Introduction
Background
A Framework to Foster Diversity at Penn State: 2004 - 09
Campus Climate and Intergroup Relations
Representation (Access and Success)
Education and Scholarship
Institutional Viability
and Vitality
Conclusion
Appendix 1
Appendix 2
Notes
Framework Main Page

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A Framework to Foster Diversity at Penn State:
1998 - 03

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A Framework to Foster Diversity at Penn State:
2004 - 09 (PDF 2,606 KB)

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Background

Penn State’s diversity planning has evolved over a number of years. In 1994, each college and academic support unit at Penn State was charged with preparing a diversity strategic plan to promote equity for faculty, staff, and students. Analysis of the plans by the University Planning Council led to a revision of the strategic planning process. In 1995, each unit was asked to produce two strategic plans: a general plan and a diversity plan. From this effort, it was clear that a comprehensive, University-wide approach was necessary if Penn State was to become a national leader in diversity efforts. In 1996, amid a national climate challenging the constitutionality of affirmative action and diversity initiatives, Penn State’s Board of Trustees unanimously passed a resolution to move forward with the University’s diversity efforts. The University Planning Council commissioned the Office of the Vice Provost for Educational Equity to develop a comprehensive strategic plan for diversity. The result was A Framework to Foster Diversity at Penn State: 1998-2003, which outlines seven challenges that must be met to foster diversity as an essential ingredient in Penn State’s quest for greater excellence.

In spring 2001, a coalition of Penn State students, who referred to themselves as “the Village,” called for the Penn State administration to take a more aggressive and proactive stance in combating hate and improving race relations at the University. The administrators agreed that new initiatives needed to be put into place and approved a new “Plan to Enhance Diversity.” This plan outlined several important endeavors including a new Africana Research Center and, more importantly for the implementation of the 1998-2003 Framework, announced that each strategic planning unit’s progress assessment would be posted on the University’s Web site.

A Framework to Foster Diversity at Penn State: 1998-2003
A Framework to Foster Diversity at Penn State: 1998-2003 was developed in recognition of the need to prepare all students for life and work in a civil democracy in the twenty-first century. It was designed to increase the synergy between diversity initiatives and other projects across the University by addressing the continuing challenges faced by colleges and academic support units, as well as challenges for which the efforts of individual units were insufficient for resolution. Development of a University-wide plan was based on recognition that to address the challenges effectively requires a centralized coordination effort. Accountability, however, is structured on the local college and unit levels.

The Framework identified seven Challenges:
• Developing a Shared and Inclusive Understanding of Diversity
• Creating a Welcoming Campus Climate
• Recruiting and Retaining a Diverse Student Body
• Recruiting and Retaining a Diverse Workforce
• Developing a CurriculumThat Supports the Goals of Our New General Education Plan
• Diversifying University Leadership and Management
• Coordinating Organizational Change to Support Our Diversity Goals

The Mid-point Review Process
At the mid-point of the 1998-2003 Framework, the provost requested an update from each strategic planning unit on their implementation of the Framework. Units were provided with specific questions designed to help assess their progress; given a demographic profile of their faculty, staff, and students comparing 1997 to 2000; and assigned an Educational Equity staff member to provide consultative assistance. Evaluation teams were selected and charged by both the provost and vice provost for Educational Equity to review each unit’s progress report, make suggestions for successfully addressing the Challenges, and identify best practices. The teams consisted of students, faculty, staff, technical-service workers, and administrators and represented a wide variety of constituent groups across academic and academic support units.

Each team’s feedback report included a short summary of the strategic planning unit’s diversity-related progress and areas in which improvement was possible. Each feedback report was reviewed by both the provost and vice provost and was discussed with unit leaders. Each unit then had the opportunity to respond to the feedback presented by the teams. The feedback reports and revised progress reports were made available for community review via the Educational Equity Web site (www.equity.psu.edu/framework/updates).

The teams noted some very promising progress, innovative approaches, and effective mechanisms for fostering diversity at Penn State. A summary of “best practices” was compiled (http://www.equity.psu.edu/framework/updates/pdf/bestpractices.pdf) and definitions of diversity were catalogued and analyzed for common elements. A coherent University-wide paradigm for diversity titled, “Developing a Shared and Inclusive Understanding of Diversity” was developed following the mid-point evaluation to help form the basis for diversity definitions tailored to the specific cultures of each college and unit within the University (http://www.equity.psu.edu/paradigm/dev_diversity.pdf). The paradigm builds on the common elements found in many of the specific definitions, as well as the University’s vision of diversity as an integral component for institutional viability and vitality.

The Final Assessment of A Framework to Foster Diversity at Penn State: 1998-2003
The 1998-2003 Framework cycle will conclude with a review process similar to the mid-point review. This process will also incorporate the beginning of the 2004-09 cycle. Assessment questions similar to those used in the mid-point review were provided to strategic planning units in October 2003. An update of the demographic profiles was provided in June 2003. Strategic planning units will submit their final reports on implementation of the 1998-2003 Framework, along with their plans for implementation of this 2004-09 diversity strategic plan, to the vice provost for Educational Equity on February 16, 2004. Review teams similar in composition to those reviewing the mid-point updates will be charged by the provost to review the reports and plans, provide feedback, suggest areas for further improvement, and compile proven best practices. “Best Practices” will be defined as “processes, programs, and procedures that most successfully lead to the unit’s ability to reach the University’s diversity goals and can be validated through measurable outcomes.” This process will take place in February and March of 2004. In April and May of 2004, the provost and the vice provost for Educational Equity will meet with each budget executive to discuss the report, the new plan, and the team’s feedback. As with the mid-point review, the reports, feedback, and best practices will be available as public information on the Educational Equity Web site at the completion of the process in June 2004.

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