Southern Illinois University Edwardsville
PA-5: Assessing Diversity and Equity

Objective 2: Collect and organize data to systematically and effectively assess progress and to align/realign programs intended to enhance diversity. Accurate data that is organized in ways that allow various questions to be answered is essential to the success of this plan. The creation of these databases is essential in order to mark progress over time in achieving greater diversity and inclusion. A commitment must be made to provide funding for the necessary staff to collect and maintain essential data. The beginning point is to use existing data to create a historical record and then to continue to collect relevant data on an ongoing basis. The Offices of Institutional Research and Institutional Compliance will:  Collect the following data to document progress: o Recruitment, retention and promotion rates of women and minority faculty and administrators as contrasted with overall rates (MWD Report). o Recruitment, retention and graduation rates of women and minority students as contrasted with overall rates. o Campus climate survey results.  Biannually provide data of women, minority faculty and administrators to the Diversity Council to assess for success and progress.  Issue an annual status report beginning in spring 2014 documenting progress made toward meeting the university's diversity goals using the above data. Initiatives to increase diversity on campus have been successful, but SIUE strives to improve. Current data reveal the following:  SIUE’s enrollment surpassed 14,000 for the third straight year.  SIUE enrolled its largest freshman class in Fall 2012 with 2,075 first-time freshmen. 9 | We Are One University Diversity Plan  The University enrolled 11,341 undergraduate students. There has been steady progress in the numbers of minority students enrolled at the SIUE campus. As of fall 2012, the percentage of women and minority students enrolled was: Women/Female – 53% Black – 15% American Indian/Alaskan Native – 2% Asian/ Hawaiian Pacific Islander – 2.1% Hispanic (Latino/a) – 4% Two or More Races – 2.6%  In fall 2012, there were 2,714 graduate and professional students, of which 60% were female and 15% were minority.  The University employed 2,109 full-time employees in faculty, administrative, professional, and civil service positions in fall 2012, of which 59% were female, 20% minority, including 13% African-American, 3% Asian and 2% Hispanic.  Women represented 50% of total full-time instructional faculty; women held 31% of professor positions, 43% of associate professor positions, and 56% of assistant professor positions. All rates are close to or above their respective national averages.  African-Americans represented 6% of full-time faculty. This rate is slightly higher than the national average; national data shows African-Americans represented 5.3% of all full-time faculty at predominantly four-year White institutions.  Asian/Pacific Islanders make up 8% of full-time faculty.  In fall 2012, minority groups represented 23% of the student population, ten years ago in fall 2002 this percentage was 18%.  In the fall 2012, minority groups represented 20% of all faculty and staff employees, and this percentage has remained steady over the last 10 years, although the total number of faculty and staff increased by 200. Minority groups, however, continue to be underrepresented at the highest ranks on university administration and faculty (e.g., Deans and Professors)  In 2012, 15% of the faculty was members of ethnic minority groups. Of the 926 faculty, 4.8% (N=44) were Black, 0.1% (N=1) was American Indian/Alaskan Native, 6.2% (N=58) were Asian, 0.3% (N=3) were Hawaiian Pacific Islander, 2.8% (N=26) were Hispanic and 0.9% (N=9) were two or more Races. 10 | We Are One University Diversity Plan  The total of Black and American Indian/Alaskan Native faculty has remained the same since 2002. Over the last ten years there have been increases in the numbers of Asian and Hispanic faculty.  The percentage of females among faculty and staff is 60%, and this has remained relatively constant over the last 10 years. Females still remain underrepresented in some disciplines (e.g., Science, Teaching, Engineering, and Math) and in the highest ranks of faculty positions (e.g., Professors).  Currently the Chancellor, and the Provost and Vice Chancellor for Academic Affairs are both women which indicates that SIUE has made great strides in senior academic leadership positions for women.  Other women who hold key academic and administrative positions University-wide include Senior Associate General Counsel, Associate Provost for Institutional Diversity and Inclusion, three of eight Deans, Director of Human Resources and Director of Police Services, to name a few.  Disability Support Services (DSS) coordinates physical and academic support services for SIUE students with disabilities. DSS serves over 300 students during the year.  School of Engineering minority student enrollment reached a record high of 86 students in fall 2012.

Initiatives to increase diversity on campus have been successful, but SIUE strives to improve. Current data reveal the following:  SIUE’s enrollment surpassed 14,000 for the third straight year.  SIUE enrolled its largest freshman class in Fall 2012 with 2,075 first-time freshmen. 9 | We Are One University Diversity Plan  The University enrolled 11,341 undergraduate students. There has been steady progress in the numbers of minority students enrolled at the SIUE campus. As of fall 2012, the percentage of women and minority students enrolled was: Women/Female – 53% Black – 15% American Indian/Alaskan Native – 2% Asian/ Hawaiian Pacific Islander – 2.1% Hispanic (Latino/a) – 4% Two or More Races – 2.6%  In fall 2012, there were 2,714 graduate and professional students, of which 60% were female and 15% were minority.  The University employed 2,109 full-time employees in faculty, administrative, professional, and civil service positions in fall 2012, of which 59% were female, 20% minority, including 13% African-American, 3% Asian and 2% Hispanic.  Women represented 50% of total full-time instructional faculty; women held 31% of professor positions, 43% of associate professor positions, and 56% of assistant professor positions. All rates are close to or above their respective national averages.  African-Americans represented 6% of full-time faculty. This rate is slightly higher than the national average; national data shows African-Americans represented 5.3% of all full-time faculty at predominantly four-year White institutions.  Asian/Pacific Islanders make up 8% of full-time faculty.  In fall 2012, minority groups represented 23% of the student population, ten years ago in fall 2002 this percentage was 18%.  In the fall 2012, minority groups represented 20% of all faculty and staff employees, and this percentage has remained steady over the last 10 years, although the total number of faculty and staff increased by 200. Minority groups, however, continue to be underrepresented at the highest ranks on university administration and faculty (e.g., Deans and Professors)  In 2012, 15% of the faculty was members of ethnic minority groups. Of the 926 faculty, 4.8% (N=44) were Black, 0.1% (N=1) was American Indian/Alaskan Native, 6.2% (N=58) were Asian, 0.3% (N=3) were Hawaiian Pacific Islander, 2.8% (N=26) were Hispanic and 0.9% (N=9) were two or more Races. 10 | We Are One University Diversity Plan  The total of Black and American Indian/Alaskan Native faculty has remained the same since 2002. Over the last ten years there have been increases in the numbers of Asian and Hispanic faculty.  The percentage of females among faculty and staff is 60%, and this has remained relatively constant over the last 10 years. Females still remain underrepresented in some disciplines (e.g., Science, Teaching, Engineering, and Math) and in the highest ranks of faculty positions (e.g., Professors).  Currently the Chancellor, and the Provost and Vice Chancellor for Academic Affairs are both women which indicates that SIUE has made great strides in senior academic leadership positions for women.  Other women who hold key academic and administrative positions University-wide include Senior Associate General Counsel, Associate Provost for Institutional Diversity and Inclusion, three of eight Deans, Director of Human Resources and Director of Police Services, to name a few.  Disability Support Services (DSS) coordinates physical and academic support services for SIUE students with disabilities. DSS serves over 300 students during the year.  School of Engineering minority student enrollment reached a record high of 86 students in fall 2012. The Offices of Institutional Research and Institutional Compliance will:  Collect the following data to document progress: o Recruitment, retention and promotion rates of women and minority faculty and administrators as contrasted with overall rates (MWD Report). o Recruitment, retention and graduation rates of women and minority students as contrasted with overall rates. o Campus climate survey results.  Biannually provide data of women, minority faculty and administrators to the Diversity Council to assess for success and progress.  Issue an annual status report beginning in spring 2014 documenting progress made toward meeting the university's diversity goals using the above data.

Initiatives to increase diversity on campus have been successful, but SIUE strives to improve. Current data reveal the following:  SIUE’s enrollment surpassed 14,000 for the third straight year.  SIUE enrolled its largest freshman class in Fall 2012 with 2,075 first-time freshmen. 9 | We Are One University Diversity Plan  The University enrolled 11,341 undergraduate students. There has been steady progress in the numbers of minority students enrolled at the SIUE campus. As of fall 2012, the percentage of women and minority students enrolled was: Women/Female – 53% Black – 15% American Indian/Alaskan Native – 2% Asian/ Hawaiian Pacific Islander – 2.1% Hispanic (Latino/a) – 4% Two or More Races – 2.6%  In fall 2012, there were 2,714 graduate and professional students, of which 60% were female and 15% were minority.  The University employed 2,109 full-time employees in faculty, administrative, professional, and civil service positions in fall 2012, of which 59% were female, 20% minority, including 13% African-American, 3% Asian and 2% Hispanic.  Women represented 50% of total full-time instructional faculty; women held 31% of professor positions, 43% of associate professor positions, and 56% of assistant professor positions. All rates are close to or above their respective national averages.  African-Americans represented 6% of full-time faculty. This rate is slightly higher than the national average; national data shows African-Americans represented 5.3% of all full-time faculty at predominantly four-year White institutions.  Asian/Pacific Islanders make up 8% of full-time faculty.  In fall 2012, minority groups represented 23% of the student population, ten years ago in fall 2002 this percentage was 18%.  In the fall 2012, minority groups represented 20% of all faculty and staff employees, and this percentage has remained steady over the last 10 years, although the total number of faculty and staff increased by 200. Minority groups, however, continue to be underrepresented at the highest ranks on university administration and faculty (e.g., Deans and Professors)  In 2012, 15% of the faculty was members of ethnic minority groups. Of the 926 faculty, 4.8% (N=44) were Black, 0.1% (N=1) was American Indian/Alaskan Native, 6.2% (N=58) were Asian, 0.3% (N=3) were Hawaiian Pacific Islander, 2.8% (N=26) were Hispanic and 0.9% (N=9) were two or more Races. 10 | We Are One University Diversity Plan  The total of Black and American Indian/Alaskan Native faculty has remained the same since 2002. Over the last ten years there have been increases in the numbers of Asian and Hispanic faculty.  The percentage of females among faculty and staff is 60%, and this has remained relatively constant over the last 10 years. Females still remain underrepresented in some disciplines (e.g., Science, Teaching, Engineering, and Math) and in the highest ranks of faculty positions (e.g., Professors).  Currently the Chancellor, and the Provost and Vice Chancellor for Academic Affairs are both women which indicates that SIUE has made great strides in senior academic leadership positions for women.  Other women who hold key academic and administrative positions University-wide include Senior Associate General Counsel, Associate Provost for Institutional Diversity and Inclusion, three of eight Deans, Director of Human Resources and Director of Police Services, to name a few.  Disability Support Services (DSS) coordinates physical and academic support services for SIUE students with disabilities. DSS serves over 300 students during the year.  School of Engineering minority student enrollment reached a record high of 86 students in fall 2012. The Offices of Institutional Research and Institutional Compliance will:  Collect the following data to document progress: o Recruitment, retention and promotion rates of women and minority faculty and administrators as contrasted with overall rates (MWD Report). o Recruitment, retention and graduation rates of women and minority students as contrasted with overall rates. o Campus climate survey results.  Biannually provide data of women, minority faculty and administrators to the Diversity Council to assess for success and progress.  Issue an annual status report beginning in spring 2014 documenting progress made toward meeting the university's diversity goals using the above data.

Strategic Action Plan In order to achieve the goals of this plan, the following strategic action plan will be undertaken. Each section of the plan focuses on one of the objectives and describes specific actions for consideration. Many of the identified strategies may already be in place, and these should be continued when proven successful. The Plan is intended to supplement and complement activities that units undertake in order to address specific issues and factors that might bear on their progress and success. There will be costs associated with implementing this Plan, but success must not depend solely on the availability of new money. Rather, the identified actions need to be incorporated into existing operations and supported wherever possible. It is recommended, however, that the Chancellor and Vice Chancellors designate some amount of money each year to assist in the implementation of the suggested programs. We encourage each Vice Chancellor to prioritize and decide which strategies might be beneficial to advance their units so that units can see some early “victories”. The objectives are as follows: Objective 1: Create a supportive environment that is welcoming for all individuals.  Develop a comprehensive communications and marketing plan to advance diversity interests both internally and externally.  Initiate proactive, ongoing media campaigns to support efforts to create a welcoming campus climate.  Develop new and review existing materials describing the university's diversity and inclusion initiatives for dissemination both on and off campus.