SC 1/17/07 Minutes
Approved 2/21/07
Staff Council (SC) Minutes: January 17,
2007
Wynne Courtroom of Inlow Hall
(“IH 100”) / 3:00 - 5:00 pm
Agenda
Item I: Call to Order: Susan J. Martin (SC President, 8.6128,
sujmarti@indiana.edu).
Martin called the meeting to order at 3:00pm.
Agenda
Item II: Adoption of the Order of Business for the Day.
The order of business was adopted as the order of business for the day.
Agenda
Item III: [UPDATE] Campus Vision,
Vice Chancellor Whitney presented the proposed revised diversity mission and vision for IUPUI and asked that
the SC and all staff offer feedback by visiting the website at http://www.iupui.edu/diversity/vision.html. Whitney noted that SC members Avis Frieson
and Amy Jones Richardson had been
The SC then engaged in an
in-depth conversation about diversity issues on campus with several SC members
asserting that the issues of racism on campus and diversity are related but
individually important issues. One SC member
suggested that the definition of diversity varies greatly across different
units and responsibility centers on campus.
Another urged the SC and administration be mindful of the challenges
many women—and, in some areas, especially women of color—face when trying to
advance professionally at the university.
Furthermore, the SC’s general consensus appeared to be that many staff
at IUPUI need to be more mindful of the words and tone they choose when serving
all students and that diversity awareness training may help address student
concerns about service.
Vice Chancellor Whitney’s
presentation was coupled with Assistant Vice Chancellor Ellen Poffenberger’s
conversation with the Council about four questions posed by the committee
developing the new position of Chief Diversity Officer:
1.
What works? In
other words, where have diversity programming efforts
succeeded?
2.
When you think
about the concept of diversity what does it mean to your
group?
3.
How can
diversity enhance the success of IUPUI?
4.
What do you
envision as a new structure for IUPUI and what should the
diversity officer do?
The SC members offered
their thoughts on the questions and, following the meeting, distributed the
questions to their constituents. The
following the report yielded by the conversation at the meeting and the e-mail solicitation. These comments—printed as submitted—were
submitted to the committee [developing the new position] the week following the
meeting.
GENERAL FEEDBACK ON DIVERSITY & THE CHIEF DIVERSITY OFFICER
·
(From a Staff Council member) “I was reluctant to talk about my
observations in the meeting yesterday because I was clearly in the minority (I
think there were three - four men in the room for our meeting.) The
description of ‘white Christian men’ was mentioned several times in what I
would classify as a negative tone. I wanted to stand up for the ‘white
Christian men’ but I thought that if I did so I would get some unwelcome looks
and possibly even a reaction stating, ‘Sit down and be quite. You have
had your time, now it's our time.’
I
agree that diversity is good and does add to the educational experience.
I am concerned, however, that I am being asked to give something up to achieve
this goal. I tried not to show it, but I was frustrated and a little
angry in yesterday's meeting. I have always tried to treat people fairly
and I agree that racism has no place on our campus. I am planning on
talking to The Diversity representative that spoke to us yesterday about my
concerns to see what the future will hold. I agree with the lady sitting near
me who mentioned that it was difficult to advance here at IUPUI. I am
currently a TE and would like to become a PAE. This has been difficult
not because of my race or qualifications, but because of the restrictions
placed on our department by HR. Hopefully in the future I will be able to
move into a PAE position, but I have never thought that I was denied this
because of my race.
This
is just one example of the issues that I did not agree with yesterday. I
do feel that we are a diverse campus. Look at the groups of people that
walk between classes from the Science building to Cavanaugh hall. Those
groups represent the entire spectrum of people in our community. I hope
you can understand that by bringing up these issues in the meeting an argument
would have occurred and would have gotten us off of the issues at hand.”
·
Some
of my concerns are:
1. Where is the funding come to support such an
officer, his work area, and his staff?
2.
Will decisions be made for just the IUPUI campus or does everything have to be
OK with
3.
Who feels it is really needed? And why do they feel that way? Is it just
primarily one group or race or is it just the most verbal?
4.
Could not those funds be better applied for scholarships, etc to attract and
assist those "diverse" people.
5.
I think a more specific definition of "diverse" is needed. Each
individual is "diverse" either by his work style, his race, his
religion, his gender, his age. What more is needed?
·
My
experience with a diversity officer is from
I must say that, having worked 12 years at Emory, where
there was an excellent diversity VP, when I learned this past fall that IUPUI
had NO diversity officer, I was shocked. I am glad that this campus now
is addressing this matter.
·
Years
ago I had a situation where threats were made to me about my future employment
with the University by a peer manager if he received a promotion to become
Director of my work area. I was referred to the department of Affirmative
Action and explained in detail the situation. This person had no grounds
for his threats, because I’ve always received high marks and reviews for my
work with the University. I felt pretty strongly his threats stemmed from
the fact that he is a male and I’m a female. The person at Affirmative
Action documented the situation, but didn’t know what else to do to help.
The person never received the promotion, so the issue was dropped.
It was a very stressful situation to me that I’ll never
forget. This was about 10 years ago and to some extent it is still going
on as both of us still work in the same department.
I would not expect the Chief Diversity Officer to be a
miracle worker for the University, but I would hope this person could put in
place a better system for handling such problems. When bullies are
allowed to wage threats against other employees of the University with little
or no response from the University, it basically sends a strong message that
this type of aggressive behavior is not only tolerated, but condoned by
IUPUI. That’s very sad. IUPUI should never tolerate or condone such
an insidious problem that affects the morale and productivity of many people,
not just the victims.
Diversity affects the University in so many positive ways;
it is very difficult to enumerate them all. Probably the most important
is that we’re all endowed with unique gifts and talents along with unique
perceptions of the world, and our work. What a boring place IUPUI would
be if we all thought, created, designed, and solved problems in exactly the
same way, because we all looked (and sounded) exactly alike inside and
out. Our pool of new ideas toward enhancing the University toward a
better tomorrow of welcoming and teaching all students who want to learn would
be very, very shallow. With only one perception, mind and skill-set
working and the rest of the University faculty and staff just nodding in agreement,
IUPUI has little chance of success in its mission. Diversity is extremely
important; when it is practiced and valued, the institution is benefited by a
wealth and richness of ideas and talents toward reaching new aspirations and
facing new challenges.
I would very much like to see a safe place for employees and
students to turn when they are faced with very difficult situations of unfair
treatment/abuse in the University. I would think one of the top
priorities of this office would be to develop a safe place and process for
counseling all parties toward resolution. Part of this program would
include advertising and training for all employees/students encouraging them to
speak up for change when faced with such situations. It would include a
stronger message that the University does and will care and will respond to
every situation with support toward problem resolution. A strong message
would then be sent throughout the University that IUPUI does not, and will not
tolerate the unfair treatment of any employee or student. It is too
costly to the future of IUPUI.
·
The
concept of diversity implies an acceptance and inclusion of all cultural people
within a certain group or organization. And more importantly a respect of the
thoughts, opinions and suggestions that each of these cultures has to offer.
You cannot just have someone present and accounted for and not encouraged to
participate.
IUPUI can put forth and support the notion that Indianapolis itself, with it's
rich athletic and cultural history, is leading the way to create a diverse
campus lifestyle quite different from the typical image the state of Indiana
has come to be associated with; one of being closed-minded, and prejudiced, if
not out and out racist in its nature. To promote this concept of diversity is
the campus of an urban commuter university environment, would say a lot about
the university in general and it's capability of leading the city into becoming
a 21st century metropolis.
The concept of diversity must not be extended or limited to the student
population but must cover the staff both academic and service. Those faces seen
by the student body must showcase the diversity the university is trying to
promote. Keeping this in mind and making a true effort to achieve this goal will
force the university to put their money where their mouth is so to speak.
Lastly the role of the Diversity Officer would be to ensure these goals come
about and whenever possible, that they are pushing for those agendas that
promote and support diversity at IUPUI, in it's role as an educational catalyst
for the development of those employees of tomorrow.
One last suggestion would be to form a "grand council" where reps
from all the different orgs on campus can come together to sponsor educational
informative activities, discussions, and presentations focused exclusively
around the issue of diversity.
·
The new Diversity person should have the power and the
budget to collect any needed data about faculty and staff employment (salary,
performance, tenure – where applicable, all aspects of workload, funding,
etc.), climate issues (experiencing Microinequities, marginalization,
isolation, lack of mentoring/coaching/networking, pay that’s below par),
reasons for leaving, curriculum, professional development, transparency of
financial information, access to/communication about resources/general
information/internal policies/”the way we do things,” etc. so that he/she can
make good decisions based on good data.
This person’s office should be a place to go when things may
not be at the illegal stage (out and out discrimination, etc.) but are
nonetheless of concern, affecting productivity, affecting ability of students
to find appropriate role models and may cause the person to leave and should be
expected to examine for patterns across campus and in individual departments.
This official will also need to have the authority to define
what needs to be done and the power to effectively make it happen, even if that
requires additional funding; mandating training for deans and managers; setting
standards for supervisor/manager performance, mandating performance appraisals
for all, etc.
·
From: Cha250147@aol.com [mailto:Cha250147@aol.com]
Sent: Sun 1/21/2007 2:46 AM
To: Johnson, Gwendolyn L.; Martin, Molly G
Cc: dtollive@depaul.edu
Subject: Re: Need Feedback on Chief Diversity Officer Position
Description
Hello Dr. Johnson:
A special thank you for your diligence and
excellence in keeping the minority student community informed of current issues
and academic opportunities. I will complete requirements for
graduate degree in Adult Education in May 2007.
Reference input being sought for Diversity
Officer position, as a graduate student-member of the Planning
Committee for the Midwest Research to Practice Conference, which convened
at IUPUI in 2004. I had the good pleasure of securing Dr. Derise
Tolliver.
Recognized with several credentials and
distinctions, Dr. Tolliver is a functional expert on Diversity.
Therefore, I strongly recommend her consultancy to the Personnel
Committee as part of their diligence in developing the Diversity Officer
position. Dr. Tolliver is a professional, qualified, and
objective source to consult with on the paramount duties of an effective
Diversity Officer.
I have included notes on Dr. Tolliver's
diversity presentation under title I championed, "The Importance of
Diversity in the Education Process." Dr. Tolliver's presentation was
well attended, with most attending representing the majority persuasion, which
included several faculty at IUPUI.
Also incorporated is Dr. Tolliver's contact
information should this contact be acted upon. I would also suggest the
Personnel Committee obtain process necessary to obtain copies
of Shell Oil Company and Coca~Cola Diversity Officer position
descriptions. Both of these Fortune companies have highly regarded model
duties and clearly actionable language in their accountable and
active pursuit of diversity cultures.
If I may provide you additional information,
please let me know.
Most sincerely,
Bryan Chapman
678-852-5350
Derise E. Tolliver, Ph.D.
School for New Learning,
(312) 362-8199
Dr. Tolliver presented on” The Importance of
Diversity in the Education Process.” Dr. Tolliver drove key points,
which included: 1) benefits that both students and the institution
receive when active diversity or inclusion is practiced in the education
process, 2) detriments to students and the institution that result when
diversity is not practiced in education, 3) approaches to identify diversity
barriers in the education process, 4) action steps to launch and sustain an effective
diversity program in education.
Dr. Tolliver used African principles for
co-existence or “inclusion” to frame her case for diversity or
“inclusiveness.” The African principle of libation was introduced and
related to the context of responsibility by those, to those who share
the same “space” at any given time. According to Tolliver, shared space
may be in any context (work, school, family, business, recreation). She
effectively colored this point by explaining that we “open the space and fill
the space.” This is to say that space speaks to the moral obligation that we
have to respect and honor each other’s backgrounds, differences, opinions, and
needs where we work, play and learn and live together.
The context of libation allowed Dr. Tolliver to
dovetail her presentation with several definitions of diversity. The
definitions she provided categorically demonstrated applicability to
essentially all organizations, regarding mutual responsibility that individuals
have to each other. Among those definitions provided were,
“…inclusiveness, wherein all members have equal opportunity to develop full
human potential in an environment in which respect, mutual regard for
differences, full participation and partnership are the norm.”
I found most comprehensive and fitting the
following diversity definition offered by Tolliver: “Diversity exists to
nurture, enhance and expand it (graduate education), fostering an equitable,
hospitable and inclusive educational environment where people of all backgrounds,
ages and life experiences can achieve their personal best through higher
learning teaching and research.” Concluding her sub-colloquium on
diversity definitions, Dr. Tolliver reminded that the objective of diversity
not only seeks “the presence of all,” but seeks the “inclusion of all.”
Other key points Tolliver covered is the use of
the term “minority,” and how it connotes inferiority, or less than. A
better term for use is under-representation. Particularly, when dealing
with the issue, the latter term represents a more constructive tone, and better
suited for address of issues relating to those who are under represented.
Concluding this point, those who are underrepresented are those who represent
“group deficits.” Group deficits cover those students or individuals from
“marginalized” or less represented backgrounds or beginnings.
In addressing the issue of diversity and how it
may be championed in the education process, Dr. Tolliver reported that learning
institutions must not only look at minority students, but also focus on the
systems that support minorities, as well as those systems, processes or
approaches, which are institutionally unfriendly to the success of minority
students. She reminded that diversity should not only be seen in the
sense of helping students survive, but also helping them to thrive. This
entails expecting them to succeed by employing deliberate initiatives and
resources that will help underrepresented groups to flourish, thus taking
direct responsibility for assisting their success.
Suggestions offered to address diversity ranged
from acknowledging historical legacies of inequities, oppression, and
discrimination; make sure guiding documents speak to an active diversity
program with input from minority students; benchmarks and milestones for
measuring progress; diversity training , to diversifying administration ranks;
and integrating initiatives across university units. Benefits of
diversity in the education process include positive school relations, global
student satisfaction, hiring employer appeal, and ability to globally attract
students and faculty globally.
QUESTION 1:
·
I
agree that the campus is already diverse.
·
The
training has been a positive as far as educating staff/employees.
·
Kelley’s
Minority in Business club sponsored job fairs are tremendously popular with
employers as well as students. We conduct international student and employer
workshops where we help to explain work authorization requirements. A recent
networking event with Network of Women in Business was very well attended. Our
presentations of MBTI to freshman communications classes address diversity in
perspective among people.
·
Although (primarily because of my short time as an
IUPUI employee), I can’t speak to where diversity programming efforts have
succeeded here, I can reference business experiences where diverse
environments, which included persons from multiple racial, ethnic, and
international citizenry, have collectively and successfully accomplished a task
or mission. In that scenario, people often found a
commonality in terms of their wants, needs and goals which transcended the
differences they may have on the (visual) surface. And when the efforts were
made to converse with, and listen to each other, the lesson often learned was
that the core of people was very similar. So what does that mean? I think it
means that the best methods of diversity is to provide an experience which
teaches people about each other (cultural/racial history etc.) and brings them
to together for the purpose of accomplishing an objective.
·
I
was part of a Diversity Learning Community that was wonderful. We were
diverse in a number of ways. It was one of the most successful
communities of which I have been a part.
·
Offices
to address concerns (generally reactive)
Identified personnel to create avenues for discussion
Qualified staff and faculty to educate about diversity
·
Within
our program (Center for Young Children), we are diverse with the children, and
somewhat with our staff. However we could use more men! Early
childhood is a profession dominated by females, and the few men that we have
don’t stay long because of the low wages.
·
I
personally see very little diversity programming at IUPUI outside of our
department (Phys Ed). While the campus appears to address the issues, it
isn't "apparent" to me personally.
·
Well
I can tell you that the diversity training we (Student Services/Registrar/etc.)
had in December did not work. In fact, I believe it drove a wedge even further
between people.
·
When
I look around the campus I see a diverse campus. When I look around my
classroom in Engineering and Technology I see some diversity. When I look
at my teachers I see a need for improvement of more recruiting of women and
minorities for instructors.
·
I
am not aware of too many diversity programs other places. I know that IUPUI is putting together a
program that will allow all of us to be more aware of our surroundings and
diversity on campus
·
I attended IUPUI as an
undergraduate student and within our school (
·
We
(Social Work) have a variety of courses addressing diversity. Some
schools include diversity in their admission decisions and work to recruit
diverse faculty.
QUESTION 2:
·
What
has happened is that some people have had a bad experience or they perceive
they had a bad experience.
·
Diversity
first of all means being educated with all groups of people, no matter race,
gender, sexual orientation or religious affiliation. The more we learn
about people different from us, the more we understand, which allows us to view
things from different perspectives. We work together with one concept in
mind and that is to accomplish our goals. Diversity also means we are
open to new ideals, we are interchangeable and adaptable to different working
environments.
·
Because
of the diverse nature of our clientele, we operate with an approach that makes
opportunities for everyone. Our employers are seeking diversity in employees.
·
In
my current work group diversity is limited to male/female and black/white---age
varies within each group. However, given the nature of their work,
departmental personnel may interface with others who are different from
themselves. Typically, those differences are cultural or racial, which I
believe some departmental personnel are not comfortable dealing with.
·
Why?
Primarily because of their lack of understanding is often based on limited
experiences of interaction with (diverse) others, preconceptions, negative
experiences (which they personally may have experienced, or the experiences of
others whom they know or heard about and who are of their same race/ethnic etc.,
group).
·
To
me, it means having a range of employees of diverse racial, ethnic, and
religious backgrounds, and both men and women.
·
It
means treating all persons with respect and fairness regardless of race, sex,
sexual orientation, religion, ethnic background, illness, appearance,
intelligence, mode of dress, hairstyle, height, weight, etc. Respect and
fairness apply to access to information, quality of assignments, recognition,
right to have questions/concerns addressed, inclusion in events, etc.
·
To
our group diversity means including women in places where women in science have
met glass ceilings. Of special concern is the paucity of tenured and
fully promoted women in the
·
It
means “differences.” It simply means the ability of the university to
effectively respond to the various differences of students, staff, and faculty
that fosters acceptance and growth.
·
Diversity to me means an attention to and awareness of different
groups of people and their needs. It means creating an atmosphere where
people feel comfortable discussing their differences and are encouraged to be
curious about others. Diversity to my group means not just religious,
ethnic, and racial diversity but also diversity among people of different ages,
classes, sexual orientations and abilities. I had a student in a wheelchair
in my class last semester and was amazed to discover from her how inaccessible
our campus is for people who have varying degrees of physical ability.
·
It
includes economic diversity as well as age, gender, race, etc.
·
Diversity
for our department is about enhancing the opportunities for all groups of
people to move and remain healthy. Ability, gender, ethnicity shouldn't
matter.
·
Group
as in race? Department I work at? To me, diversity means having a group of
people around you that comes from different backgrounds. To me, IUPUI has
definitely succeeded in being diverse. Having people respect and understand
those people is a different story. I have seen a lot of reverse discrimination
in the workplace- which, to me, is just as bad as discrimination. I think the
goal of diversity should be focusing on making everyone feel equal- not one
group above any other group.
·
I
actually built a house in the
·
My
initial thought on diversity is that it is a term used to describe a
population. Saying that a there is a
diverse population means that there are multiple ethnic, gender, age,
religious, and sexual orientations that exist.
However, I think that it needs to mean more than that. I would like our department to be aware of
all of these differences, embrace them, and be willing to talk about them
without offending anyone. The problem is
that we don’t talk about our differences.
As instructors, I think that talking about them in an open forum with
our students will make them feel more comfortable and welcome.
·
Diversity to me is
celebrating and appreciating our differences most external and internal,
cultural and environmental. It is more than gender and race and ethnicity, but
is as deep as diversity of thought and the cultural differences that guide our
everyday behavior.
·
Diversity
includes all traditionally oppressed populations regardless of race/ethnicity,
sex, sexual orientation, ability, class, age, etc.
QUESTION 3:
·
Any
person who feels such would benefit from having a resource to whom to report
such bad experiences and have the power to investigate and negotiate or require
a resolution.
·
Diversity can deliver fantastic results if we
work as one big team with goals in mind incorporated with the proper guidance
and leadership. Diversity can create a positive working environment for
everyone involved. A positive working environment usually means happy
people and happy people generate success together.
·
In a global economy, it is essential that IUPUI,
an urban university, be receptive and accommodating to everyone, regardless of
race, gender, religion, nationality, or physical or mental capacity. The
diverse nature of the campus can further enhance the vitality of the city,
providing a variety of approaches to economic and social problems. People who
attend IUPUI also work and live in Indy.
·
As we all know, the world is getting smaller and
smaller. Business, governments, politics and many other aspects of life go
beyond geographic borders, cultural, religions and races. As an institution of
higher learning, research and as a business,
IUPUI must posture itself to be recognized as world class. I believe it can
best be accomplished when IUPUI is also recognized as a place that is a
microcosm of this country and the world. A place where learning and sharing is
not only encouraged, but is the mission. I honestly believe if IUPUI can
accomplish those things, it will be a magnet for motivated students, excellent
faculty and staff.
·
Our
students need to learn that the world is full of people with very different
backgrounds and experiences than their own and to accept and even value these
differences.
·
It
will help us provide real-life learning experiences to students and recruit and
retain faculty, staff and students. It exposes all us to the richness of
a multitude of perspectives and makes it possible for us to learn about other
human beings.
·
A
truly diverse IUPUI will bring the most positive learning environment
possible. What we found in our Diversity Learning Community was that we
learned from each other just by being together and having discussions about
what we did in life as much as who we are. We were certainly more alike
than different even though each of us could explain to the others how those few
ways that we are uniquely different from one another.
·
In
a campus that is driven by the success of its students failing to embrace the
cultural, racial, academic, and developmental diversity of its students can
serve as a stumbling block in the students’ perception
of their capacity and ability and the university’s expectations of the student’s
own success. For school’s to work effectively they must recognize and
meet the needs of the students in such a manner that the student feels a part
of the community and does not search elsewhere. The mediating factor
between school and student is DIVERSITY.
·
Diversity can enhance the success of IUPUI by making our campus
into a model for other universities and making more students feel welcome
here. One of the most diverse campuses I have taught at was
·
As
we interact with all types of people we become more aware of our similarities
as well as our differences, and therefore become more accepting of one
another. We do a good job with the children here [at the Center for Young
Children], but somehow it gets lost as they grow up.
·
Seems
to be an obvious answer to me...
·
If
everyone is the same as us, we fail to learn new things and grow. God
apparently wanted a variety so he made different races/different languages on
the planet. I like other people who have different viewpoints than me
because it is challenging.
·
Diversity
could really help IUPUI because people are less involved when they don’t feel
as though they “fit in”. Most people
would probably say that we welcome all types of people. However, we are very unaware of how difficult
it is to interact when you are part of the minority or are different than the
people around you. If we are all talking
about it in a positive and open way, then people are more likely to feel welcome. That feeling will increase retention at IUPUI
and involvement in the classrooms, which aids the learning process.
·
The
more truly diverse we are, the more we meet the needs of the community and
state by educating students prepared to work in a multi-cultural, socially
humane environment
QUESTION 4:
·
So
long as hiring and student acceptance follows good criteria there is no problem
there. Good criteria is to me:
a. Person qualified for hiring or acceptance
b. Person has good recommendations.
C. Person does not have a criminal record that
precludes hire or acceptance
d. Person is not mentally disturbed to the degree of
being unreliable, person
not a smoker (in the health field,
this would be very desirable), does not
abuse alcohol or drugs, does not
have a health condition with a poor prognosis
or is dangerous to be a co-worker or
fellow student.
·
Diversity
training is good education and is necessary for overall success.
Diversity training should be administered to all employees. Emphasis
should be made that the training is about acceptance to all races, gender,
sexual orientation and religious groups. It shouldn't be about one certain
group or another. Everyone deserves the training and the university
should not show special priority or privileges to any one or two certain
groups. Special priorities to one group or another can create negativity
and dissentions.
·
I
see IUPUI as a very diverse campus. A new structure should embrace the
diversity in all of us-not just one or two groups. A diversity officer could be
available to help with misunderstandings that happen when diverse populations
coexist. Also, by making sure that all faculty and students are informed about
diversity issues, conflict might possibly be avoided.
·
Above all, it will be important for the Diversity
Officer to implement and continuously pursue the growth of diverse populations,
and strive to accomplish conspicuous diversity which transcends the student
body, the faculty and staff.
·
I
would see a diversity officer as working both with students and employees to
increase the understanding of others who are different from them, and to
promote increased diversity in all areas of the campus.
·
The
diversity officer should hear and explore the concerns of ALL persons
(regardless of race, sex, sexual orientation, religion, ethnic background,
illness, appearance, intelligence, mode of dress, hairstyle, height, weight,
etc. ) who feel they have been treated unfairly and help them find ways for the
concern to be addressed whether directly or by referral (to HRA, to AAO, etc.)
and then do follow-up to determine that the concern was satisfactorily dealt
with. The Diversity Officer should also
examine information and statistics for patterns in unfair treatment, create
ways to address and see that action was taken. If the right
information/statistics are not available, create ways to effectively gather the
information that is needed.
·
I
am not sure that I know what you mean by a NEW structure. I think that it
is not the structure that matters so much as the way that we operate within the
structure. What hurts are the invisible but real boundaries that separate
us within a structure that would otherwise work.
·
The
officer should carry out eight essential tasks and share the
results of each process…
1) Annually study the student, faculty and staff
demographics (paying attention to the gender, age, race, country variation and
academic ability of the student population)
2) Using the demographics assess the needs of
these populations (based on research, consultation, and student
self-assessments).
3) Evaluate current IUPUI programs on diversity
for relevance to the needs (structural, cultural, physical, social/ interactive,
academic, psychological, cognitive, and emotional needs) of the students,
staff, and faculty.
4) Discard, amend, or enhance those programs that
fail to address the needs of the students, staff, and faculty and create, add,
and implement those programs or efforts that do address the needs of the
students.
5) Generate a list of all groups currently
working on diversity throughout the IUPUI. Consult with these groups
about their successes and challenges. Identify with these groups methods
to address their challenges and resources to expand on the successes.
6) In conjunction with these groups create a
Working Group on diversity to continuous advise, assist, and work to respond to
the challenges and expand successes.
7) Create effective and standardize measures and
tools to annually evaluate the success of the programs in meeting the needs of
the student and the success of the changes on the university, university
climate, student body and university environment.
8) Continuously meet those you must serve
formally, informally and before all major decisions are made that will affect
them.
·
The
new diversity officer should be an intermediary between the students and the
faculty and administration. He/she should encourage dialogue and host
workshops in which consciousness is raised and people are taught to be more
sensitive to differences. He/she should also be a place where anyone who
has a concern or complaint can go and know that he/she will be heard and
respected and issues will be taken seriously.
·
Go
beyond the obvious issues.... look at salaries too.
·
Help
IUPUI become an accessible campus for people with disabilities. IUPUI is
miserably inaccessible, with the exception of the newer buildings.
Efforts must be made to enhance accessibility and allow for easy use of the
campus. With the
·
I
would hope that the diversity officer wouldn't hold any one group higher than
any other. I also hope that reverse discrimination is taken just as seriously
as discrimination. Additionally, I would like to see whomever is in charge of
diversity in the workplace (whether it be hr or the diversity officer) to focus
on smaller issues that divide us. For example, in my department, there is one small
group who all happen to be the same race whom recognizes and celebrates their
birthdays but no one else's gets celebrated. This has DEFINITELY divided
people. If the department had one small group who helped organize/celebrate
everyone's birthday, people would feel more equal and less divided. I would hope that instead of having more
diversity trainings that the new diversity officer might create an anonymous
form for faculty/staff to fill out asking for suggestions to make the workplace
more accepting of diversity. I think only then the University would get
some useful ideas that actually affect people's attitudes.
·
Help
recruit more women and minorities in schools where it is needed. Also,
encourage those minority faculty to recruit students/mentor students to go into
technology fields since there are so few.
·
I
am not sure how this is going to exactly change our structure, but I think that
we will be talking about issues or sensitive topics much more often in formal
and non-formal settings. I think that we
will be talking about it at the beginning of our classes everyday with our
students and will be encouraging them to voice their opinions. I guess the job of the diversity officer
would be to encourage the conversations.
I would guess that some people will be more open to the idea than others
and that the diversity officer would find ways (workshops, counseling, etc) to
get people involved and on the same page.
I will honestly say that I am not familiar with many traditions or
beliefs that exists outside of my own and that I would like to learn about them
and be able to ask others questions without them being offended. I wouldn’t mind spending 10 minutes of every
department or school meeting talking about these topics. If anyone had a problem with it, then I think
you might have found the source of many of the problems that exist today.
·
I think the
Diversity Officer should be a Vice-President/Vice-Chancellor level position
that implements diversity programming and makes IUPUI a national leader in diversity
among educational institutions. I suggest Valerie J. Davidson, current Director
of Diversity at
·
A
diversity officer should be concerned about all of the populations mentioned
above. Perhaps offices such as AES and the Office for Women would be part
of the structure. Often our claim to racial/ethnic diversity is based on
our international population. These folks are valuable but they should
not be considered to replace the need for us to recruit and retain
African American, Latino/Latina, Asian American, or Native American
individuals. The Diversity Officer should work to address specific issues of
concern as well as the overlapping issues of oppression.
Agenda
Item IV: Report from the Chancellor's SC
Administrative Designee: Robert Martin (Vice-Chancellor for Administration and
Finance, 4.4511, rmartin@iupui.edu).
Vice Chancellor
Martin could not attend, but will update the SC at future meetings.
Agenda
Item V: [ACTION ITEM] Minutes for SC 12/6/06:
Up for Approval.
Hearing no
objections, the SC minutes of December 6, 2006 were accepted as written and
entered into record.
These minutes are available online at
http://www.iupui.edu/~scouncil/minutes/12-6-06.htm
Agenda
Item VI: Report from the President: Susan J. Martin.
Martin briefed the
Council on the following:
·
Welcome to new
Representative Sarah Kincaid, as well as to Senior Academy Representative Walt
Linne.
·
Thank you to
Jason Burnham and Kristin Shea, two veteran members who have to step down from
the Council due to professional time commitments. You will be missed!
·
Additional
representatives are needed for the
·
Sue Herrell is
leading a Race for the Cure team; contact her at sherrell@iupui.edu
to participate.
·
Please see the
description of IUK's Arts and Craft Show (www.iuk.edu/~kosc/ArtsandCraftShow.shtml)
and submit your feedback re: IUPUI sponsoring such an event to molmarti@iupui.edu. Sue H. has indicated that she may be willing
to co-chair; any other interested co-chairs should contact Molly.
·
As reported in
the earlier update, we are seeking campus food critic “bloggers;” we have one
respondent so far. Any others willing to
write up a sentence or two about their campus dining experience on a particular
day or week should e-mail molmarti@iupui.edu.
·
It has been
noted that the walk buttons at the corner of
·
FOR DISCUSSION AT FUTURE MEETINGS: The SC will
explore the possibility of meeting with a panel of representatives from
different schools to discuss how different units execute performance
reviews. Susan suggests contacting the HR liaison from each school. She notes that it might also be advisable to
include panelists from schools or departments that use reviews to determine
merit raises and panelists from schools or departments that do not.
·
The Executive
Committee looks forward to seeing you at next month's meeting: Wednesday February 21st at 3:00pm in Inlow
Hall 100.
Agenda
Item VII: Reports from Standing
Committees.
Rewards & Recognition Co-Chair Lorna
Special Events Chair
Karen Best asked that SC mark their calendars for a blood drive being planned
for April 17th [by the Special Events Committee]. The drive will likely feature two main campus
sites, as well as a donation site at the SafeCo building. She also asked SC members to plan to attend
the Friday July 13th Annual SC Retreat, to be held at Bradford Woods. Past, present, and future Council members are
welcome. In addition, Best submitted the
following report prior to the meeting:
“Staff Council Meeting
Special Events Committee Report
1-17-07
Special Events
Committee Members:
Nancy Gibson
Meghann Arnold
Alicia Gahimer
Patricia Laskowski
Pam Rogers
Barbara Jarjoura
Anna Zufall
Myself, Karen Best (Chair)
Our
On April 17 and October 23, the Staff Council will be
sponsoring blood drives. We have
reserved a room at the Safeco building and in Med. Sci. so that the drive can
be held inside. We are trying to also
get a space in the University Library so that we can have three sites and cover
both the north and south sides of campus in addition to the off campus site at
Safeco. We believe this will be a more
attractive idea to potential donors. The
one thing that still needs to occur is the “blessing” of the rooms by the IN
Blood Center. The sign-up contacts will
be Molly Martin for the mail campus and Nancy Gibson for the Safeco
building. It will be possible to sign up
on-line and/or contact either Molly or Nancy.
The IN Blood Center will provide the cookies and juice for all the
donors. We have also arranged for WFMS
to be at (as yet undetermined) one of the sites for part of the time to give
out additional “goodies”.
We are working on a little different idea for the Staff
Night. We are approaching the Pacers,
Indians and the Fever to see if we might change the focus of the night. Our hope is to get either greatly reduced
prices on tickets or perhaps even free tickets.
The Staff Council Retreat will be held on July 13 at
Bradford Woods again this year. We are
hoping to make this retreat even better than last year’s! We do have a “hard act to follow”
though. There will be more on this at a
later time.
The committee has also been talking with the
Finally, we have lost one member of our committee, Chantel
Stone, who has left IU for another position and have a new member to our
committee, Pam Rogers. We welcome Pam!
Thank you!”
Agenda Item VII: Call for Reports from Other Committees.
The SC Diversity
Committee (chaired by Gary Curto and staffed by Troy Barnes, Avis Frieson, and
Amy Jones Richardson) has begun its work and has already planned a series of
workshops for all staff throughout the Spring.
The first workshop will likely be held during the first week of March;
details TBA.
Agenda Item VIII: [UPDATE] Short-Term Disability Coverage for Staff: Becky Thacker & Natalie
Harvey.
Staff Affairs Chair Becky Thacker submitted the following
report prior to the meeting:
“An Updated on the IUPUI Staff
Council’s Exploration of Short-Term Disability Options
STAFF AFFAIRS COMMITTEE
1/17/07
Becky Thacker, Chair
Dan Rives from HR spoke to the
Executive Committee on 1/3/2007 concerning staff interest in short-term
disability benefits.
The options discussed included a
shared sick bank pool and a paid insurance plan.
The former option was rejected due to
the difficulties of administering such a plan, but the latter is a possibility.
Dan presented estimated costs from
Standard Insurance Company, which now carries the long-term disability plans
for the university. The proposed plan
would provide 60% of the insured person's weekly income. Benefits would begin 8 days after existing
sick leave benefits are used up.
Premium estimates were given for 90
day and 180 day coverage. I computed the
average premium (dividing estimated number of participants into the
university’s total monthly premium), and the ranges were approximately:
Employee paid-hourly $12-20/mon
Employee paid-hourly and monthly $17-25/mon
Employer paid $10-15/mon
Note that the last option is an
unlikely one. For the university to be
able to pick up the tab and provide this to all employees free of charge, they
would have to recover the cost by cutting back on some other employee benefit. This is unlikely to be acceptable to many
employees.
For the other options, %35 of the
staff would need to sign up for the plan.
Mr. Rives pointed out that currently, %46 of staff are NOT enrolled in
the long-term disability plan (which is amazingly affordable compared to what's
available on the open market), so it's not definite that 35% of staff would
sign up for short-term disability.
In order to get an approximation of
actual staff interest in this plan, Mr. Rives will attend a meeting of staff
from the School of Liberal Arts (all SLA employees are strongly encouraged by
their managers to attend these meetings)and present the proposed
information. He will then poll all those
present to see what percentage would sign up.
Staff Council will get an update of
his findings; IF results are encouraging, we could possibly have a short-term
disability plan available to us before the end of the year.”
In closing, Staff Affairs
Committee Member Natalie Harvey reported that the staff of the
Thank you to Natalie Harvey, Becky Thacker, Leslie
Kidwell, Susan Brewer, Ellen Poffenberger, Theresa Martin, Dan Rives, and
Monica Fenton for their work in advancing this issue.
Agenda Item IX: Report from Human Resources Administration: Ellen Poffenberger (Assistant Vice-Chancellor for Human Resources / Chancellor’s SC Administrative Designee Alternate,
4.8932, epoffenb@iupui.edu).
Poffenberger
briefed the SC on the following:
The 2006 IUPUI Staff Survey
Purpose
The 2006
Staff Survey aims to provide a snapshot of perceived working conditions for all
IUPUI
staff in 2006. Findings supply useful information about overall job
satisfaction, staff satisfaction with supervision, performance evaluation, and
recognition, and staff satisfaction with the physical work environment,
communication, and training/professional development. Combined with survey
results from 1999 and 2003, the survey findings also allow changes in staff
satisfaction to be monitored.
Highlights of Findings
• IUPUI
staff are generally satisfied with their jobs (77% agreement).
Eighty-seven
percent of staff report that they like their work, 93 percent indicate that
they feel personally satisfied with a job well done, and 83 percent agree that they
have appropriate supplies, materials, and equipment to perform their jobs. Although job satisfaction is relatively high,
staff members do not evaluate all aspects of their work favorably. For example,
only 42 percent of staff members agree that objectives and plans for the future
of IUPUI are clear and only 48 percent agree that plans for their units are
clear. Only 26 percent of staff members perceive salaries as adequate, and
relatively few staff members have positive opinions of the availability and
cost of parking on campus.
• Staff
members have positive perceptions of IUPUI as an institution.
The
percentage of staff who view IUPUI favorably has increased consistently since
1999.
Approximately 87 percent of staff respondents agree that IUPUI has a good reputation
in
in 1999
to 60 percent in 2006.
• Staff
perceptions of the quality of supervision have improved markedly
since
1999.
These
evaluations continue to be mixed, however. Staff members reported positive views
of supervisors’ training and experience (74 percent favorable), availability
(79 percent favorable), and openness to suggestions (74 percent favorable). On
the other hand, perceptions of the extent to which supervisors base evaluations
on facts and data, provide constructive feedback, and recognize the contributions
of staff members are less favorable (62 percent, 62 percent, and 56 percent
favorable respectively).
• Responses
to questions about performance evaluations reveal some
concerns
among staff members.
Only 63
percent of staff respondents agree that written performance evaluations are conducted
in their units, while just 52 percent report that their last performance evaluation
provided information that could be used for improvement. Only 46 percent
indicate that they are satisfied with how performance evaluations are conducted.
• Staff
members are even less favorable in their perceptions of recognition
and
rewards.
Just half
of the staff agree that they are satisfied with the recognition they receive, and
only 30 percent agree that outstanding service is recognized. Relatively few
staff members—22 percent—report that high-performing staff are promoted. Staff members
do indicate, however, that they have a clear understanding of their employee
benefits. The 86 percent agreement for this item is a 10 percentage point increase
over 1999.
• Staff
perceptions of the physical work environment, communication, and
training
are more enthusiastic.
Eighty-two
percent agree that the environment is safe, while 68 percent indicate that they
are satisfied with their work environments. Communication is also perceived
favorably. Eighty-three percent of respondents agree that they understand the
connection between their own work and department goals, 73 percent report that their
units have good relationships with other units across campus, and 76 percent view
their units’ relationships with external organizations as positive.
• Training
and professional development are favorably perceived by IUPUI staff members.
Approximately
68 percent of staff respondents are satisfied with staff development opportunities
at IUPUI. This represents a 20 percentage point increase since 1999. Seventy-four percent agree that training
programs have improved their job performance, and 67 percent believe that
training has enhanced their career and personal development. Only 30 percent of
respondents report that the success of training efforts is evaluated, however.
Conclusions
The
generally positive feedback from staff members about the quality of their work experiences
at IUPUI is encouraging. The consistent, if modest, increases in favorable evaluations
since 1999 are also heartening. Based on the results of this survey, the
greatest improvements in the work environment are in the areas of training and
professional development and understanding of employee benefits. While these
results are gratifying overall, substantial opportunities for improvement
remain. Future efforts should focus on enhancing the performance evaluation
system and on recognizing and rewarding staff for outstanding work.
The
Survey
All IUPUI
appointed staff and PERF-eligible hourly staff are invited to participate in
the staff survey. Respondents thus span a wide range of position
types—professional, technical, clerical, and service-maintenance. Sponsored by
the Vice Chancellor for Administration and designed and carried out by the
Office of Information Management and Institutional Research (IMIR), the Staff
Survey
was administered for the fourth time in 2006. IUPUI’s Office of Human Resources
Administration,
the Staff Council, and ASCME Local 1477 also collaborated on the administration
of the survey.
The 2006
Staff Survey was primarily administered on the web with a paper option
available to those not having access to a computer. Out of 4546 staff members
contacted, 2220 completed the survey, for an overall response rate of 49
percent. Demographic characteristics of respondents are summarized in the
sample demographics section of the Campus Report [provide URL here, if this is
going to be distributed in paper form]. The gender distribution of respondents
closely mirrors the staff population. On the other hand, white non-Hispanic
staff are over-represented among respondents, while African American and
younger staff are under-represented. This bias closely follows over-representation
of clerical/technical staff and under-representation of service maintenance staff
among respondents. Service-maintenance positions include a disproportionately
high percentage of African Americans. Also, unit representation among respondents
shows a slight bias, with Administration and Finance under-represented and
Academic
Support over-represented among the larger units.
Agenda Item X: Reports from the Chancellor's SC
Academic Designee: Paul Galanti (Former President, IUPUI Faculty Council, 257.6826,
pgalanti@iupui.edu).
Galanti could not attend, but
will update the SC at future meetings.
Information about the IFC is available on its website at http://www.iupui.edu/~fcouncil/.
Agenda
Item XI: Old Business (Unfinished or Pending).
No discussion.
Agenda
Item XII: New Business / Announcements.
No discussion.
Agenda
Item XIII: Adjournment.
At 5:04pm, Martin adjourned the meeting.
.
Minutes prepared by Staff
Council Coordinator Molly Martin
UN 403 / 274-2215 / Fax: 274-2970 / scouncil@iupui.edu / http://www.iupui.edu/~scouncil
Attachments:
Agenda for January 17,
2007 Staff Council Meeting.
[Attachment
for SC 1-17-07 Minutes]
Wednesday January 17, 3:00-5:00pm, Inlow Hall Room 100
(“IH 100”)
A G E N D A (SC: January 17, 2007)
Call to Order. Susan J. Martin
(SC President, 8.6128, sujmarti@indiana.edu)
Adoption of the Order of Business for
the Day. Susan J. Martin
[UPDATE]
Campus Vision,
for Diversity. (Vice
Chancellor for Student Life & Diversity)
Report from the Chancellor's Robert Martin
SC Administrative Designee. (Vice-Chancellor
for Administration and Finance,
4.4511, rmartin@iupui.edu)
[ACTION
ITEM] Minutes for SC 12/6/06 (distributed
electronically). Susan J. Martin
Report from the President. Susan J. Martin
Reports Submitted by Standing
Committees.
A. Bylaws. Amy Jones, Chair
B. Communications.
C. Membership Chair
TBA
D. Rewards
& Recognition. (BEPKO NOMS START 1/22). Lorna
G. Special
Events. (RETREAT 7/13/07) Karen Best, Chair
H. Staff
Affairs. Jason Burnham & Becky Thacker,
Co-Chairs
Call for Reports from Other
Committees. Susan J. Martin
[UPDATE]
Short-Term Disability Coverage for Staff. Becky Thacker
Report from Human Resources
Administration. Ellen Poffenberger
A. [UPDATE] Staff
Survey Results (Assistant
Vice-Chancellor for Human Resources /
B. General Announcements. Chancellor’s
SC Administrative Designee Alternate,
4.8932,
epoffenb@iupui.edu)
Reports from the Chancellor's SC Paul Galanti
Academic Designee. Former
President, IUPUI Faculty Council, 257.6826, pgalanti@iupui.edu)
Old Business (Unfinished or Pending).
Susan J. Martin
New Business / Announcements.
A. Hot Topics: Share concerns & comments from your unit. Susan
J. Martin
B. Tobacco Free IUPUI: Maps of City Streets on Campus. Susan
J. Martin
Adjournment.
CIVIC
ENGAGEMENT UPDATE: If you have cell phones that you are no
longer using, why not donate them to the Indiana Coalition Against Domestic
Violence (for reprogramming for emergency use
by victims)? You need not include chargers or accessories of any kind. Contact
Representative Becky Thacker at rthacker@iupui.edu or the SC office at molmarti@iupui.edu to arrange for
pick-up. Many thanks!
Next Staff Council
Meeting: February 21, 2007 from 3:00-5:00pm in Inlow Hall 100.
Agenda prepared by Staff
Council Coordinator Molly Martin: UN 403 / 274-2215 / Fax: 274-2970 / scouncil@iupui.edu / http://www.iupui.edu/~scouncil
Staff Discounts URL: http://www.iupui.edu/~extaff/perks.htm
SC Account # with IU Foundation: 32-P000-12-1 (give online at https://www.indiana.edu/~iuf/oga/app/og_engine_1.cgi
)