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Task Force History
History
On March 23, 2004, the Diversity Task Force was developed and inspired out of the need to expand on the institutional core values of this university. This task force was implemented by Dr. Dennis Golden, President of Fontbonne University. Presently the body has nine members, including the Executive Vice President with representation from the faculty, professional staff and students.
Charge
The President issued a general charge to improve the diversity issues on campus. Our charge was to foster a general atmosphere of appreciation for all people regardless of difference in race, gender, age, lifestyle, disability and class. Dr. Golden believes that it is the obligation and responsibility of the university to prepare students to meet the challenges, citizenship and careers in a global society.
Activities/Accomplishments
To this date, the task force has done the following:
The task force has met monthly to address a variety of issues and topics (see
addendum for minutes of meetings). The task force developed strategy teams to address various areas of the university. The following strategy teams were formed: Student Recruitment/Retention, Staff Recruitment/Retention, Faculty Recruitment/Retention, Curriculum, In-Service and Research. It was the responsibility of each team to review internal practices, gather information, literature, articles, and data pertaining to their specific areas. It was also the goal of these teams to review similar plans/practices from other institutions and how they fit into the culture of Fontbonne University (see addendum for team reports).
A diversity statement was drafted and approved by the President and the members of the committee. This statement identifies our purpose, constituencies and goals. This statement became our working document and was shared with the entire Fontbonne University community (see addendum for statement).
After considerable discussion and debate, the task force felt that a diversity audit was needed from all constituencies (students, faculty and staff). A model was adapted from Mount St. Mary's (CA), revised to meet our campus climate, approved by Dr. Golden, and later distributed the Fontbonne University community (see addendum for surveys).
Although the survey results have not been tabulated, it was imperative that diversity initiatives be incorporated throughout relevant areas of the strategic plan. It will be responsibility of the task force if deemed necessary to add the narrative initial goals to the timeline - 2005-2008 (see addendum for recommendations).
The survey results were evaluated and a summary of findings were submitted by Davis Saphian, Director of Institutional Research (see addendum for survey demographics, findings, and conclusions).
Written comments from students, faculty and staff were not part of the analyzed data, however, these comments are vitally important and should be reviewed and evaluated and taken under consideration (see addendum for written comments).
Short-term Goals
Developed strategy teams to implement internal audit and seek information about other like institutions;
Develop a diverse climate for all constituencies;
Develop relationships with all constituencies for the purpose of facilitating communication, support and coordination of activities.
Long-term Goals
Create a learning environment that nurtures and supports the understanding, recognition, and appreciation of contributions to society made by different cultures and races.
Promote and foster effective communication and interaction among diverse populations;
Increase recruitment and retention of diverse students, faculty and staff;
Continue the University's commitment to increasing diversity throughout the campus.
Summary
The initial charge of the task force was to review issues of diversity and report the findings to the Dr. Dennis Golden, President. He stated in his charge that our core values strive for us to achieve the highest level of personal and professional performance; and there is always room for improvement. The changing demographics of our communities have an impact on our schools. The diversity within our schools makes this more challenging, interesting, and exciting. Recognizing this and improving our skills for working within a diverse population will help make our environment an easier learning experience. During our "Get Real" dinner members of the task force realized that we needed to identify our own beliefs and biases; and from that dinner we were able to move forward.
Brief Synopsis of strategy team reports
Listed below is a brief synopsis and questions raised from each of strategy team reports (see addendum strategy team members, assignments and reports).
Student Recruitment/Retention: How do we currently recruit students? What do we want to do in order to increase our visibility? What new/additional tools are needed? Recruitment assumptions - how do we define diversity or minority? What are our recruitment and retention practices?
Staff Recruitment/Retention: Review hiring practices/marketing/job posting/employment handbook/office policy and procedure manuals. Development of clearer, well-defined job descriptions, improve training for new employees, develop a mediation system for employee concerns, questions and grievances. Develop of a system to demonstrate employee "value".
Faculty Recruitment/Retention: Fontbonne continues to face challenges of recruiting and retaining diverse faculty. A comprehensive recruitment plan is needed to recruit more diverse faculty. This report outlines a more detail approach involving the current recruitment method, how recruitment efforts are handled, pre-search and post-search process and retention after the search.
Curriculum: Review frequency of course offering; fraction of course dealing with diversity issues; kinds of diversity issues such as race, gender, age, religion and sexual orientation.
In-Service Strategy Team: Develop workshops for all constituencies to raise awareness on sexual harassment issues; community harassment; first generation residential program; how do deal with diverse population in the classroom setting and work environment.
Research Strategy Team: No report or findings generated at this time.
After one and one-half years, the task force continues to be active and is laboring to fulfill its charge and mission. Members of the task force have contributed their expertise, time, energy, ideas, and various resources to support the goals and objectives of this mission. Overall, Fontbonne University has made some tremendous strives over the last decade in recruiting minority students in various programs (Career Builders and OPTIONS), we have a large percentage of African American students, more than most of our competitors such as (Maryville University, Webster University and Saint Louis University), several offering of courses that have diversity components infused; and several courses that are considered diverse. Marketing strategies have more inclusive; new graduate major has been added by the Department of Education/Special Education - Masters in Diverse Learners. As noted in our Fontbonne University Strategic Plan (2005-2008), the focus on diversity is part of our "environmental analysis" and well as throughout the plan. This is a true commitment from the University.
Although the survey results doesn't highlight any immediate demand for change , it imperative that we understand that the world is diverse and as an institution of higher learning, it is our responsibility e to teach our students to be prepared to deal with a diverse society. Our students must be prepared to live and work within an environment that is culturally and ethnically diverse. Students must be educated to value a healthy awareness and respect for cultural and historical diversities. With the increase number of African American students, small enrollment of Taiwanese students and anticipated enrollment of Bosnian students, the issues of diversity are more prevalent than ever. The challenge is not to prepare minority students for success, but to prepare all students from all races and backgrounds to work effectively in a decidedly more diverse environment.
We must understand the breath of diversity. We also must remember that there are other issues of diversity that goes beyond race, such as sexual orientation, socio-economic status and religion that must be addressed. All of these areas of diversity must be addressed and students must be prepared to meet these challenges and differences. These are exciting times for effect change and now are the time that we as an institution can expand on these core values.
With the support and sponsorship of the Office of the President, I had the opportunity to attend National Conference on Race and Ethnicity in American Higher Education (NCORE) - May 30-June 4, Manhattan, New York. The intent was to gather information and bring it back and disseminate it to the Diversity Task Force. A preliminary report will be generated and information will be disseminated to the task force/committee.
Task Force Recommendations
Develop a permanent standing diversity committee to oversee the issues of diversity for all constituencies. This committee will serve as a functioning standing committee with members from the academic community, professional administrations and student representatives. The Diversity Statement will continue to serve as our working document to guide us in the appropriate direction. It will be responsibility of this committee to ensure that these issues of diversity issues are reflected in such relevant areas such as student recruitment and retention; staff recruitment and retention, faculty recruitment and retention; curriculum development: student, faculty and staff development; and employment practices. It takes time, commitment, responsibility and most important resources both human and financial.
Role of the Committee
Implement a strategic plan regarding diversity initiatives.
Review recommendations made by each strategy team and recommendations made to the strategic plan and develop of plan of action.
Disseminate a newsletter informing the University community what is being done in the area of diversity and publicize what we mean by diversity or minority.
Focus on one or two priority issues in order not to spread ourselves too thin; however, make a statement regarding relevant issues.
Personal Affirmation
I personally can't say enough about my appreciation of the task force work to date. The members have worked extremely hard to improve the cultural climate of this university. We commend the support of the students, faculty and staff for taking the time to respond to the surveys; the energy behind the dissemination and collection efforts; Fontbanner newspaper for initiating "diversity awareness" to the general population. I would be woefully remised, not to recognize the Office of Multicultural Affairs and the tremendous job they have done by implementing a number of initiatives and activities designed to advance the ideals of cultural diversity. What I'm most proud of is the institutions' proactive stance taken to improve upon one of its core values - diversity. Thank you - Dr. Golden for your profound leadership! I would also like to thank Greg Taylor, for his continue support, insightful leadership, and commitment to this initiative.
Diversity Task Force Strategy Teams
Student Recruitment and Retention Strategy Team
- Jerry Bladdick
- Greg Taylor
- Dorothy Davis
- Jason Sommer
- Vidal Dickerson
- Erin Moore
Staff Recruitment and Retention Strategy Team
- Jerry Bladdick
- Mazie Moore
- Dorothy Davis
- Greg Taylor
- Anne Grice
Faculty Recruitment and Retention Strategy Team
- Greg Taylor
- Mary Abkemeier
- Jason Sommer
- Louise Wilkerson
- Anne Grice
- Dorothy Davis
Curriculum Strategy Team
- Louise Wilkerson
- Jason Sommer
- Louise Wilkerson
In-Service Strategy Team
- Vidal Dickerson
- Anne Grice
- Dorothy Davis
Research Strategy Team
- Jerry Bladdick
- Louise Wilkerson
- Mary Abkemeier
Revised
Fontbonne University Diversity Task Force
- Dr. Dennis Golden, President
Members of the Committee
- Dorothy Davis and Anne Grice, Co-Chairs
Faculty and Staff
- Mary Abkemeier
- Jerry Bladdick
- Vidal (Walter) Dickerson
- Ben Moore
- Mazie Moore
- Jason Sommer
- Greg Taylor
- Louise Wilkerson
Student Representatives
- Tiffany Cavoretto
- Michael Horton
- Erin Moore