Challenge

Action Step(s)

Key Areas

Timetable

Public image of BGSU as a non-diverse university that is un-welcoming to students and employees of color.

Media campaign targeting Ohio and regional metro markets using multi-racial actors, possibly including Trustee Bibb.

Office of Marketing and Communications* & WBGU.

Ongoing.

Increase attendance, support and co-sponsorship of community activities and events focusing on people of color.  May include working with groups such as, NOEDCP, National Urban League and Image of NW Ohio.

Development Office, Alumni Affairs, Office of the President, Office of the Provost, OED, & HR.

Ongoing.

Establish President’s Advisory Council on improving BGSU’s image with communities of color.  Council members may be drawn representatives from leaders and activists from communities of color.

Office of the President, Alumni Affairs, & OED.

1/09

Survey BGSU’s alumni of color.

IR & Alumni Affairs.

Spring of 2009

Conduct comprehensive annual survey of BGSU units and departments to identify diversity initiatives.

Office of the Provost*, IR, & OED.

Spring of 2009

Challenge

Action Step(s)

Key Areas

Timetable

Increase diversity among identified job groups.

Identify benchmarks for each department by job group.

OED* & HR, in consultation with VPs, Deans, & Chairs.

Ongoing.

Identify alternative and/or additional recruitment sources to expand diversity within applicant pools (i.e., listservs, newsletters, and journals by disciplines and departments.

OED*, HR*, VPs, Deans, & Chairs*.

Faculty during the recruitment plan process.  Staff during the PORA process.  Ongoing.

“Operation Pipeline”.  Scan publications to identify outstanding grad students (internal and external) to begin out reach for possible future faculty employment. 

Office of the Provost*, OED*, Deans, & Chairs.

Ongoing.

Search committees must review and utilize vita bank information provided by OED or HR.

OED, HR, & Hiring Unit*.

Ongoing.

Search documentation must include OED/EEO recruitment activities used in the search.

Hiring Unit*, Chairs, Deans, VPs, OED, & HR.

Ongoing.

Present employment & hiring workshops in communities of color.  Strive for collaboration with UT & other appropriate organizations.

OED* & HR*.

Begin Spring of 2009.

Identify alternative avenues through which to increase minority and female employment opportunities.

HR*, OED*, & VPs

Ongoing.

Challenge

Action Step(s)

Key Areas

Timetable

Continue: Increase diversity among identified job groups.

Increase formal EEO/OED contacts at conferences and meetings, especially in departments with job openings.

OED, VPs, Deans, & Chairs.

Ongoing.

Seek to identify a consortium of higher education institutions that would be willing to collaborate on recruitment efforts for diverse faculty and doctoral students.

Office of the Provost, OED, Graduate College and the Deans.

Program development 2008.  Program roll out Spring 2009.

Working with Chairs, identify desirable colleges from which to recruit faculty and doctoral students.  Develop a recruitment team to go to the identified campus(s)

Office of the Provost, OED, Graduate College, Deans and Department Chairs.

Program development 2008.  Programs roll out Spring 2009.

Develop a professional development training program for new supervisors on how to hire affirmatively.

HR*, OED*, & Office of the Provost.

Program development Fall of 2008.  Program delivery to begin Spring of 2009.

Challenge

Action Step(s)

Key Areas

Timetable

Create and encourage expansion of work environments, which reflect human diversity, promote tolerance and civility, encourage inclusion, embrace healthy interdependence and are free of unlawful discrimination and harassment.

Develop a two to four hour professional development pilot-training program.  After the pilot has been delivered and the program has been fine tuned deliver the program campus wide.

Office of the Provost*, OED* & HR.

1/09 OED will develop and deliver the pilot.  2/09 HR will develop the pilot group.  3/09 fine-tuning.  4/09 begin campus wide delivery.

Challenge

Action Step(s)

Key Areas

Timetable

Continue: Create and encourage expansion of work environments, which reflect human diversity, promote tolerance and civility, encourage inclusion, embrace healthy interdependence and are free of unlawful discrimination and harassment

Topic for PAC.  Give a campus update from OED, Office of Multicultural Affairs, and others on campus activities surrounding diversity.  Have PAC “brain storm” additional ideas and approaches for retention of faculty and staff.

Office of the Provost*, OED*, Office of the President, & PAC. 

Spring of 2009

Continue monitoringthe accountability of new faculty promotion & tenure plans.

Office of the Provost*, Deans, & Chairs.

Ongoing.

New faculty & staff orientations should include a focus on retention, expectations and campus culture.

Office of the Provost*, HR*, VPs, Deans, & Chairs.

Faculty on going.  Staff 2/09

Area and individual goals & evaluation instruments should include diversity activities. 

President, VPs, Deans, Chairs, & Department Heads.

Ongoing.

Expand or establish faculty and staff mentoring programs.

Office of the Provost*, HR*, Faculty Senate, ASC, & CSC.

Ongoing.

All university faculty & staff are required to participate in training regarding sexual harassment & other unlawful discrimination.

OED*, President, VPs, Deans, Chairs, & Department Heads.

Ongoing.

Establish diversity “Best Practices” awards for divisions & colleges

President, VPs, Deans, OED*, & HR

Spring 09 identify & develop awards process. Present award 8/09

Challenge

Action Step(s)

Key Areas

Timetable

Continue: Create and encourage expansion of work environments, which reflect human diversity, promote tolerance and civility, encourage inclusion, embrace healthy interdependence and are free of unlawful discrimination and harassment

Make topics of diversity, harassment and/or unlawful discrimination the subject of at least 1 staff meeting each semester during the year, or schedule a special meeting for this purpose.

President, VPs, Deans, Chairs, Department Heads.

Ongoing.

Establish a speaker’s bureau comprised of BGSU faculty, staff & students, who are knowledgeable of diversity, race, gender, harassment and discrimination issue.  Speakers can be used as resources by departments.

OED*

Ongoing.

Senior officials will instruct directors and supervisors to encourage employees to attend diversity and gender related presentations, workshops, and seminars sponsored by OED and other offices or organizations.

President, VPs all senior officers & department heads.

Ongoing.