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BGSU FACULTY AND STAFF DIVERSITY RECRUITMENT AND RETENTION ACTION PLAN
Segment I. Public Relations and Community Outreach
*Denotes responsibility for insuring action takes place.
Challenge
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Action Step(s)
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Key Areas
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Timetable
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Public image of BGSU as a non-diverse university that is un-welcoming to students and employees of color.
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Media campaign targeting Ohio and regional metro markets using multi-racial actors, possibly including Trustee Bibb.
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Office of Marketing and Communications* & WBGU.
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Ongoing.
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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.
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Development Office, Alumni Affairs, Office of the President, Office of the Provost, OED, & HR.
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Ongoing.
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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.
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Office of the President, Alumni Affairs, & OED.
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1/09
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Survey BGSU’s alumni of color.
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IR & Alumni Affairs.
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Spring of 2009
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Conduct comprehensive annual survey of BGSU units and departments to identify diversity initiatives.
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Office of the Provost*, IR, & OED.
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Spring of 2009
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Segment II. Recruitment and Hiring of Faculty and Staff
*Denotes responsibility for insuring action takes place.
Challenge
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Action Step(s)
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Key Areas
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Timetable
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Increase diversity among identified job groups.
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Identify benchmarks for each department by job group.
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OED* & HR, in consultation with VPs, Deans, & Chairs.
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Ongoing.
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Identify alternative and/or additional recruitment sources to expand diversity within applicant pools (i.e., listservs, newsletters,
and journals by disciplines and departments.
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OED*, HR*, VPs, Deans, & Chairs*.
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Faculty during the recruitment plan process. Staff during the PORA process. Ongoing.
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“Operation Pipeline”. Scan publications to identify outstanding grad students (internal and external) to begin out reach
for possible future faculty employment.
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Office of the Provost*, OED*, Deans, & Chairs.
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Ongoing.
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Search committees must review and utilize vita bank information provided by OED or HR.
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OED, HR, & Hiring Unit*.
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Ongoing.
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Search documentation must include OED/EEO recruitment activities used in the search.
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Hiring Unit*, Chairs, Deans, VPs, OED, & HR.
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Ongoing.
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Present employment & hiring workshops in communities of color. Strive for collaboration with UT & other appropriate organizations.
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OED* & HR*.
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Begin Spring of 2009.
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Identify alternative avenues through which to increase minority and female employment opportunities.
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HR*, OED*, & VPs
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Ongoing.
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Challenge
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Action Step(s)
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Key Areas
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Timetable
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Continue: Increase diversity among identified job groups.
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Increase formal EEO/OED contacts at conferences and meetings, especially in departments with job openings.
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OED, VPs, Deans, & Chairs.
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Ongoing.
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Seek to identify a consortium of higher education institutions that would be willing to collaborate on recruitment efforts
for diverse faculty and doctoral students.
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Office of the Provost, OED, Graduate College and the Deans.
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Program development 2008. Program roll out Spring 2009.
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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)
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Office of the Provost, OED, Graduate College, Deans and Department Chairs.
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Program development 2008. Programs roll out Spring 2009.
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Develop a professional development training program for new supervisors on how to hire affirmatively.
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HR*, OED*, & Office of the Provost.
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Program development Fall of 2008. Program delivery to begin Spring of 2009.
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III. Retention of Faculty and Staff and Campus Climate.
*Denotes responsible for insuring action takes place.
Challenge
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Action Step(s)
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Key Areas
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Timetable
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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.
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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.
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Office of the Provost*, OED* & HR.
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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.
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Challenge
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Action Step(s)
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Key Areas
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Timetable
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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
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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.
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Office of the Provost*, OED*, Office of the President, & PAC.
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Spring of 2009
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Continue monitoringthe accountability of new faculty promotion & tenure plans.
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Office of the Provost*, Deans, & Chairs.
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Ongoing.
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New faculty & staff orientations should include a focus on retention, expectations and campus culture.
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Office of the Provost*, HR*, VPs, Deans, & Chairs.
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Faculty on going. Staff 2/09
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Area and individual goals & evaluation instruments should include diversity activities.
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President, VPs, Deans, Chairs, & Department Heads.
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Ongoing.
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Expand or establish faculty and staff mentoring programs.
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Office of the Provost*, HR*, Faculty Senate, ASC, & CSC.
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Ongoing.
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All university faculty & staff are required to participate in training regarding sexual harassment & other unlawful discrimination.
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OED*, President, VPs, Deans, Chairs, & Department Heads.
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Ongoing.
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Establish diversity “Best Practices” awards for divisions & colleges
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President, VPs, Deans, OED*, & HR
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Spring 09 identify & develop awards process. Present award 8/09
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Challenge
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Action Step(s)
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Key Areas
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Timetable
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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
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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.
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President, VPs, Deans, Chairs, Department Heads.
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Ongoing.
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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.
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OED*
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Ongoing.
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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.
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President, VPs all senior officers & department heads.
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Ongoing.
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