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ACTIVITIES THAT PROMOTE DIVERSITY
The activities that promote
diversity among students, faculty, and staff include but are not limited
to programs, programming, recruiting strategies, types of advertising,
courses, or curriculum characteristics. Qualities of diversity include
but are not limited to race, ethnicity, religion, national origin,
marital status, gender, sexual orientation, age, disability,
socioeconomic status/class, or status as a veteran.
I.
Student Recruitment and
Admissions
Initiatives used to recruit
African American, Latino/a, Asian, Native American (AALANA) students:
1. Brochures and materials
promoting racial and ethnic diversity on campus.
2. Spring and Fall bus trips which
bring AALANA students from NYC area to attend campus open houses,
participate in campus activities, and spend the night with student
hosts.
3. On-site preliminary acceptance
programs at targeted high schools.
4. Letters and surveys to inform
accepted students about the AALANA Mentor Program and to invite their
participation.
5. Eighteen of the named or endowed
scholarships, including those funded through charitable gifts to the
College at Oneonta Foundation and the Alumni Association and those
funded through the Student Association, have diversity as a
criterion. These scholarships account for 121 awards to students. In
addition, there are scholarships made possible through charitable
giving that are established though not yet endowed which have
diversity as a criterion.
Initiatives to recruit
economically disadvantaged students:
1. Educational Opportunity
Program (EOP)
a. Printed materials reflecting racial and ethnic diversity and
community.
b. Target school districts in economically disadvantaged areas.
c. Complete-your-file program in NYC area to assist economically
disadvantaged students who lack support in completing college
applications as well as campus visitation opportunities.
d. Anticipate cooperation with NYC Gear-Up program through SUNY Office
of Special Programs. Gear-Up currently serves youths in NYC schools
with elevated numbers of “free-lunch” program students.
2. College Assistance
Migrant Program (CAMP) –
recruits historically
underrepresented and economically disadvantaged students,
specifically children from migrant and seasonal farmworking families.
a. Provide printed materials to prospective
students and families in Spanish and English, including the FAFSA and financial aid
information.
b. Recruitment by bi-lingual staff, specifically in agricultural areas
of the state.
c. Cooperate with and accept referrals from the
NY State Migrant Education Program and the High School Equivalency program (HEP) which recruit
students from NY, ME, CT, PA
and MA.
Initiatives to recruit international students:
1. Use of electronic advertising to reach students around the
world.
2. A recruiter makes annual trip overseas to
attend college fairs and conduct seminars.
3. Increased scholarships for international
students.
Academic Departments
(The activities listed below are illustrative and do not
constitute a complete listing of all diversity activities undertaken by
academic departments.)
1. Department of
Africana & Latino Studies
a. Advise and support student organizations that promote
diversity.
b. Promote and present extracurricular programs that promote
diversity.
2.
Department of
Anthropology
a. Development of strategies for recruiting students, faculty,
and staff who will help to diversify departments.
3. Department of Communication Arts
a. Promote and present extracurricular programs that promote
diversity.
4. Department of
Foreign Languages & Literatures
a. Advise and support student organizations that promote
diversity.
b. Promote and present extracurricular programs that promote
diversity.
5.
Department of
Human Ecology
a. Values statements related to student development and
diversity.
6.
Department of Music
a. Promote and present extracurricular programs that promote
diversity.
7. Department of
Physical Education
a. Improved facilities for
women, recruitment of faculty to increase gender diversity,
increased curricular choices for women.
8.
Division of Economics
and Business
a. Infusion of diversity issues into departmental curricula.
b. Divisional diversity
statement and web links to the campus diversity page.
9.
Division of Education
a.
Infusion of diversity issues into departmental curricula.
b. Development of strategies for recruiting students, faculty,
and staff who will help to diversify departments.
c. Values statements related to student development and
diversity.
10. Gender and Sexuality Resource Center collaborates with student organizations to provide
support for women and the GLBT population.
11. Office of
Graduate Education
and
Continuing Education
a. Service to students with
learning disabilities by advertising assistance in completing forms.
12. Religious
Studies Program
a. Promote and present extracurricular programs that promote
diversity.
II.
Student Retention
Services and programs for
retention of African American, Latino/a, Asian, Native American (AALANA)
students:
1. Office of Multicultural
Student Affairs
a. AALANA Mentor Program.
b. Formal and informal advocacy for AALANA
students.
2. Eighteen of the named or endowed
scholarships, including those funded through charitable gifts to the
College at Oneonta Foundation and the Alumni Association and those
funded through the Student Association, have diversity as a criterion.
These scholarships account for 121 awards to students. In addition,
there are scholarships made possible through charitable giving that are
established though not yet endowed which have diversity as a criterion.
Services and programs for
retention of economically disadvantaged students (EOP):
1. Educational Opportunity
Program (EOP)
a. Summer Academy is a four-week pre-freshmen orientation program
with an academic focus and a key personal adjustment component.
b. Student Opportunities Committee provides personal development
& community building opportunities to EOP students and the general
campus.
c. Individualized counseling.
d. Mandatory Freshman Seminar & Academic Probation courses.
e. Free Tutorial Services by appointment & drop-in.
f. Grant award average of about $1000 annually.
g. In 2001,
chartered the Beta Eta chapter of the National Honor Society
Chi Alpha Epsilon which recognizes the academic achievement
of students who access college through non-traditional programs for
the disadvantaged.
2. Financial
need is a criterion in 61 scholarships that are made possible through
charitable giving.
Services and programs for
retention of students with disabilities:
1. Student Disability
Services Office – assists faculty in providing accommodations for
students.
2. Student Disability
Services Mentor Program.
Services and programs for
retention of
historically underrepresented and economically disadvantaged students,
specifically children from migrant and seasonal farmworking families
(CAMP - College Assistance Migrant Program):
1. Students in their freshman year
receive weekly individualized counseling and group meetings.
2. Tutorial services
3. A weekly stipend of $25, and a grant award of $1240.
4. They also receive required books and supplies, payment for campus
events and field trips, and transportation to and from home during school
breaks or for special events.
5.
CAMP Mentor Program.
6. Bi-lingual staff who are trained to support the students in the
program.
III. Programming,
organizations, and activities to promote appreciation for diversity and
multiculturalism
1.
College Union
Activities Committee (CUAC) Diversity
Committee focuses on insuring that programs that are funded by CUAC
represent a broad spectrum of performers and speakers.
2. Student Association-funded organizations that support
diversity through their membership, activities, and programs include
Open-Minded Unity, Adult Learners, Students of Color Coalition,
Hillel, HOLA, Womyn’s Alliance, International Student Organization,
Newman Club, Campus Ambassadors.
3. Diversity Teach-Ins - Initiated by an ad-hoc faculty committee
in partnership with academic departments & CME; three teach-ins have
been held and included lectures and entertainment.
4.
Center for
Multicultural Experiences (CME) is charged
with planning and funding events for the campus which represent a
broad spectrum of racial, ethnic, cultural, and international
performers and speakers.
5. Faculty-in-Residence Program: a joint effort by Student
Development (through CME) and Academic Affairs to bring to campus a
faculty member who represents one or more aspects of diversity;
current program provides a one-week appointment with multiple
lectures and events.
6. Some programs that are not specifically targeted to promote
diversity attract audiences that represent diversity among students
and employees; the Poetry Slam series has documented the diversity
of its audiences through surveys.
7. All professional and student staff in Residence Life are
subscribed to the Multicultural Calendar, an online reference
calendar. There are also subscriptions to printed reference
materials (Black Issues in Higher Education) which are
available to all staff.
8. Residence hall programming uses the HOUSE model
(health/holistic, open-mindedness, unity/togetherness, service
learning, everyday skills) which includes two categories that
promote programming on diversity issues.
9. Residential and Community Life’s Multicultural Committee has
initiated programs that will be continued in order to establish new
traditions. These include the R.E.D. Challenge Week in the Spring
Semester, as series of programs to promote awareness of issues
related to sexual orientation, AALANA student issues, etc. Another
of these is the Multicultural Talent Show.
10. A campus chapter of the National Coalition Building Institute
trains students, staff, and faculty in conflict resolution and
exploration of issues regarding diversity.
11.
Orientation
and First Year Experience programs include
skill-building programs to support students’ adjustment to living in
a multicultural environment.
12. The International Club brings international and domestic
students, faculty, and staff together for events such as India
Night, Chinese New Year celebrations, and weekly coffee hours.
13. The International Education Office develops exchange
programs and promotes Study Abroad programs.
14. Milne Library develops special exhibits to feature books for
cultural months (e.g., Black History Month).
15. The Office of Multicultural
Student Affairs
a. Provides advocacy for any group of students with special
interests. Examples include working with members of Hillel to
offer holiday programs and food, assisting students in
developing the first multicultural sorority.
b. Developed the Diversity Dialogues to promote discussion
among students about diverse student populations.
c. Hoops and Hurdles of Diversity: A Don't Cancel Your Class
Program offered through Career Services which presents
information about living in a multicultural environment,
challenging stereotypes, and understanding the role of allies.
16. Gender and Sexuality Resource Center
collaborates with student organizations to provide support for women
and the GLBT population.
IV. Employee Recruitment and
Retention
1. The Employee Recruitment and Retention Task Force (ERRTF) is a
committee of faculty and staff. It is charged with addressing
recruitment and retention issues across all faculty and staff, as
well as addressing issues of gender equity and the recruitment of
AALANA faculty and staff.
2. The Human Resources/Affirmative Action Office supports campus
efforts to recruit, hire, retain, and promote members of
underrepresented populations through the following:
a. The Office maintains an affirmative action web page that
lists information about the Affirmative Action Office, the
College’s Affirmative Action Policy, the SUNY Nondiscrimination
Complaint Procedure, and our Sexual Harassment Policy. In
addition, there is a listing of our Affirmative Action Advisory
Committee (AAAC) members and the charge of the committee.
b. A web page is maintained that lists all faculty and
professional vacancies with a link to the College Diversity
Statement. In addition, professional vacancies are listed in
our employee newsletter The Bulletin or distributed on
campus to all personnel through interoffice mail.
c. A variety of advertising venues are utilized to attract a
diverse applicant pool for our job vacancies. This includes,
but is not limited to, the New York State Department of Labor
America’s Job Bank, the New York Times web site,
Hispanic Outlook web site, and Academic Careers Online.
d. Vacancy announcements for national searches are sent to
career placement offices at minority oriented colleges and
universities.
e. Meetings are conducted with faculty and professional
search committees to ensure that searches meet affirmative
action guidelines and regulations.
f. Faculty and professional searches are monitored in
relation to the College’s affirmative action goals.
g. Recruitment packets containing brochures about the
College, community, local schools, activities, and businesses
are available for candidates interviewing on campus.
h. As part of our outreach efforts, annual letters are sent
to local and national minority and disability organizations,
local and state Department of Labor offices, Veteran’s offices,
local schools, employment and training offices, and career
development organizations. We encourage these offices to review
our web site for employment opportunities and communicate
vacancies to possible candidates.
i. The Affirmative Action Office, in conjunction with members
of the AAAC, conduct nondiscrimination information sessions with
campus faculty and staff. In addition, the Affirmative Action
Office conducts sexual harassment prevention information
sessions with campus personnel.
j. Nondiscrimination and sexual harassment policy brochures
are available directly outside the Human Resources/Affirmative
Action Office and are also available at other offices throughout
campus. Both policies are distributed to all faculty, staff,
and students at the beginning of each academic year. They are
also posted on our affirmative action web page.
k. Assistance and guidance is provided for employees with
specific immigration needs.
3. The Affirmative Action Advisory Committee is made up of
faculty and staff and its members are appointed by President Alan B.
Donovan. The current charge to the committee is as follows:
a. The Committee will be advisory to the President and work
closely with the Director of Human Resources/Affirmative Action
Officer who is an ex- officio member of the Committee.
b. The Committee will gather information, review, and offer
input about efforts currently being used on campus in the areas
of recruitment and retention of employees that are designed to
strengthen the cultural diversity of the campus community. The
Committee will invite resource people to present and discuss
relevant matters at committee meetings.
c. The Committee will serve as a sounding board for ideas,
programs, policy proposals, and activities pertaining to
affirmative action.
d. The Committee will continue to gather information about
the College’s success in providing a bias free environment.
e. The Committee will assist the AAO to produce programming
related to the professional development of employees, the role
diversity and affirmative action on a college campus, and
promoting a bias free work environment.
f. The Committee members will work as reviewers of plans,
programs, policy proposals, and activities; as reporters of
information flowing from constituents they represent; and as
advocates and promoters of ideas and ideals affecting
affirmative action and cultural diversity.
g. The Committee will communicate recommendations to the
President and AAO in writing for inclusion in the Affirmative
Action Plan.
V.
Initiatives for Students and
Employees
1. The Diversity Advisory Council is a committee of students,
faculty, and staff who were appointed by President Alan B. Donovan. The
initial charge to the Council is as follows:
a. To meet and consult with the President on a regular basis.
b. To develop and recommend a vision and strategic plan for
enhancing the climate for diversity and fostering a bias-free
environment on campus.
c. To maintain a comprehensive record of all activities on campus
dedicated to promoting diversity.
d. To recommend methods for assessing the climate for diversity
on campus and then make recommendations regarding the findings of
these assessments.
e. To aid the President’s Cabinet in working with outside
consultants/organizations who would work with the College in
conducting educational seminars and other developmental programming.
f. To perform other duties as requested by the President.
2. All offices and programs in the Division of Student Development
participate in an on-going diversity assessment project. This project
includes assessment of services, materials, and programs to identify any
barriers based on race, sexual orientation, gender, ability, religion,
or socioeconomic class. Each office and program is required to develop
plans to eliminate any barriers that are identified and to address needs
for training and staff development.
3.
Oneonta Auxiliary Services
supports diversity programming through financial support for the Office
of Multicultural Student Affairs, Office of International Study, Poetry
Slam, EOP, et al.
4. Sodexho’s Integrated Diversity Strategy is a corporation-wide
program that addresses customer/client needs, provides training for
employees, and develops relationships with partners in the community.
5. In the
University Police
Department, the John Jay School of Criminal
Justice and the N.Y.State Office of Attorney General provide training on
diversity and bias crime investigation. UPD also has representatives on
the President’s Council on Diversity as well as the Otsego County
Community Awareness Task Force.
6. Office of Computing and Telecommunications supports economically
disadvantaged students through a loan program of laptop computers.
7. The Office of the Registrar, in collaboration with the Office for
Students with Disabilities, has taken several steps to address the needs
of students with mobility and visual impairments and/or learning
disabilities.
a. In a recent remodeling of the office, a new customer service
area was designed to allow greater accessibility for those with
mobility impairments. The office will install directional signs
with Braille to serve those who are visually impaired.
b. In an effort to assist those with learning disabilities, signs
are posted where forms are displayed area and inside the office
offering assistance to anyone who needs it when completing any
forms.
c. Forms online in PDF format to enable students with motor
difficulties to complete the forms online and then print them.
d. The webpage is reviewed periodically to ensure that it is in
compliance with ADA standards.
8. Residential and Community Life has initiated mandatory
“Confronting Bias” training for resident advisors and residence hall
directors each semester. Resident advisor training also includes the
Tunnel of Oppression, an experiential program.
Page last updated 7/25/05 |
