DIVERSITY EQUITY AND INCLUSION STRATEGIC PLANNING Universitywide and

DIVERSITY, EQUITY, AND INCLUSION STRATEGIC PLANNING University-wide and SNRE Strategic Planning Process • 137 students – 47, 7% response rate • 201 alumni (2010 -2015) – 29% response rate • 37 staff – 44. 6% response rate • 51 faculty and research scientists – 37. 2% response rate Surveys In September 2015, the University of Michigan’s president asked all units to create a five-year Diversity, Equity, and Inclusion strategic plan. Student Town Hall Focus Groups – 61 participants in 12 separate sessions SNRE created a Diversity, Equity, and Inclusion (DEI) Committee; developed a planning process, and mechanisms for collecting data, and responding to feedback. Draft Plan Review and Listening Sessions SNRE’s DEI strategic plan includes all members of the SNRE community (faculty, research scientists, postdoctoral fellows, staff, and students). • 43 students • 12 staff • 6 faculty and research scientists • 9 staff attended • 5 faculty and research scientists attended Figure 2. Data Collection Methods Figure 4. Demographic Characteristics of SNRE's Faculty, Research Scientists, and Staff Figure 3. Total SNRE Student Enrollment by Race, Ethnicity, and Residency Status, 2010 -2015 The percentage of international students enrolled in SNRE rose from 13. 2% in 2010 to 29. 3% in 2015. The percentage of domestic white students fell from 70. 2% to 51. 9% in the same period. Despite growth in some segments of SNRE’s domestic minority population, some of these students are still underrepresented in the school’s population. Unlike the student body which is predominantly female, SNRE’s faculty is predominantly male. SNRE faculty are overwhelmingly also white: 63. 5% of the primary faculty are white, and 80% or more of the adjuncts, dry appointments, and supplemental faculty are white. 100, 0 % White 90, 0 80, 0 % Asian 70, 0 60, 0 % Black 50, 0 40, 0 SNRE has a staff of 83 that is predominantly female (71. 1%) and white (78. 3%). Though 14. 5% of the staff is Asian, none are Hispanic, and 2. 4% are black. There are no Native Americans on SNRE’s faculty, among the research scientists or fellow, or on the staff. SNRE’s Demographics • 40 students participated 30, 0 % Hispanic 20, 0 10, 0 % Biracial or Multiracial 0, 0 Primary Faculty Adjunct Faculty Dry Supplemental Appointments Faculty Research Scientists Research Fellows Staff % Unknown SNRE’s Climate Figure 5. Inclusiveness in SNRE: Percentage Giving High Rating (Score of 3. 6 -5. 0) Figure 6. Social Interactions in SNRE: Percentage Giving High Rating (Score of 3. 6 -5. 0) 60, 0 74, 2 40, 3 31, 9 29, 2 24, 8 26, 2 27, 9 11, 5 16, 4 9, 3 11, 5 20 20, 1 17, 5 25, 9 16, 7 20, 0 30 6, 7 10, 0 10 0, 0 Inclusion of all religious groups I've become more understanding of racial/ethnic differences Getting to know people with different racial/ethnic backgrounds has been easy My social interactions are largely confined to I feel I need to minimize various characteristics people of my own race/ethnicity of my culture to fit in Students Alumni Staff SNRE has done a good job of supporting diversity Faculty GOALS RELATED TO EDUCATION AND SCHOLARSHIP Figure 7. Percent Expressing High Satisfaction with Demographic Diversity in SNRE (Score of 3. 6 -5. 0) Faculty objectives: • Increase the participation of faculty in DEI curricular activities. • Support increased participation of faculty utilizing inclusive teaching techniques and strategies. • Help faculty to enhance their mentoring activities aimed at students, research fellows, research scientists, junior colleagues, and the staff they supervise. 34, 8 35 30 20, 1 25 SUMMARY OF DEI ACTIVITIES UNDERTAKEN IN SNRE IN THE PAST YEAR SNRE has undertaken several DEI activities in the past year that will help future diversity efforts. Among these are: • Including DEI activities in new student orientation in fall 2106. • The hiring of additional recruitment and career development staff in the Office of Academic Programs. • The expansion and streamlining of student recruitment activities – particularly those aimed at students historically underrepresented in SNRE’s population. • The participation of increased number of faculty in internship programs for diverse undergraduates from around the country. • The launching of two national diversity programs hosted by the school – the Doris Duke Conservations Scholars Program (for undergraduates) and the Environmental Fellows Program (for graduate students). • Increased diversity activities aimed at and support for lesbian, gay, bisexual, transgender/transitioning, and queer/ questioning students. • Increased diversity activities aimed at and support for international students. • Increased number of keynote speakers who are people of color, and • The hiring of new faculty and staff of color. 15, 2 13, 3 14, 3 Number of domestic Number of Nunber of international racial and ethnic international students in my FOS minority students in my in SNRE FOS 7, 7 3, 8 3, 3 2, 4 3, 1 3, 8 5, 6 6, 1 7, 3 7, 6 9, 4 3, 8 4, 5 5, 8 6, 6 3, 3 3, 4 4, 8 2, 7 3, 2 5 0 7, 6 9, 6 7, 6 10 9, 7 11, 4 12, 9 14, 4 14, 8 15, 2 15 0, 0 Staff objectives: • Increase participation of staff in DEI activities. 15, 5 18, 2 20 3, 1 Master’s and Doctoral student objectives: • Create opportunities for enhancing learning about diversity. • Increase awareness about existing campus-wide diversity, equity, and inclusion resources. • Increase student engagement in faculty-student mentoring. • Develop a school-wide peer mentoring initiative. 40 29, 6 I. Faculty objectives: • Increase diversity in the SNRE faculty. • Improve retention rates of all faculty; particularly faculty from groups historically underrepresented in SNRE. • Improve training, mentoring, and development of SNRE faculty. III. Staff objectives: • Increase the level of diversity of the staff through a more comprehensive hiring process. • Ensure that staff wages are equitable. Inclusion of different nationalities Faculty RECRUITMENT, RETENTION, AND DEVELOPMENT GOALS II. Master’s and doctoral student objectives: • Develop admissions procedures that are more inclusive of and attractive to historically underrepresented students. • Solicit more applications from persons who have been historically underrepresented in SNRE’s student population. • Increase the matriculation rate of diverse students in SNRE by making it more affordable for all to attend the school. • Develop practices that facilitate meaningful engagement of all students in SNRE in the life of the community. • Increase the professional development of all SNRE students. Inclusion of veterans 0, 0 Staff Inclusion of all ages 6, 7 Alumni Inclusion of people with disabilities 5, 4 Students Inclusion of all sexual gender identities orientations 2, 4 Inclusion of all races/ethnicities 0, 0 Inclusion of men 9, 7 Inclusion of women 7, 2 Inclusion of low income people 2, 4 Feeling welcomed Feeling like I at SNRE belong in SNRE Percentage 0 33, 3 34, 6 30, 3 30, 0 Percentage 47, 1 46, 7 53, 1 52, 3 43, 5 30, 0 33, 3 63, 0 38, 6 71, 0 68, 8 69, 2 65, 5 59, 3 44, 8 32, 3 35, 1 40 40, 0 35, 9 41, 1 43, 3 46, 5 48, 1 51, 6 54, 8 55, 7 59, 3 54, 8 55, 6 56, 8 55, 3 59, 3 50 44, 7 Percentage 60 50, 0 62, 5 63, 6 63, 0 63, 6 66, 7 67, 7 65, 4 71, 4 63, 6 70 50, 0 81, 5 80, 6 79, 3 76, 3 78, 0 74, 6 80 84, 8 90 51, 9 88, 7 100 Number of male students in SNRE Number of male students in my FOS Students Alumni Number of female students in SNRE Staff Number of female students in my FOS Number of domestic Number of minority faculty in SNRE international faculty in SNRE Number of female faculty in SNRE Number of male faculty in SNRE Faculty, etc. Planning Lead: Dorceta E. Taylor, Professor and Director of Diversity, Equity, and Inclusion Planning Staff: Samantha Shattuck, Program Manager and Alumnus SNRE’s DEI Committee: Professors Mary Carl Hunter, Ivette Perfecto, and Brad Cardinale Sara O’Brien – Director of Office of Academic Affairs Kela Mc. Clure – Director of Human Resources Elena Huisman – Diversity Representative of the Student Government.