About Women

• The PCW provided an opportunity for students
  and staff to identify their most important and
  immediate concerns relating to womens issues by
  hosting a number of student speakouts and
  employee forums in Spring 2002.
• Feedback received at these forums can be viewed
  on the PCW website at www.uky.edu/pcw/issues

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New Resource Websitewww.uky.edu/pcw
Created in August 2002, the website presents the
PCWs activities, agendas and minutes, reports,
and membership, as well as an extensive list of
resources and events for women
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Department of Justice Grants to Reduce Violent
Crimes Against Women on Campus
Vice President of Student Affairs and Principal
Investigator, Dr. Patricia Terrell and
Commission Staff Associate, Kimberly Drummond
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UK Womens Activities Supported by the PCW
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Kentucky Women Writers ConferenceMarch 26 28,
2003

• The return of the KWWC to UK this spring saw a
  300 increase in attendance, including almost 200
  students

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Expanded Circles of Power Leadership Development
Program for Women Faculty
Guest Speaker Dr. Hendrie Weisner addressing COPS
participants on Emotional Intelligence at Work
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Womens Studies

• The PCW co-sponsored A Conversation with Angela
  Davis and Patricia Hill Collins in November 2002

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UK Center for Research on Violence Against Women
Acting Director, Carol E. Jordan on Building a
Research Agenda for the Safety of Women" at a
brownbag luncheon hosted by UK Womens Forum
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Womens Forum

• Winner of the
• 2003 Sarah Bennett Holmes Award
• Dr. Jaqueline Gibson, College of Medicine

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Looking Ahead . . .PCW Priorities for 2003-2004
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Institutional Commitment to Womens Programs
Goals for Enhancing Womens Status at UK
Promotion of Women
Indicators of Sex/Gender Equity
Student Climate Survey
Examination of Sexual Harassment policies and
procedures
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Challenges to PCW Goals
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Conclusions

• Fewer than 2 in 10 students at UK are persons of
  color, which has a measurable effect on the
  campus climate
• Despite significant progress in their retention
  rates, African American students still lag far
  behind others in their graduation rates
• After a decade of progress, women now earn half
  of all doctorates and first professional degrees
  awarded at UK

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Conclusions

• Women outnumber men by 2-to-1 in the ranks of
  professional non-faculty positions
• However, despite recent progress in the hiring of
  female faculty and administrators . . .
• Full-time, tenured faculty positions are still
  held predominantly by white males
• The executive, administrative, managerial ranks
  are still staffed mostly by white males

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What can UK do differently to . . .

• improve the graduation rates of African-American
  undergraduates? at a university-wide level? at
  the college level? at the department level?
• facilitate systematic change in our culture and
  enhance the climate for women and minorities?
• plan and prioritize for the use of scarce
  resources to implement necessary changes?

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What can UK do differently to . . .

• ensure accountability for progress in improving
  the recruitment, retention and support of women
  and minorities?
• articulate our commitment to diversity and
  equity, such that there is widespread awareness,
  understanding, and implementation of this value?
• act as "one community" in responding to larger
  societal problems?