Diversity Action Planning UO Action Planning Presentation Garcia

Diversity Action Planning UO Action Planning Presentation Garcia & Associates, January 3, 2016

SUPPLEMENTAL INFORMATION For Action Planning

Action Planning for Diversity, Equity, and Inclusion (APDEI) Tools & Resources

President’s Leadership Diversity Statement GOAL: “We, the president, provost, vice provosts, vice presidents, deans and other leadership of the University of Oregon, are committed to creating an inclusive, welcoming, and equitable learning environment for every member of our academic community. “Diversity, equity and inclusion are integral parts of each of these objectives. ” STRATEGY: “It is our responsibility as a public university to create a learning and research environment that seeks diverse perspectives, demands equity, and fosters inclusion. ” -President Michael Schill, April 2016.

IDEAL Framework: A commitment to Diversity, Equity, & Inclusion • This “IDEAL Framework” contains five key pillars: Inclusion, Diversity, Evaluation, Achievement, and Leadership. • Each of the IDEAL pillars provides relevant strategies and initiatives to effectuate them in your planning. • The IDEAL Framework is meant to guide decisions, healthy debates, resource allocations and actions across the entire university. • Each of these outcomes require various strategies and goals to begin, enhance, and sustain the work of diversity, equity and inclusion. Metrics and articulation of success are also to be embedded in unit’s action plans.

Required Tools to Inform Your Action Planning Ø Ø Ø Ø Ø Mission Vision Values Frameworks: President’s Priorities & IDEAL UO Diversity Action Plan Template Data Stats, Trends, and Other Data Points Evaluation: Benchmarking and Metrics SWOT Analysis Resources available the Division of Equity & Inclusion (DEI) Website

Toolkit to Lead Action Planning ØTemplates and other Supporting Documents ØUnderstand Organizational Structure & Process ØUnderstand Culture & Climate at UO ØIdentify Potential Partners (Internal/External) ØCommunity Ties (Local, National, International) ØResources (FTE, Budget, In Kind, Collaborations) ØPersuasion and communication ØExecute, modify, or adjust ØDon’t get discouraged: look at your gains and big picture ØCelebrate your wins ØJourney not a destination

University of Oregon Serving the state, nation and world since 1876 Purpose: The University of Oregon is a comprehensive public research university committed to exceptional teaching, discovery, and service. We work at a human scale to generate big ideas. As a community of scholars, we help individuals question critically, think logically, reason effectively, communicate clearly, act creatively, and live ethically. Vision: We aspire to be a preeminent and innovative public research university encompassing the humanities and arts, the natural and social sciences, and the professions. We seek to enrich the human condition through collaboration, teaching, mentoring, scholarship, experiential learning, creative inquiry, scientific discovery, outreach, and public service

University of Oregon Values: We value the passions, aspirations, individuality, and success of the students, faculty, and staff who work and learn here. We value academic freedom, creative expression, and intellectual discourse. We value our diversity and seek to foster equity and inclusion in a welcoming, safe, and respectful community. We value the unique geography, history and culture of Oregon that shapes our identity and spirit. We value our shared charge to steward resources sustainably and responsibly We value the unique geography, history and culture of Oregon that shapes our identity and spirit.

UO Diversity Definition and Business Case for Diversity At UO, we embrace the full spectrum of diversity, including age, color, culture, disability, ethnicity, national origin, race, religion, sexual orientation, and socioeconomic status. We have aspirations to increase inclusion and representation of historical underrepresented groups to meet our mission, vision, and values. Embracing and building a community of inclusion means we honor, respect, embrace and value the unique contributions and perspectives of students, faculty, staff, alumni and community members. Diversity is fundamental to creating a positive, equitable, and inclusive environment in which they can live, work, learn, and teach. The University of Oregon aspires to be a welcoming, supportive and respectful community for people diverse in culture, identity, thought, perspective, and interests.

Action Planning for Diversity, Equity, and Inclusion (APDEI) President’s Priorities Ø Ø IDEAL Framework Building its academic and research profile Ø Ensuring student access and success Ø Offering a rich, diverse, and high-caliber educational experience Diversity, equity and inclusion are integral parts of each of the above objectives. Ø Ø The IDEAL Framework contains five key pillars: Inclusion Diversity Evaluation Achievement Leadership

Action Planning for Diversity, Equity, and Inclusion (SPDEI) • Action planning is a tool for organizing for our desired future. In this case, the Action Planning for Diversity, Equity, and Inclusion (APDEI) is a road map to lead your planning and outcomes. Your plan should be aligned President’s Priorities and IDEAL. • The purpose of action planning is to align with the UO’s mission, values, priorities, and framework to support the identified goals and tactics. Your APDEI should be practical, prioritize greatest needs, implement, guide, evaluate, and adjust for initiatives, programs, policies, practices, and activities.

Action Planning Framework The action planning document has a basic overall framework. Place all parts of a plan into the following three areas, you can clearly see how the pieces of your plan can fit together: � � � Where are we now? (Executive Summary) Review your current strategic position and clarify your unit’s mission, vision, and values. Where are we going? (Tactics and Measures) Establish your unit’s vision by using the President’s Priorities & IDEAL Framework. How will we get there? (Resources) Understand the available resources to connect where you are now to where you’re going. Review institutional strategic objectives, goals, data points, action items, timelines, resources, etc.

Pitfalls to Avoid In Action Planning Ø Ø Ø Ignoring what your planning process reveals: The planning process includes research and analysis. Take it seriously. Use it to move forward. Being unrealistic about your ability to plan: Putting together a plan takes time and effort. Be realistic and schedule planning sessions. Work backwards on your timeline. Plans due March 17, 2017. Not a one person planning process: Planning must engage various stakeholders to ensure representation of different perspectives. The action planning process must engage individuals and team members to work together. Not a one person implementation process: Execution of the plan must involve various stakeholders to implement the plan within the unit. Identify as many multiple responsible parties. Need support or more direction? Reach out ASAP. Don’t wait until the last minute. Action planning takes time.

S. M. A. R. T. Tactic Questionnaire Tactics: Specific. What will it accomplish? How and why will it be accomplished? Measurable. How will you measure whether or not the tactic has been achieved (list at least two indicators)? Achievable. Is it possible? Have others done it successfully? Do you have the necessary knowledge, skills, abilities, and resources to accomplish it? Will meeting the tactic challenge you without defeating you? Results-focused. What is the reason, purpose, or benefit of accomplishing it? What is the result (not activities leading up to the result) of the tactic? Time-bound. What is the established completion date and does that completion date create a practical sense of urgency?

SMART Tactics and Metrics Tactics Metrics S Specific Is the result or outcome clearly stated? Is the metric clear, easy to understand? M Measurable Can the result be measured? Are the data readily available? A Actionable Can the tactic be achieved? Can you influence a change in the result? R Relevant Does the tactic link to the strategy of the IDEAL framework? Does the metric measure what is important? T Timely Is the completion time of the tactic clearly identified? How often do you need the data?

Benchmarking Develop and implement diversity and inclusion benchmarks to ensure responsibility and accountability. Ø Benchmarking is the process of comparing the progress of one’s organization to a determined measure. In order to appropriately assess UO’s progress, three types of benchmarking can be utilized: Ø Ø 1. Benchmarking against ourselves Ø 2. Benchmarking against peer and notable institutions Ø 3. Benchmarking against accepted standards Reference: Global Diversity & Inclusion Benchmarks: Standards for Organizations Around World by O’Mara and Richter.

Evaluation & Metrics The UO seeks to incorporate unbiased evaluations of the implementation of strategies and initiatives employed to meet institutional goals relating to diversity, equity and inclusion. The UO seeks to establish key metrics and reporting structures necessary to ensure accountability and an inclusive process of review. Evaluation can be based on different types of evaluation processes. Selected Examples: 1. 2. 3. 4. Process Evaluation – Program Operation (Assess program and activities. ) Outcome Evaluation- Program Achievement (Focus on outputs and outcomes to judge program effectiveness. ) Impact Evaluation- Form of outcome evaluation that assesses the net effect of program by comparing program outcomes. Cost-Benefit and Cost Effectiveness Analyses – Compare a program’s outputs and outcomes with the costs (resources expended) to provide them.

Other Informants: Data Stats, Trends, Gap Analysis & Reports Review Prior to Action Planning: Ø AAEO Placement Goals Ø Hiring Trends Ø Student Admission Trends Ø Retention Trends for Staff, Faculty, and Students Ø Existing Reports & Surveys Ø Budget Review for Diversity Ø Policies and Practices for Diversity Ø Other data?

Good Luck! You will do an amazing job. Please seek assistance ASAP, if required.