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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.
The multifaceted nature of diversity results in differing
perspectives on a variety of common interactions that can
occur on a daily basis in our offices, on the phone or via
e-mail. Care will continue to be taken by staff in all verbal
and written communication to be sensitive, understanding and
respectful of differences in age, race, gender, sexual orientation,
religion, class and physical ability.
All staff will be encouraged to participate in professional
development events sponsored or recommended by the Department
of Campus Diversity and Equity.
As budgetary and space constraints allow, efforts will be
made to create a more welcoming environment for those visitors
to the offices who are physically challenged.
GOAL III: 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.
Daily financial customer service needs for the entire University
community, including students of underrepresented populations,
are met by members of the Financial Resources staff. Accessible
staff are available to offer student financial advising that
can concern such important issues as financial aid, loan availability,
eligibility for refunds, outside agency payments, waivers
and internal payment plan options. Successful financial advising
provides critical support to the retention efforts of the
institution.
GOAL IV: Staff Recruitment
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.
Department managers in Portland and Gorham offices will continue
efforts to recruit members of underrepresented populations
for the convenient on-campus work-study employment opportunities.
Department managers will continue to work closely with the
Division of Human Resources to ensure that qualified members
of underrepresented populations are made aware of staff openings.
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