Presentation To President’s Cabinet Sue Guenter-Schlesinger Vice Provost Equal Opportunity & Employment Diversity Kunle Ojikutu Special Assistant to the President for Diversity Assistant Vice President Student Affairs Chyerl Wolfe-Lee Director, Human Resources

 Process for Evidence Based Diversity Recommendations  Deans & Vice Presidents use:  SCOT Analysis from Task Forces  Organizational SCOT Analysis  White Paper: Recruiting & Retaining Faculty & Staff of Color  Demographic Data

 Three Employee Groups  (Sticky Notes) - Brainstorming Ideas for: Strengths, Challenges, Opportunities & Threats  Summarized & Prioritized Ideas under each Category with Sticky Notes

 Strengths Students Department Cultures Administration Programs (Organizational & Academic) Community Family  Challenges Hostility/Discomfort (Climate) Visibility Integration Intentions Vs. Actions Resources Family Institutional Support Low Numbers Workload

 Opportunities Quality of Life/Bellingham State Professional Opportunities Professional Societies Generational Shift Local Diversity Focused Opportunities WWU Community Connections State Government  Threats Lack of State Support Cost of Living Constitution of Community Community Mis-perception Lack of Jobs Local Prejudice Lack of Diverse City and State

 Strengths Quality of Life Academic Programs Community Opportunities  Challenges Non-Competitive Compensations Lack of Community Cultural Norms/Token Efforts Homogenous Demographic Structure

 Opportunities Support Resources Towards Diversity Applicant Pool Up For Many Reasons Money Paradigm Shift  Threats Shift Away from 4-Year Degree Economy Populist Nativist Movement Increased Competition for Diverse Applicants Seattle/Vancouver Draw

 Strengths Institutional Commitment to Diversity Support and an Inclusive Environment Emerging Transparent Communication Visible Diverse Senior Level Leadership in Student Affairs University Reputation Quality of Life  Challenges Limited Growth Opportunity Uneven Distribution of Diversity Internal Communication and Connection Lack of Flexibility for Unwritten Expectation Weak Recruitment

 Opportunities Collaborate with Diverse Groups Membership in Local Community; Institutional Collaboration Collaboration with Industry/Business Easy Access/Technology Diverse Community Population Untapped institutional affiliation with professional organizations  Threats Lack of Diversity Private Industry Recruitment Regional Higher-Ed Competition Elements of prejudice in the community Economic downturn

 STRENGTHS  Commitment to Diversity  Quality of Life  Academic Reputation  CHALLENGES  Lower Salaries  Diminishing Resources  Lack of Diversity (uneven)

 OPPORTUNITIES  Geographic Location  Technology  Diversity (Support for; Local)  THREATS  Community Prejudice/Intolerance  Cost of Living  Decreasing Funding for Higher Ed

 Deans develop recommendations for Diversity Initiatives with Budget Detail  Participants in SCOT Analysis Task Forces – Resources to Deans  Recommendations due to EO Office April 15  Proposal to President & Provost May 15