Variety is the spice of life March 17, 2011

 Pair & Share the 3 – P’s (professional, personal, peculiar)  Who are we?  What are our roles at WCU and in community?

 Task Force on Diversity Final Report and recommendations (1995)  WCU Response (2010) to the UNC Tomorrow Report  Demographic trends and implications

 Create a Center for Multicultural and International Education  Enhance student’s experience and appreciation of different cultures  Encourage campus climate that is conducive to learning for diverse populations  Increase ethnic minority students on campus to 15% by 2000  Increase culturally and ethnically diverse faculty & staff  Promote understanding of all aspects of diversity, & international education through faculty/staff development

 Globalization  Increase access to higher education  Engage in economic transformation  Prepare for wide-scale faculty retirement in next 10 years  Increase efforts to recruit/retain high quality faculty/staff  Analyze internal workforce needs over next 5 years  Analyze worldwide demographic shifts & impact on campus workforces  Develop strategies to recruit/retain high potential talent  Manage a diverse multi-generational workforce

 Boundaries of geography & rural setting  Benefits for employees are not competitive with other public state systems  Lack of performance pay options  Dual personnel system of SPA/EPA with different levels of benefits  Salary compression & equity  Limited salary flexibility due to budget restrictions for new hires & internal employees

 WCU Data on 1434 full-time employees:  19% (270) will be eligible to retire in 5 years  29% Senior Administrators (EPA)  26% Staff (SPA)  19% Faculty  19% Non-faculty  23% Administrative support  16% Professional

 37% of employees will be eligible to retire  218 Non-faculty positions to be filled (109 in five years)  131 Faculty positions to be filled (66 in five years)

 20% increase in the regional population  400% increase in the Hispanic populations  16,000 increase in state’s Hispanic population ( )  80,000 NC high school graduates ( )

 Rural populations  Native Americans – Eastern band of Cherokee  Hispanics  African-Americans  Develop recruitment strategies to reach out to underrepresented minorities

 Develop strategies for best practices in diversity for faculty/staff & students  Appoint a Director of Diversity position  Develop a Council on Diversity & Inclusion  Analyze workforce skills & competencies  Advocate faculty/staff professional development to address diversity and workforce needs

 Tuition reimbursement/waiver for employee spouse and dependents  Provide opportunities for trailing spouses  Support legislative changes for benefits, no-cost family health coverage for employees  Recommend performance pay options to reward work performance  Support amending state law requiring 6-month break in service for retirees  Develop a separate university personnel system allowing the UNC system to offer competitive fringe benefits & performance based pay system

 Build relationships  Develop annual strategic work plan  Assess EEO/AA data  Design, implement, & evaluate a Climate/Diversity Survey  Design & recommend a campus-wide diversity plan  Recommend university-wide diversity initiatives  Design, implement, & evaluate professional development on diversity for faculty, staff, & students  Follow-up for accountability based on data  Revise our work plan