1. O FFICE O F D IVERSITY AND I NCLUSION Office of Diversity and Inclusion Ana Torres Carine Tamasang

2. Changing Demographics People of Color will Comprise approximately 50% of the US Population in 2050!

3. 36.6% of the Labor Force Management & Professional Positions 46.9% Asian American 29.2% African American 19.5% Latinos Changing Demographics- Minorities

4. Changing Demographics- Women 47% of the Labor Force 40.6% Management & Professional Positions 44.4% Asian American 34.1% African American 25.2% Latinas

5. 36 Million or 12% of the U.S Population are disabled 20.7% of the Labor Force Education 13% of people with disabilities 25 and older have a bachelor's degree or higher compared to 31% percent for those with no disabilities. Changing Demographics- Disabilities

6. Massachusetts Demographics http://quickfacts.census.gov/qfd/states/25000.html

7. Diversity at UMass Boston 41 percent of UMass Boston’s nearly 16,000 students are ethnic minorities or students of color, and they hail from more than 80 countries, making it the most diverse university in Massachusetts and one of the most diverse public universities in the United States. In 2011 more than 40% of our new students reported their race or ethnicity as other than white/non-Hispanic. In addition, 56% of our undergraduate and 69% of our graduate students are women.

8. Campus diversity initiatives have positive effects on both minority and majority students. They improve students' relationships on campus and affect positively their satisfaction and involvement with their institutions and their academic growth. Beyond their proven capacity to improve access and retention of underrepresented groups of students, comprehensive diversity initiatives also promote satisfaction, academic success, and cognitive development for all students. http://www.diversityweb.org/research_and_trends/research_evaluation_impact/benef its_of_diversity/impact_of_diversity.cfm Growing Body of Evidence

9. In order to achieve the university's mission to "provide a supportive environment for students who represent many national and cultural origins," it is important for students to "see" themselves in the faculty and staff who serve them. Link to University Mission

11. Determining diversity needs Creating a clear vision of intended achievements and their importance Enhancing faculty and staff diversity Hiring Retention Developing a business case for the diversity and inclusion strategy and securing buy-in from leadership Buy in from middle management Union leadership Student leadership Community Creating a clear, quantifiable and achievable diversity and inclusion strategy and infusing it into every university function - making diversity a university-wide responsibility Ensuring commitment at every level of the university. Communicating the diversity strategy throughout the u niversity, ensuring that students, faculty and staff understand the strategy and its benefits. Transparent progress reports Recruitment Retention Climate surveys Understanding diversity as an ever- changing dynamic, continually monitoring, reviewing, evaluating and revising the diversity strategy. Academic Challenges

12. Climate assessment Diversity Dialogue o Diversity Week- Fall '13 UMB Film Series Community outreach/partnerships Personal Emergency Plan for people with disabilities Diversity/Sexual harassment prevention/ADA training for UMB colleges/departments ODI Initiatives/Partnerships

13. During the hiring process ODI: approves search committee membership approves interview questions approves first round of candidates approves finalists approves finalist questions Access to the Position Posting Hiring Process- ODI Role

14. Questions?