Key Strategies:

1.A.1
Establish or enhance systems for generating feedback from students, faculty and staff about the status of campus climate; utilize survey information in formulating future strategies. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Directors, Director of Institutional Analysis and other designees)

1.A.2
Identify practices or policies that may have negative impacts or create barriers for particular populations; develop coordinated strategies for addressing any issues identified. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Directors and other designees)

1.A.3
Enhance participation in the campus's Campaign for Building Community, training programs, and other strategies such as diversity forums, information exchange, arts programs and community partnerships that enhance the campus climate for all students. Progress report: December 1999. (Strategy Leaders: Vice Chancellor for Student Affairs and other designees)

1.A.4
Engage all students, faculty and staff in building a positive and supportive academic community. Progress report: May 2000. (Strategy Leaders: Chancellor, Vice Chancellors, Deans, Department Chairs and other designees)

1.A.5
Develop and implement policies and procedures that address general harassment and discrimination issues, including strategies for responding to bias-motivated acts. Progress report: May 2000. (Strategy Leaders: Chancellor, Chancellor's Executive Committee, Bias-Motivated Incidents Response Group and other designees)

1.A.6
Continue to enhance core services for students with disabilities, including assistive technology, interpreting services and learning needs assistance. Progress report: May 2000. (Strategy Leaders: Chancellor, Vice Chancellors, Director of Disability Services and other designees)

1.A.7
Increase awareness by faculty and staff regarding the needs of students with disabilities; set specific responsibilities and expectations for the enhancement of campus services and programs, including classroom experiences. Progress report: May 2000. (Strategy Leaders: Director of Disability Services, Vice Chancellors and other designees)

1.A.8
Broaden the concept of diversity to include services for nontraditional students and immediate families of students in order to develop a more inclusive climate on campus. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Director of Housing and other designees)

1.A.9
Review and broaden the orientation for new faculty, staff and students to include cultural norms, climate, services, resources and other diversity-oriented topics. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Director of Human Resources and other designees)

1.A.10
Review and enhance diversity training programs designed for faculty and staff; increase participation in training programs as educational tools for improving campus climate. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Department Chairs, Director of Human Resources and other designees)

1.A.11
Enhance residence hall diversity programs to increase participation by students. Progress report: May 2000. (Strategy Leaders: Director of Housing and other designees)

1.A.12
Improve services provided by campus centers to help meet the special needs of students from underrepresented groups. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Student Affairs, Center Directors and other designees)

1.A.13
Promote broader participation in Community Speak-Outs and other open forums for students and the campus community to discuss diversity issues. Progress report: December 1999. (Strategy Leaders: Vice Chancellor for Student Affairs and other designees)

Key Strategies:

1.B.1
Expand student participation in programs that provide strong academic support and sense of community (e.g. PreCollegiate Development, Student Academic Services Center, Academic Access Institute, Minority Arts and Sciences Program [MASP], Multicultural Business Students Association, Success in Engineering through Excellence and Diversity [SEED], Women in Engineering, and Upward Bound). Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Department Chairs, Directors and other designees)

1.B.2
Increase support for improved teaching about diversity and for teaching an increasingly diverse student body through such programs as the Faculty Teaching Excellence Program (FTEP). Progress report: May 2000. (Strategy Leaders: Associate Vice Chancellor for Faculty Affairs, Department Chairs, Director of FTEP and other designees)

1.B.3
Increase opportunities for gaining knowledge and understanding of the unique history and perspectives of underrepresented groups, including curricular enhancements and extracurricular programming, to improve the overall education experience. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Department Chairs and other designees)

1.B.4
Encourage broader participation in diversity-related academic courses at CU-Boulder to help improve multicultural understanding. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Deans, Department Chairs and other designees)

1.B.5
Promote and increase opportunities for Study Abroad experiences by students, including economically disadvantaged students and members of underrepresented groups. Progress report: May 2000. (Strategy Leaders: Director of Study Abroad, Director of Financial Aid and other designees)

1.B.6
Encourage governance organizations for faculty, staff and undergraduate and graduate students to develop specific strategies for supporting diversity initiatives. Progress report: December 1999. (Strategy Leaders: Chancellor's Executive Committee and other designees)

Contributing Goals:

Goal 2.A.1
New Students -- Demonstrate continuing improvement in the number of Colorado students of color who enter CU-Boulder as freshmen or transfers, while increasing the graduation rate as in Goal 2.A.3. (The total for the 1998 baseline reporting year was 596.)

Goal 2.A.2
Retention Rates — Continue to enhance the first-year retention rate for resident freshmen of color. (The rate for the 1998 baseline reporting year was 79%.)

Goal 2.A.3
Graduation Rates -- Demonstrate continuing improvement in the graduation rates of resident freshmen of color, while increasing the number of new students as in Goal 2.A.1. (The rate for the 1998 baseline reporting year was 46%.)

Key Strategies:

2.A.1
By racial/ethnic group, analyze numerical and percentage trends in degrees awarded, graduation and retention rates, applications, admission and yield rates, and number of new students. Revise specific strategies as needed to reach campus goals. Progress report: December 1999. (Strategy Leaders: Vice Chancellor for Academic Affairs, Vice Chancellor for Students Affairs, Deans, Director of Institutional Analysis and other designees)

2.A.2
Engage student body to assist with recruitment of students of color and to contribute to retention through community and academic support. Progress report: December 1999. (Strategy Leaders: Vice Chancellor for Student Affairs, UCSU leadership and other designees)

2.A.3
Develop and/or enhance highly focused recruitment strategies aimed at Colorado high-school students of color, including such initiatives as:

* Expanding participation in and services offered by the CU PreCollegiate Program

* Expanding use of the campus' Denver Office of Admissions to serve students in Denver metro area

* Building productive partnerships with key Colorado high schools that have high concentrations of students of color

* Coordinating outreach programs targeting communities of color

* Expanding participation in summer programs on campus, targeting students from economically disadvantaged backgrounds

* Increasing participation in the Admissions Office’s program for linking CU-Boulder minority students as mentors to minority students in the Denver Public Schools

Progress Report: May 2000 (Strategy Leaders: Vice Chancellor for Academic Affairs, Deans, Executive Director of Enrollment Management, Director of Admissions and other designees)

2.A.4
Build partnerships with community colleges aimed at attracting transfer students of color to CU-Boulder, as well as easing the transition between colleges. Progress Report: May 2000 (Strategy Leaders: Vice Chancellor for Academic Affairs, Executive Director of Enrollment Management, Director of Admissions, Deans and other designees)

2.A.5
Increase financial aid to make a CU-Boulder education more attainable for more students; improve understanding among minority communities about availability of financial aid programs and the need for early financial planning. Streamline financial aid procedures for all students. Progress Report: May 2000 (Strategy Leaders: Vice Chancellor for Academic Affairs, Executive Director of Enrollment Management, Director of Financial Aid, Chancellor’s Executive Committee and other designees)

2.A.6
Expand participation in and enhance success rates of the SEED and Women in Engineering programs in engineering, the Undergraduate Research Opportunities Program (UROP), the MASP program in Arts and Sciences, and the Multicultural Business Students Association. Examine potential for replicating these successful programs in other areas of the campus. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Deans, Associate Vice Chancellor for Diversity and Equity, Program Directors, and other designees)

2.A.7
Expand academic support services provided by the Academic Access Institute to extend services beyond the freshman year. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Vice Chancellor for Student Affairs, Associate Vice Chancellor for Diversity and Equity and other designees)

2.A.8
Establish and coordinate K-12 outreach efforts from throughout the campus, with special focus on earlier levels of education, to enhance partnerships with the schools. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Deans, Department Chairs, Associate Vice Chancellor for Diversity and Equity, Executive Director of Institutional Relations and other designees)

2.A.9
Increase small-class experiences for all students, including members of underrepresented groups, to help build a sense of community and to enhance learning. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Deans, Department Chairs and other designees)

2.A.10
Establish specific strategies by each school and college for increasing the number of degrees earned by Colorado students of color; monitor and report progress annually. Progress report: December 1999. (Strategy Leaders: Vice Chancellor for Academic Affairs, Deans, Department Chairs, Associate Vice Chancellor for Diversity and Equity and other designees)

2.A.11
Extend current networks of staff, faculty and administrators who can support and advise students of color toward achievement of academic success. Progress report: December 1999. (Strategy Leaders: Vice Chancellor for Academic Affairs, Vice Chancellor for Student Affairs, Department Chairs, Associate Vice Chancellor for Diversity and Equity and other designees)

2.A.12
Establish or enhance a set of core services by each school/college and division aimed at increasing success rates of students from underrepresented groups. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Department Chairs, Program Directors and other designees)

2.A.13
Extend and enhance "Parents as Partners" programs for parents of students of color to establish closer ties among parents, students and the University; involve alumni of color in outreach efforts. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Vice Chancellor for Student Affairs and other designees)

2.A.14
Enhance outreach efforts by Norlin Scholars Program to attract more students of color to CU-Boulder. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Director of Norlin Scholars and other designees)

Contributing Goal:

Goal 2.B.1
New Graduate Students -- Demonstrate continuing improvement in the number of new graduate-level (including master’s, law and doctoral) students of color. (The total for the 1998 baseline reporting year was 174.)

Key Strategies:

2.B.1
By racial/ethnic group, analyze trends in the numbers and percentages of graduate degrees awarded, applications, admission and yield rates, and number of new graduate students. Implement specific strategies as needed to reach campus goals. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Graduate Dean, other Deans, Director of Institutional Analysis and other designees)

2.B.2
Enhance recruitment strategies aimed at prospective graduate students of color, including establishing positive relationships with other Colorado institutions, utilizing alumni groups in recruitment, and enhancing faculty contact with prospective graduate students of color. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Graduate Dean, other Deans, Department Chairs and other designees)

2.B.3
Seek enhanced funding for graduate student fellowships. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Graduate Dean and other designees)

2.B.4
Expand participation in diversity programs, such as the campus's SMART (Summer Multicultural Access to Research Training) and McNair programs, to encourage students of color and women to consider graduate study, emphasizing opportunities at CU-Boulder. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Graduate Dean, Associate Vice Chancellor for Diversity and Equity and other designees)

2.B.5
Establish effective mentoring programs for advising and supporting graduate students of color, aimed at increasing success rates. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Vice Chancellor for Student Affairs, Deans, Department Chairs, Directors and other designees)

2.B.6
Develop partnerships with United Government of Graduate Students (UGGS) for enhancing recruitment and retention of graduate students. Progress report: May 2000. (Strategy Leaders: Graduate Dean, UGGS Leadership and other designees)

2.B.7
Enhance career placement services for all graduate students, including those from underrepresented groups, to help improve recruitment and retention. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Graduate Dean and other designees)

Key Strategies:

3.A.1
Establish strategies and implementation plans by schools and colleges for increasing the number of tenured and tenure-track faculty of color; monitor and report progress annually. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Deans, Department Chairs and other designees)

3.A.2
Engage faculty of color in successful recruitment and professional development efforts to aid in attracting and retaining diverse faculty. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Associate Vice Chancellor for Diversity and Equity and other designees)

3.A.3
Enhance support for the Special Opportunities Program in the Division of Academic Affairs to help broaden faculty diversity. Progress report: May 2000. (Strategy Leaders: Chancellor, Vice Chancellor for Academic Affairs, Deans, Chairs and other designees)

3.A.4
Integrate diversity expectations into the Program Review Process for primary units. Progress report: May 2000. (Strategy Leaders: Chancellor, Vice Chancellors and other designees)

3.A.5
Encourage enhanced professional development opportunities for all faculty, including faculty of color. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Associate Vice Chancellors, Deans, Department Chairs and other designees)

3.A.6
Improve communication and understanding about recent changes in tenure procedures that offer broader criteria in research, teaching and service to enhance opportunities for all faculty. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Associate Vice Chancellors, Deans, Department Chairs and other designees)

3.A.7
Enhance mentoring programs for tenure-track faculty. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Deans, Department Chairs and other designees)

3.A.8
Continue and enhance first-, third-, and sixth-year preparation workshops on tenure processes and expectations. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Deans, Department Chairs and other designees)

3.A.9
Continue to develop an exit interview process to identify opportunities for improvement in retention of faculty of color, in addition to identifying other issues. Progress report: May 2000. (Strategy Leaders: Associate Vice Chancellor for Faculty Affairs and other designees)

3.A.10
Collect data on faculty of color from public Research I institutions (CU-Boulder's peer group) for use in establishing benchmarks. Progress report: May 2000. (Strategy Leaders: Director of Institutional Analysis and other designees)

3.A.11
Increase IMPART research grant funding to expand research opportunities for diverse faculty. Progress report: May 2000. (Strategy Leaders: Associate Vice Chancellor for Faculty Affairs and other designees)

3.A.12
Explore potential for new "grow-your-own" programs aimed at attracting prospective faculty of color to the Boulder campus. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Department Chairs, Directors and other designees)

Key Strategies:

3.B.1
Establish strategies and implementation plans at the departmental and school/college levels for increasing the number of women faculty; monitor by faculty level. Progress report: May 2000. (Strategy Leaders: Deans, Department Chairs and other designees)

3.B.2
Engage women faculty in successful recruitment and professional development efforts to aid in attracting and retaining diverse faculty. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Associate Vice Chancellor for Diversity and Equity and other designees)

3.B.3
Enhance support for the Special Opportunities Program in the Division of Academic Affairs to help broaden faculty diversity. Progress report: May 2000. (Strategy Leaders: Chancellor, Vice Chancellor for Academic Affairs, Deans, Chairs and other designees)

3.B.4
Review starting salaries for new faculty to identify any gaps related to gender; develop strategies for addressing any gender-related variances. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Associate Vice Chancellors, Deans, Department Chairs and other designees)

3.B.5
Develop exit interview process to identify opportunities for improved retention of women faculty, in addition to identifying other issues. Progress report: May 2000. (Strategy Leaders: Deans, Department Chairs and other designees)

3.B.6
Collect data on women faculty from public Research I institutions (CU-Boulder's peer group) for use in establishing benchmarks. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Academic Affairs, Director of Institutional Analysis, Deans, Department Chairs and other designees)

3.B.7
Explore potential for new "grow-your-own" programs aimed at attracting prospective women faculty to the Boulder campus. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Department Chairs, Directors and other designees)

Key Strategies:

3.C.1
Develop specific strategies by schools, colleges and divisions for increasing administrative staff diversity; monitor progress according to employee group. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Department Chairs, Directors and other designees)

3.C.2
Engage administrators of color and women administrators in successful recruitment and professional development efforts to aid in attracting and retaining diverse administrative leaders. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Associate Vice Chancellor for Diversity and Equity, Deans, Department Chairs, Directors and other designees)

3.C.3
Examine recruiting practices for officers and professional exempt staff to determine opportunities for enhancing diversity. Progress report: May 2000. (Strategy Leaders: Director of Human Resources and other designees)

3.C.4
Increase professional development opportunities and succession strategies for all staff; provide release time for staff to participate in campus classes, committee work and campus events. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Department Chairs, Directors and other designees)

3.C.5
Review the hiring methods for administrators and professional exempt staff for relevance and equity. Progress report: May 2000. (Strategy Leaders: Director of Human Resources and other designees)

3.C.6
Collect comparison data from the Equal Employment Opportunity annual utilization analysis and other external sources for use in establishing benchmarks. Progress report: May 2000. (Strategy Leaders: Associate Vice Chancellor for Diversity and Equity and other designees)

3.C.7
Develop exit interview process to identify opportunities for improved retention of administrators of color, in addition to identifying other issues. Progress report: May 2000. (Strategy Leaders: Director of Human Resources and other designees)

Key Strategies:

3.D.1
Implement high-priority recommendations by the Staff Recruitment Outreach Task Force to attract potential employees from underrepresented communities. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Director of Human Resources and other designees)

3.D.2
Engage staff members of color in successful recruitment and professional development activities to aid in attracting and retaining a diverse staff. Progress report: May 2000. (Strategy Leaders: Director of Human Resources, Associate Vice Chancellor for Diversity and Equity and other designees)

3.D.3
Establish specific strategies by schools, colleges and divisions for increasing staff diversity; monitor and report progress according to employee group and paygrade level. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Department Chairs, Directors and other designees)

3.D.4
Examine state employment processes to determine opportunities for enhancing diversity; recommend needed changes. Progress report: May 2000. (Strategy Leaders: Vice Chancellor for Administration, Director of Human Resources and other designees)

3.D.5
Enhance staff development opportunities and succession strategies to improve upward mobility across the campus; provide release time for staff to participate in campus classes, committee work and campus events. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Director of Human Resources, Directors and other designees)

3.D.6
Extend staff recruitment efforts by building community partnerships and enhancing communication with nontraditional networks. Progress report: May 2000. (Strategy Leaders: Vice Chancellors, Deans, Director of Human Resources, Directors and other designees)

3.D.7
Review classified staff testing practices for relevance and equity; develop appropriate recommendations for change. Progress report: May 2000. (Strategy Leaders: Director of Human Resources and other designees)

3.D.8
Develop exit interview process to identify opportunities for improved retention of staff of color, in addition to identifying other issues. Progress report: May 2000. (Strategy Leaders: Director of Human Resources and other designees)

3.D.9
Collect comparison data from the Equal Employment Opportunity annual utilization analysis and other external sources for use in establishing benchmarks. Progress report: May 2000. (Strategy Leaders: Associate Vice Chancellor for Diversity and Equity and other designees)

3.D.10
Evaluate retention of staff of color by department; establish strategies and implementation plans at both the department and division levels to improve retention where problems are identified. Progress report: May 2000 (Strategy Leaders: Vice Chancellors, Director of Human Resources, Deans, Department Chairs and other designees)

3.D.11
Coordinate efforts to improve the Work Study experience for students; encourage mentoring of Work Study employees. Progress report: May 2000. (Strategy Leaders: Director of Financial Aid, Director of Human Resources and other designees)