The University of New Mexico Diversity Report Card Elements and Operational Strategy 2007-2012 May 2008 Office of the Vice President for Equity and Inclusion and Office of Equal Opportunity OM THe UNIVERSITY y =" NEW MEXICOBackground on the Diversity Report Card The Regents Goals for the President of the University of New Mexico which were approved on August 14, 2007, comprised several major milestones and benchmarks. Among these was Regent Goal #4, pertaining to the Diversity of Leadership, Faculty, and Staff. This goal is to: “Develop and execute a plan to ensure that UNM is able to recruit and retain diverse and talented leaders, faculty, staff, and students that reflect the diversity of the State of New Mexico,” The diversification of the student body and the university workforce is central to UNM’s ‘commitment to excellence and student success. As the UNM Three-Year Plan for Diversity, Equity and Inclusion was developed during FY 07-08, accountabilities were built in for unit-by-unit progress. These accountabilities are set forth in this Diversity Report Card, in terms of numerical measurements of diversity and through other specific and measurable actions to reach the major goals within the three-year plan. The Diversity Report Card emanates from and is integral to the Diversity Plan. The numerical measurements inherent to Regent’s Goal #4 include these key elements: Student Diversity (Ethnicity and Gender) ~ Retention Rates and Graduation Rates Faculty Diversity (Ethnicity and Gender) Key Staff Position Diversity (Ethnicity and Gender) Diversity of Top Leadership: Vice Presidents, Associate VP’s, Deans, and Branch Campus Directors * Affirmative Action Plan Placement Goals The above measurements are described in this document and will be reported on annually, through the UNM Division for Equity and Inclusion, in partnership with the UNM Office of Institutional Research and the Office of Equal Opportunity. Progress will be viewed in terms of how each unit progresses within 3-5 year increments, based on goals tailored to their areas for actual vacancies which occur. Units will include colleges, divisions and other strategically defined operating components of the Main Campus of UNM. The branch campuses will also participate in the Diversity Report Card model. Units will be responsible for showing commitment to best practices in the diversification ality applicant pools. ‘These best practices will be clarified through the UNM. ion for Equity and Inclusion in partnerships with the Office of Equal Opportunity, the Division of Human Resources, and the Division of Enrollment Management. It is important to note that throughout this document mention is made of good faith efforts to improve the retention and graduation of students and the recruitment, employment and retention of faculty and staff. These efforts and goals are not to be confused with quotas, which are strictly prohibited. In addition, each unit will set strategic actions and report on progress on goals 1-6 of the UNM Plan for Diversity, Equity and Inclusion.The Plan for Diversity, Equity and Inclusion Eight major goals were identified in the Plan for Diversity, Equity and Inclusion. Progress on this Plan will also be measured unit by unit for Goals 1-6. For these six goals, each college and school of the university will determine the individual action strategies by which goals are met. Plans and updates will be coordinated and communicated through the Vice President for Equity and Inclusion, and the Diversity Champion Council, which will be established in 2008-09. Examples of specific strategies are given under each goal in the next section of this document. The Plan for Diversity, Equity and Inclusion includes Goals 7 and 8, one pertaining to marketing and communication, and the other pertaining to operations. Although the various units of the university will be asked to participate in these implementation strategies, these last two goals will be directly under the Vice President for Equity and Inclusion, and will be reported on by this Vice President. Goal 1: Build Minority Student Suecess in Undergraduate and Graduate Programs Student success is seen as the beginning and end point of our diversity efforts, and is tied in to the broader institutional mission of the university. Specific strategies include but are not limited to: mentoring, tutoring and student support programs; building best practices for student recruitment and retention; support increased financial aid and scholarships; implementation of leadership development programs; involving students in curriculum development initiatives; strengthening faculty advising and developing an informative tracking system to better understand the pipeline of students from undergraduate to graduate programs. Goal 2: Recruitment and Retention of Minority and Female Faculty A prominent need is to strengthen the diversification of faculty. Efforts should include but not be limited to: increasing understanding of our strengths and weaknesses in this effort; promoting best practices for recruitment and retention; supporting best practices for search committees and maximizing fiscal resources for minority faculty hiring and retention, Goal 3: Faculty Development to Support Diversity, Equity and Inclusion It is clear that the university requires the commitment and abilities of all members of the faculty to effectively meet the needs of a diverse student body. Initiatives under this goal include: developing and implementing curriculum to meet diversity competencies for faculty and teaching assistants; fostering faculty-to-faculty mentorship programs; providing symposia on diversity issues and best practices; provide incentives for research and publication of best practices for promoting success of diverse students; building a diversity resource and referral library; support research/service projects to develop diversity expertise and developing a teaching handbook to support faculty development in diversity issues, strategies, ete.