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Diversity Plan:
2003 - 2005
GOAL I: Climate
USM continuously strives to make the campus a welcoming climate
inclusive in its understanding and integration across multiple
dimensions of diversity, including, but not limited to, diversity
based on race and ethnicity, gender, disability, sexual orientation,
age, gender expression and identity, religion, and class.
Assessment of Achievements
Our unit always provides the USM community with a welcome
feeling in the areas of administration, training, and service.
The regular activities provided by Campus Environmental Safety
& Health (CES&H) touches all the dimensions of diversity
here at the university, and our staff prides themselves on
being equal to all.
Evidence of our success would certainly be supported by our
office never having had a complaint with respect to any diversity
problem. The staff makes every effort and takes every opportunity
to discuss any problem if diversity becomes an issue.
Goals for 2003-2006
- To promote our activities and/or programs to expedite
a campus community that welcomes everyone.
- To encourage our unit staff members to be need sensitive
when working and servicing the USM community.
- To continue to devise better ways of assisting people
with limited means to grasp CES&H information with greater
understanding.
Progress Assessment
- To periodically evaluate our unit's progress towards
providing a more diverse climate.
GOAL II: Academic Experience
The USM academic experience, which includes both curricular
and co-curricular activities, increasingly reflects the multiplicity
and diversity of communities and cultures locally, nationally
and globally.
Assessment of Achievements
Our curricular activities are limited to the USM student body
as a whole having only limited contact in a variety of CES&H
training provided by this unit. Once again, our deameanor is
always one of openness and acceptance of all. CES&H curriculum
is designed and presented to specifically address all components
of diversity.
Goals for 2003-2006
- To continue to assist USM departments (units) in preparing
their employees to deal with CES&H issues through better
outreach alternatives with respect to all the components
of diversity.
- To seek better methodology when attending in-service
workshops and seminars with respect to diversity issues.
Progress Assessment
- To collaborate with USM's Office of Campus Diversity
and Equity in order to assess our progress.
- To attend diversity workshops to evaluate what is current
and examine our unit's progress with respect to goals set.
GOAL III: Student Recruitment and Retention
USM strives to increase the diversity of its student body through
active outreach and recruitment. USM increasingly works to develop
structures and mechanisms that support the retention of all
students, particularly students of color and other underrepresented
populations.
Assessment of Achievements
This goal is not applicable for this unit although our total
program success as related to diversity certainly supports all
aspects of student recruitment and retention. However, our efforts
to provide a safe working environment at USM certainly promotes
and insures students that their educational facilities are conducive
to safe surroundings.
Goals for 2003-2006
- To continue our unit's efforts in providing a safe workplace
which surely provides security for all students including
those with disability, age, etc. This goal will help insure
retention and encourage recruitment.
- To continue working with resident hall RA's and RD's
in providing for the needs of all.
Progress Assessment
- To annually assess our efforts in CES&H with respect
to our students, their concerns and diversity needs.
GOAL IV: Faculty and Staff Recruitment and Retention
USM strives to increase the diversity of faculty and staff,
particularly faculty and staff of color, but inclusive of other
underrepresented populations as defined in Goal I.
Assessment of Achievements
When hiring is necessary, the CES&H office is dedicated
to supporting the USM commitment to total diversity and USM's
affirmative action plan.
Goals for 2003-2006
- When the need arises to add staff for CES&H, diversity
review will be included in our hiring efforts.
- To make an effort to hire staff from underrepresented
population pointed out in USM's Goal IV.
Progress Assessment
- We were prudent with our hire in screening applicants
from underrepresented population.
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