Duke University
PAE-8: Support Programs for Under-Represented Groups

In order for students to embrace the diversity of the Duke campus and the world that surrounds them, they must first understand and embrace their own sense of identity. The Division of Student Affairs recognizes this and features a variety of identity centers including the Women’s Center, the Mary Lou Williams Center for Black Culture, the Center for Lesbian, Gay, Bisexual and Transgender Life, the Multicultural Center, the International House and a variety of religious communities. We take great pride in supporting the ‘Big-D’ Duke community as well as the variety of sub-communities that comprise it. We are well aware, however, of the challenges associated with supporting numerous individual identity groups while fostering inter-group interaction and a collective Duke student identity. That said, through our approach at Duke, we can uniquely and simultaneously celebrate and advance student differences and commonalities. The Division of Student Affairs is committed to exposing students to and engaging them in the spirit and practice of multiculturalism and inclusion so that we may prepare them for their future in this ever-changing landscape of people, places and ideas. Through our efforts, we will promote cultural diversity through collaborative student-initiated events, faculty and staff led dialogue, social interaction and experiential learning. http://diversity.duke.edu/atduke/centers.php

Commitment to faculty diversity - In the provost's office, Dr. Nancy Allen serves as vice provost for faculty diversity and faculty development to track diversity issues. Jacqueline Looney, senior associate dean of the Graduate School, oversees black faculty diversity and development as associate vice provost for academic diversity. Allen is chair of the Faculty Diversity Standing Committee, comprised of faculty and administrators from the university and medical campuses. A result of the work of both the Women's Initiative and the Task Force on Faculty Diversity, the committee oversees the Faculty Diversity Plan and compiles and analyzes data annually on recruitment, retention and promotions. Committee members serve three-year terms. In addition to Allen, members include: Term ending August 31, 2008 April Brown, Engineering John Clum, Theater Studies Gregson Davis,Dean, Humanities Kenneth Kruezer, Biochemistry William "Monty" Reichert, Biomedical Engineering Laura Svetkey, Medicine Term ending August 31, 2009 Sherman James, Public Policy Studies Term ending August 31, 2010 Ann Brown, Endocrinology Calvin Howell, Physics Wagner Kamakura, Fuqua School of Business Keith Whitfield, Psychology Ex-Officio Peter Lange, Provost Ben Reese, Office for Institutional Equity Jacqueline Looney, Associate Vice Provost for Academic Diversity Faculty Mentoring Initiative Mentoring is a critical component of supporting a diverse faculty. Launched in 2006, this initiative enumerates best practices for mentoring new and junior faculty. Department chairs and deans are expected to meet individually with junior faculty on an annual basis. Regular discussions concerning mentoring occur in departmental meetings and at Deans' Cabinet. Exit interviews of departing regular rank faculty include inquiry about the adequacy of mentoring during the faculty member's time at Duke. http://diversity.duke.edu/initiatives/faculty.php

Duke has a long-standing commitment to increasing the diversity in all parts of the university community – faculty, staff and student body. Among the goals of its ongoing efforts: * Increase minority student enrollment and recruit and retain diverse faculty and staff. * Provide minority students, faculty and staff with the necessary support to succeed. * Promote an academic and social environment where diversity can flourish. As Duke grows more diverse, creating a climate of respect and inclusiveness for all is more important that ever. Complying with applicable employment laws is just the first step. Recognizing and appreciating the value of diversity and cross-cultural understanding is critical to Duke's mission of achieving "the best effort of all who are associated with the university." The Diversity & Equity Program offers consultation and training designed to assist staff in deepening diversity awareness, enhancing skill development, and providing information related to a broad range of diversity topics, cross-cultural understanding, and institutional equity. Services: * Explore how diversity and inclusion can be integrated into existing performance tools such as the Balanced Scorecard, Six Sigma and Pay & Performance. * Integrate diversity measures into performance review and goal setting practices. * Design, facilitate and counsel an employee work group to support diversity awareness and education within the department. * Facilitate workshops, retreats, and discussions related to diversity and inclusion. * Identity and award Duke employees and teams who demonstrate leadership in the area of diversity & inclusion with a Semi annual EDI Award. (Equity, Diversity & Inclusion). http://www.duke.edu/web/equity/index.htm http://web.duke.edu/womens_initiative/exec.htm http://diversity.duhs.duke.edu/