Provost's Diversity Initiatives

< The Value of Diversity

2012-13 Initiatives

Academic Affairs is strongly committed to proactively supporting and advancing diversity and inclusion throughout our Division. Our plan includes activities and initiatives by category as follows:

Support for Faculty Recruitment and Retention

  1. Continue to monitor the candidate pool for all Academic Affairs searches, to assure that it reflects documented efforts on the part of search committees to develop as diverse a pool as possible for the advertised position.If the candidate pool and names submitted for campus visits do not reflect this effort, the search will be discontinued or extended.
  2. Initiate faculty searches that feature background and interest in multiculturalism in the United States.
  3. Include the following language to all ads for faculty positions: Our preferred candidate would have the ability to work effectively with faculty, staff, and students from diverse backgrounds.The University is committed to promoting the success of all, and to reducing the barriers to success related to differences in areas such as race, ethnicity, culture, disability, gender, sexual orientation, and age. Candidates who can contribute to that goal are encouraged to apply and identify their strengths and experiences in this area. For additional information on the University's commitment to diversity visit: www.csufresno.edu/diversity
  4. Expand diversity training and orientation for all RTP Committees at the departmental, school and college, and university levels through the Office of Faculty Affairs and the Provost’s Office.
  5. Continue and expand support for faculty research and dialogue related to the areas of race, ethnicity, class, culture, linguistic diversity and gender through the Research and Critical Educators (RACE) organization.
  6. Continue and expand ongoing leadership and professional development opportunities for diverse faculty.

Support for Campus Strategic Plan and Diversity Plan

  1. Continue support for the President's Commission on Human Relations and Equity (PCHRE), chaired by the Vice President for Administration, to draft the Diversity Plan in alignment with the University’s Strategic Plan for Excellence IV.
  2. Promote our designation as a Hispanic Serving Institution (HSI) and as an Asian American Native American Pacific Islander-Serving Institution (AANAPISI). 
  3. Continue and expand support for other campus diversity organizations such as Asian Faculty and Staff Association (AFSA), Black Faculty and Staff Association (BFSA), Latino Faculty and Staff Association (LFSA), Women’s Campus Connection (WCC) through efforts by the Associate Provost and Provost.

Support for Student Success

  1. Continue to monitor, report and develop Graduation Rate Initiative data regarding student retention, graduation and success indicators, along with implementing a proactive and aggressive intervention and assessment plan through the efforts of the Graduation Rate Initiative Team (GRIT) and Student Success Task Force (SSTF).
  2. Continue support for the Title V-HSI grant efforts designed to improve our Hispanic graduate rate through the Associate Provost.
  3. Continue and expand support for the African-American EDGE Graduation Initiative through the Associate Provost.
  4. Continue to support the academic success of a diverse student population through expanded training for faculty from the Center for the Scholarly Enhancement of Learning and Teaching (CSALT) and Technology Innovations for Learning and Teaching (TILT) through the Associate Provost.
  5. Execute the President's internationalization initiative to expand international recruitment of faculty and students and to broaden study abroad opportunities as a high impact learning experience, under the Associate Vice President of Continuing and Global Education.

2011-12 Initiatives

Support for Faculty Recruitment and Retention

  1. Monitor the candidate pool for all Academic Affairs searches, to assure that it reflects documented efforts on the part of search committees to develop as diverse a pool as possible for the advertised position.If the candidate pool and names submitted for campus visits do not reflect this effort, the search will be discontinued or extended.
  2. Provide comprehensive training from Academic Personnel and Human Resources for all Academic Affairs search committees regarding best practices for developing a diverse candidate pool.College/School faculty search committees received a copy of Caroline Turner's nationally-acclaimed book, Diversifying the Faculty published by AAC&U this Fall 2010.
  3. Expand the membership of those qualified to serve as Equal Employment Opportunity (EEO) representatives on Academic Affairs search committees, and expand EEO training from Academic Personnel and Human Relations.
  4. Include the following language in all ads for faculty positions: Our preferred candidate would have the ability to work effectively with faculty, staff, and students from diverse backgrounds.The University is committed to promoting the success of all, and to reducing the barriers to success related to differences in areas such as race, ethnicity, culture, disability, gender, sexual orientation, and age. Candidates who can contribute to that goal are encouraged to apply and identify their strengths and experiences in this area. For additional information on the University's commitment to diversity visit: www.csufresno.edu/diversity
  5. Expand diversity training and orientation for all RTP Committees at the departmental, school and college, and university levels through Academic Personnel and the Provost’s Office.
  6. Continue and expand support for faculty research and dialogue related to the areas of race, ethnicity, class, culture, linguistic diversity and gender through the Research and Critical Educators (RACE) organization.
  7. Continue and expand ongoing leadership and professional development opportunities for diverse faculty.
  8. Request that Deans report each semester to the Provost and Associate Provost regarding their college or school and departmental activities designed to support faculty retention and promotion.
  9. Charge Academic Personnel and the Office of Institutional Effectiveness to monitor faculty retention and promotion rates and submit an annual report for review to the Provost and Associate Provost for discussion with the Deans and related units.

Support for Campus Strategic Plan and Diversity Plan

  1. Continue leadership for the President's Commission on Human Relations and Equity (PCHRE) through the Vice President of Administration to draft the Diversity Plan in alignment with the University’s Strategic Plan for Excellence IV.
  2. Continue the Vice President of Administration's leadership for the President's Commission on Human Relations and Equity (PCHRE) to begin identifying and tracking diversity analytics.
  3. Continue to expand and update the "Diversity Matters" campus web page, as well as the Provost’s Diversity web page.
  4. Promote our designation as a Hispanic Serving Institution and as a  Minority Serving Institution.
  5. Continue and expand support for other campus diversity organizations such as Asian Faculty and Staff Association (AFSA), Black Faculty and Staff Association (BFSA), Latino Faculty and Staff Association (LFSA), Women’s Campus Connection (WCC) through efforts by the Associate Provost and Provost.

Support for Student Success

  1. Continue to monitor, report and develop Graduation Rate Initiative data regarding student retention, graduation and success indicators, along with implementing a proactive and aggressive intervention and assessment plan through the efforts of the Graduation Rate Initiative Team (GRIT) and Student Success Task Force (SSTF).
  2. Continue support for the Title V-HSI grant efforts designed to reduce our Hispanic graduate rate gap through the Associate Provost.
  3. Continue and expand support for the African-American EDGE Graduation Initiative that includes a replication of the Stanford University study published in Science through the Associate Provost.
  4. Continue and enhance student learning through expanded training for faculty from the Center for the Scholarly Enhancement of Learning and Teaching (CSALT) and Technology Innovations for Learning and Teaching (TILT) through the Associate Provost.

2010-11 Initiatives

  1. Analysis and discussion of the results of the process to assess the campus commitment to inclusion and social justice.
  2. Launch of the University’s Diversity website.
  3. Continued support of LFSA, AFSA, RACE, and BFSA (Black Faculty /Staff Association)
  4. Drafting of a Strategic Plan for Diversity, which will become part of the University's Strategic Planning process.
  5. Appointment of a broadly representative task force, reporting to the President's Commission on Human Relations and Equity, which will review the University's policies and procedures for recruitment, appointment, and retention of faculty, staff, and administrators, with a focus on our commitment to equity and diversity.
  6. Successful application for a federal grant of more than $3M, focused on improving the graduation rates of Latino and African-American students. 

2009-10 Initiatives

  1. Well-attended public presentations and open discussions on the role and importance of diversity in the recruitment and retention of faculty and staff, featuring in one instance Professor Caroline Sotello Viernes Turner from Arizona State University, a nationally-recognized scholar on diversity in hiring practices.
  2. Initiation of new faculty and staff organizations that recognize and support the rich diversity of backgrounds, achievements, and viewpoints here at Fresno State, including the Latino Faculty/Staff Association (LFSA), the Asian Faculty/Staff Association (AFSA), and Researchers and Critical Educators (RACE), a group for faculty, staff, and administrators interested in issues of diversity—including race, ethnicity,  gender, culture, social class, linguistic diversity, religion, ability, and sexual orientation.
  3. Development of a diversity website, intended to both celebrate diversity and provide an inventory of campus and community resources that recognize and support diversity.
  4. A process to assess the campus commitment to inclusion and social justice of the diversity climate at Fresno State.