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Unit-Level Strategic Direction #1:
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Inclusivity
The College of Arts and Sciences will support a positive learning community for all students, faculty, and staff to thrive in a welcoming culture that embraces diversity and social justice.
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Outcome #1: Increase diversity and improve retention among students, faculty, and staff from underrepresented backgrounds
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Actions:
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- Examine CAS longitudinal data through a five-year review of student admissions / enrollment and academic success measures / graduation / employment data, and employee hiring / retention rates among faculty and staff (disaggregated according to program and individual characteristics). Work collaboratively with Admissions, Student Success, Diversity, Equity & Inclusion (DEI) Office, Office of Institutional Effectiveness, and Human Resources to identify current department demographic trends to assist in establishing clear diversity recruitment goals and measures.
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2.Collaborate with Human Resources and the DEI Office to implement guidelines for incorporating diversity, equity and inclusion practices in recruitment, hiring, and retention of faculty and staff from underrepresented groups. Examine issues of workload equity in CAS and determine action steps to implement successful practices and support systems.
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3.Collaborate with Admissions, Marketing, and Student Success representatives to identify and implement recruitment and retention strategies for FTC and transfer undergraduate and graduate students from underrepresented groups. Examine successful practices and support systems from other institutions and a review of literature to determine action steps.
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4.Collaborate with the Office of Advancement, Admissions, and Mission & Ministry to identify additional financial aid resources to support more effectively the recruitment and retention of students from underrepresented groups.
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Outcome #2: Engage in faculty and staff development initiatives
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Actions:
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1.Plan and implement annual diversity, equity, and inclusion development activities (e.g. cultural and religious biases, racial and social justice, disability and access, and gender inequity) during CAS all-faculty and staff meetings.
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2.Support CAS Chairs to engage in mentoring activities with faculty engaged in the tenure and/or promotion process (ranked NTTs, Assistant to Associate, and Associate to Full).
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3.Partner with campus administrators to provide on-going Chair professional development programming and to support induction activities for new CAS Chairs.
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4.Support internal and external opportunities for professional development to enhance cultural competence, including peer classroom visits and guest lectures, immersion experiences, and connections with employers and community partners.
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Outcome #3: Promote a positive and inclusive climate and culture for students, faculty, and staff in the College of Arts and Sciences
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Actions:
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1.CAS departments will set goals and identify ways to engage all individuals in the process of creating an inclusive environment that fosters belonging. Departments will explore ways to diversify curriculum, to engage in inclusive teaching and advising practices, and to facilitate interactions in CAS classrooms and learning communities that promote awareness of self and others, encourage fruitful conversations, and help move all toward respectful coexistence.
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2.CAS faculty and staff will schedule opportunities for collaboration, social events, and participation in service projects that promote the development of positive relationships.
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3.CAS faculty and staff will support student clubs, organizations, and events to promote a sense of belonging. Continue regular meetings of the CAS Student Advisory Board to identify ways to enhance climate and culture.
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