Strategic Action Plan on Equity, Diversity, and Inclusion

Executive Summary 

The College’s Plan on Equity, Diversity, and Inclusion will help us to reach the SUNY Oneonta we envision in five years as stated in the Plan’s Statement of Values, and through the Plan’s three main goals, one umbrella goal, and seventeen objectives. 

Goal 1:        Create a College Community that Values and Promotes Diversity, Equity and Inclusion 

1.         Engage 25% of employees in professional development opportunities related to diversity, equity, and inclusion annually.
Baseline data: 2006-07 full-time employees.

2.         Create collaborative initiatives among all segments of the College to foster respect, civility, and a welcoming campus environment.
Baseline data: Survey of existing collaborations.

3.         Continue to create a welcoming campus environment.
Baseline data: 2006 Campus Climate Assessment by Rankin & Associate, Consulting.

4a.       Increase recruitment of AALANA students by 20% annually.
Baseline data: 2006-07 AALANA student pool of applicants eligible for admission.

4b.      Maintain AALANA students’ retention as recruitment grows, to mirror the retention rate of the overall student body.
Baseline data: 2006-07 retention rate for overall student body and retention rate for AALANA students.

4c.       Increase recruitment of international students by 15% annually.
Baseline data: 2006-07 international student pool of applicants eligible for admission.

4d.      Increase retention of international students as recruitment grows, to mirror the retention rate of the overall student body.
Baseline data: 2006-07 retention rate for overall student body and retention rate for international students.

5a.       Increase recruitment of AALANA faculty by 25% annually.
(see also Goal 3, Objective 3).
Baseline data: 2006-07 pool of applicants who were qualified for full-time faculty positions. 

5b.      Increase the recruitment of AALANA staff and administrators by 25% annually.
Baseline data: 2006-07 pool of applicants who were qualified for full-time staff and/or administrator positions.
 

5c.       Develop processes for the recruitment of individuals from identity groups, which due to privacy factors (e.g., LGBTQ, gender diversity, persons with visible and invisible disabilities) cannot always be identified in the recruitment process.
Baseline data: Document recruitment processes and implementation.

6.         Increase the retention of AALANA faculty, staff, and administrators, and individuals from identity groups, which due to privacy factors cannot always be identified in the recruitment process.
Baseline data: Short voluntary survey of full-time employees to self-identify some of the identity groups to which they may belong.

7.         Create and implement recognition opportunities celebrating those at the College whose work contributes to advancing diversity, equity, and inclusion.
Baseline data: These recognition opportunities do not exist.  Recognition opportunities will be documented as initiatives are implemented. 
 

Goal 2:       Build an Environment that Promotes Communication and Freedom of Expression

1.         Create intentional opportunities to foster collaboration, visibility, coordination, and information dissemination regarding available venues and programs dedicated to providing awareness and appreciation for equity, diversity, and inclusion.
Baseline data: These will be new intentional opportunities and they will be documented as the initiatives are implemented.

2.         Increase the participation of employees and students by 10% annually in training and programming to raise cultural competencies and promote equity, diversity, and inclusion.
Baseline data: The most recent professional development endeavor – Building a Better Campus Community Seminars by Bates Consultants (425 employees participated).

3.         Develop programs, policies, and means to address freedom of expression and acts of intolerance toward differences.
Baseline data: Compare new programs and policies to existing ones.

Goal 3:       Create a College Environment that Promotes Inclusive Teaching and Learning

1.         Engage the campus community in advancing a culture of inclusion by 20% annually.
Baseline data: Survey of existing programming and activities aimed at creating an inclusive campus.

2.         Create new venues to develop skills and provide opportunities for inclusive learning, teaching, and scholarship by 20% of faculty annually.
Baseline data: Survey of existing collaborations and document implementation of strategies and initiatives.
 

3.         Increase by 25% annually both the recruitment and retention of AALANA faculty and administrators and individuals from identity groups, which due to privacy factors cannot always be identified.  (see also Goal 1, Objectives 1.5 a., 1.5 b., and 1.6.)
Baseline data: 2006-07 pool of applicants who were qualified for full-time faculty positions. 
Baseline data: 2006-07 pool of applicants who were qualified for full-time staff and/or administrator positions.
Baseline data: Short voluntary survey of full-time employees to self-identify some of the identity groups to which they may belong. 

4.         Expand faculty efforts to infuse diversity, equity, and inclusion in their teaching and/or research by 25%.
Baseline data: Survey faculty efforts and document the implementation of the strategy and initiatives.

5.         Increase participation opportunities for all students through courses, programs, and travel to enhance their abilities to live, work, and lead in a diverse world.
Baseline data: 2008-09 program availabilities throughout the College.

6.         Increase Americans with Disabilities Act compliance of buildings and all classrooms by 10% by 2010.
Baseline data: 2006-07 compliance data. 
 

Umbrella Goal: The College Community will become knowledgeable of, and committed to, successfully implementing and completing within the timetables, the College’s Strategic Action Plan on Equity, Diversity, and Inclusion

The Umbrella goal will be accomplished through the implementation of the above three goals. 

The Plan’s objectives are not framed as rigid expectations, instead they are aspirations to move the College forward toward the institution we envision in five years as stated in the Plan’s Statement of Values. 

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