Campus Forum

1. Campus Forum January 24, 2007

2. Defining Diversity UCCS recognizes the importance of diversity in creating an academic environment that nourishes and challenges the entire University community—students, faculty, staff and administrators—to rise to their best levels and flourish in an open-minded, respectful, mutually beneficial and democratic community. In this regard, diversity includes both people and ideas, and is represented by (but not limited to) differences in ethnicity, race, gender, age, class, sexual orientation, disability, religious values, political viewpoints, veteran status and gender identity and expressions. UCCS uses a framework for diversity that recognizes both historically underrepresented persons and groups as well as that diversity rooted in nationality, religion, socioeconomic status and personal experiences. Chancellor’s Response to Blue Ribbon Commission on Diversity, June 26, 2006

3. Starting Points Our campus should be broadly inclusive of people of different races, genders, ethnicities, nationalities, economic backgrounds, ages, abilities, sexual orientation and gender identity or expression, religious beliefs and intellectual perspectives. Creative diversity requires active engagement among all members of the university community, it is not just the concern of one group. Our campus should make concentrated efforts to incorporate groups that have been historically excluded and underrepresented in higher education. Diversity of thought and of cultural perspective is a quality that produces higher knowledge and improves our effectiveness as an educational enterprise. Diversity and inclusion are not peripheral issues, but should be central to university planning, decision-making and development. We should develop diversity and inclusion in ways that express and develop the unique character of UCCS.

4. Phase I: Planning Process Diversity Within DSP Leadership Team Diversity Without DSP Task Force Diversity in What We Do

5. Diversity Within

6. Student Retention Strategic Recommendation UCCS faculty, staff, and students will take shared responsibility for enhancing diversity by integrating student retention into all aspects of university life.

7. Faculty and Staff Retention • Strategic Recommendation • Commit resources to initiatives that focus on retention of diverse faculty and staff

8. Service for Diversity • Strategic Recommendation • Provide improved internal and external customer service for diverse populations.

9. Campus Climate • Strategic Recommendation • UCCS will have a campus climate that is inclusive of everyone and provides an environment of mutual respect.

10. Support • Strategic Recommendation • UCCS will sustain ongoing support to empower diverse faculty, staff and students to reach their full potential.

11. Resolving Conflict & Addressing Discrimination • Strategic Recommendation • The campus will vigorously and consciously address any discrimination and/or conflict related issues.

12. Diversity Without

13. Student Recruitment and Outreach Strategic Recommendation All members of the university community will take active roles in UCCS outreach and recruitment efforts to enhance student diversity to reflect the diversity of the state.

14. Welcoming Community Strategic Recommendation UCCS will actively create a welcoming environment for individuals and groups from outside the campus community and eliminate any barriers between UCCS and diverse local, national and international communities.

15. Recruitment of Faculty and Staff Strategic Recommendation UCCS will increase representation of underrepresented populations throughout the university’s faculty, staff and administration to reflect the diversity of the state.

16. Diversity Leadership Strategic Recommendation UCCS will play a leadership role to coordinate, promote, host, and support diversity in Colorado Springs and Southern Colorado.

17. Community Partnerships Strategic Recommendation UCCS will broaden the university’s partnerships in the community to include traditionally underrepresented and minority groups.

18. Diversity in What We Do

19. Cultural Competency Strategic Recommendation Members of UCCS community shall demonstrate the awareness and the ability to effectively interact with people of diverse backgrounds.

20. Curriculum & Instruction Strategic Recommendation UCCS curriculum and instruction as a whole shall encompass the experience and knowledge base of social groups that have been excluded or marginalized within American society or institutions of higher learning.

21. Diversity Outcome Skills Strategic Recommendation Graduates of UCCS shall demonstrate critical problem solving skills that incorporate the experience and knowledge base of social groups that have been excluded or marginalized within American society or institutions of higher education.

22. Research on Diversity Strategic Recommendation Research programs at UCCS will establish a broad representation of projects relating to diversity issues.

23. Diverse Researchers Strategic Recommendation UCCS will actively engage faculty and students of historically underrepresented groups in research.

24. Communicating Diversity Strategic Recommendation UCCS will actively communicate with the local and regional community to support diversity initiatives.

25. Community Engagement Strategic Recommendation The UCCS faculty and students should engage with local diversity organizations and diverse local communities as part of learning, teaching, and research practices.

26. Campus Planning Strategic Recommendation UCCS will integrate diversity into planning processes as the campus grows and changes.

27. Budget and Business Practices Strategic Recommendation UCCS will be informed by and facilitate greater diversity in planning, implementation and utilization of human and financial resources through business and budgeting practices.

28. Phase I: Planning Process UCCS & surrounding Community DSP Leadership Team UCCS Leadership And CU Regents Strategic Recommendations

29. DSP Action Committees Implementation and Accountability Bringing Diversity In Setting Diversity Foundations Leading Edges Inclusive Environments

30. Phase II Outcomes • Action Targets—one and five year • Agents & Resources • Timelines • Accountability

31. Feedback? Suggestions? Volunteers?

32. DSP Task Force: • Kee Warner, Director • Christina Jimenez • Adelina Gomez • Marguerite Cantu • Anthony Cordova • Eric Nissen

33. DSP Leadership Team Administrators Ramaswami Dandapani Engineering & Applied Sciences Venkat Reddy Business and Administration Terry Schwartz Graduate School of Public Affairs Susan Szpyrka Admin. & Finance Rex Welshon Letters, Arts and Sciences

34. DSP Leadership Team Faculty David Anderson Chemistry Dick Carpenter Education-Leadership Minette Church Anthropology Edgar Cota Languages and Cultures Deborah Dew English Abby Ferber Sociology Tom Gruen Business-Marketing Michael Kisley Psychology Radha Pyati Chemistry Bev Snyder Education-Couns. David Weiss Chemistry Rhonda Williams Education-Couns. Tom Wynn Anthropology

35. DSP Leadership Team Staff Carmen Abeyta Student Engagement Ernest Alfonso Bookstore Kathy Andrus TLC Greg Augspurger Advising Ida Dilwood Disability Services Bev Goodwin Beth-El College of Nursing and Health Sciences Mary Jo Kraus Bursar’s Office Tina Moore Dir. Student Support-EAS Karen Norris Communication Michele Richey Housing Ella Stanton Budget and Planning Margie Teals-Davis LAS

36. DSP Leadership Team Students Justin Bailey LAS Katy Balsis LAS Charmaine Brown Graduate student Brandon James Student government Michael Reyes Education Aaron Roland Student government

37. DSP Leadership Team Community Dennis Apuan Colorado Diversity Council Bob Armendariz Hispania News Senga Nengudi Fittz Community & Instructor Regina Lewis PPCC Will Temby Chamber of Commerce Mark Wright Sierra High School Mark Zamora Harrison School District

38. UCCS in the future America’s premier regional comprehensive research university