University of Montana
PAE-7: Measuring Campus Diversity Culture

The Diversity Advisory Council designed and delivered a comprehensive survey in 2010-2011 in order to establish a baseline understanding of the condition of diversity on the UM campus. The survey was completed by a cross section of the campus and analyzed. The survey was done with the intention of having the full report serve as a useful tool for identifying opportunities to partner together to further promote diversity efforts. The four strategic choices on which the survey focused are: 1. Enhance the campus culture of understanding, respect, support, and advancement of diversity. 2. Create avenues of access to the academy and for success within the academy for all individuals, and particularly populations historically underrepresented in the academy. 3. Educate and prepare students to contribute and thrive in a multicultural society. 4. Develop an organizational structure to ensure implementation, evaluation and periodic renewal of strategic choices 1 through 3. The Diversity Advisory Council (DAC) is an advisory board to the President, whose charge is: To encourage, advocate, and facilitate communication, education, and relations among persons of various races, physical conditions, religions, national origins, citizenship, genders, ages, socio-economic backgrounds, and sexual orientation at The University of Montana.

As a result of the assessment, a new position was created by the President in collaboration with the Office of Equal Opportunity/Affirmative Action. The position of Diversity Retention and Recruitment Coordinator was created and filled in late 2011 to increase the University’s success in retaining and recruiting female and minority faculty and staff in units where there is underrepresentation. The coordinator has the responsibility of compiling, analyzing and reporting data on the status of workforce diversity at UM and the position provides direction and guidance to recruitment managers and hiring authorities about appropriate diversity-related practices to follow. The coordinator actively collaborates with campus groups and the outlying community to ensure the effective implementation of best practices. In addition, the university has recently revised its Discrimination, Harassment, Sexual Misconduct, Stalking, and Retaliation policy. UM has revised the policy because the university is committed to providing an environment that emphasizes the dignity and worth of every member of its community and that is free from harassment and discrimination on the base of protected class status. The DAC is currently preparing to follow-up with student focus groups this year. In addition, questions that provide metrics for diversity will be embedded into current institutional instruments and processes in order to have an ongoing method for assessing the progress of the university’s diversity initiatives. For example, as applicants apply to the university or as employees complete required tutorials, they will be asked to complete questions that can provide UM with valuable information related to diversity.