1. + Strategic Diversity Management Plan Presented by: Judith R. Gonzalez, Psy.D. Presentation developed by: Megan Basnett, M.A.

2. + This presentation is adapted from the Strategic Diversity Management Plan, which can be accessed in the Resources folder of the Edvance360 Diversity community or by contacting Dr. Judith Gonzalez at jgonzalez@forest.edu

3. + Diversity Framework: Core Values for Diversity Diversity: Affirmation of the richness of human differences, ideas, and beliefs Includes, but not limited to age, color, disability and health, ethnicity, gender, language, national origin, race, religion/spirituality, sexual orientation, gender identity, and social economic status Diversity goals are framed in terms of: Increasing representation of students/faculty from traditionally underrepresented groups Increase access to quality care for members of underserved groups

4. + Diversity Framework: Core Values for Diversity Statement of Values Forest Institute is dedicated to promoting and infusing diversity into every facet of the learning experience, including academic and clinical practice settings Forest students will have opportunities to work with diverse populations in a variety of settings that promote and provide necessary exposure to diverse populations and issues Student organizations embracing human diversity will be encouraged within the Forest community. The Forest community will strive to learn from each other in an atmosphere of mutual respect that promotes a safe, trusting, and accepting environment. Enrollment in Forest is seen as a commitment to the social value of respect for diversity and willingness to examine values, attitudes, beliefs, and behaviors, in light of scientific data and standards of the profession

5. + Diversity Plan Six areas of concern to be worked on and evaluated each year: 1. Campus Climate 2. Faculty Recruitment 3. Faculty Retention 4. Student Recruitment 5. Student Retention 6. Curriculum

6. + Goal Strategies Student and employee/faculty orientations In-class discussions and DIPI seminars Class readings On-campus diversity and DIPI events Portray diverse students on the website Artwork in hallways Highlight diversity and multicultural issues in the library DIPI Fellowship Assure Forest is accommodating facility Eligibility and implementation of accommodations To create and foster a safe, inclusive, and welcoming environment in all Forest Institute facilities and grounds for all members of the Forest Community. 1. Campus Climate

7. + Goal How To Evaluate? Special Assistant to the President, Admissions, maintains record of student/faculty attendance at orientation. Curriculum Committee and Program Deans ensure diversity content in coursework. Diversity Committee and DIPI Coordinator report to Faculty Council on the occurrence and success of scheduled diversity events To create and foster a safe, inclusive, and welcoming environment in all Forest Institute facilities and grounds for all members of the Forest Community. 1. Campus Climate

8. + Goal Strategies: Recruit from underrepresented groups Advertisement Diversity statement in advertisements Referrals from underrepresented groups Prioritize the review of diverse candidates that meet job qualifications. Outreach to doctoral programs in minority-serving institutions Partnerships with behavioral health agencies that provide opportunities to serve and research underrepresented populations. Introduce candidates to diverse student and community groups during visit To increase representation of faculty from underrepresented groups 2. Faculty Recruitment

9. + Goal How To Evaluate? The Faculty Development Committee will conduct an annual review of demographic forms of applicants from all faculty searches to report to Faculty Council during the summer semester. The Faculty Development Committee will confirm the above strategies have been implemented and report status of recruitment efforts to Faculty Council during the summer semester or at the end of a faculty search. Candidates for all searches will be surveyed on experience of welcome and inclusiveness. To increase representation of faculty from underrepresented groups 2. Faculty Recruitment

10. + Goal Strategies: Discuss issues impacting retention with Program Dean Mentoring for new faculty. Faculty development funds to support professional growth. Transitional schedule and reduced workload during first semester Include faculty from underrepresented groups in school and community events. Make effort to secure employment for spouses/partners Support in adjusting to Springfield, MO Faculty attendance to diversity-oriented training and conferences. Fund memberships in diversity-oriented professional organizations. To retain all satisfactorily performing faculty who are members of underrepresented groups 3. Faculty Retention

11. + Goal How To Evaluate? Program Deans will include discussion of retention concerns in regular supervisory meetings and in annual faculty performance review. Program Deans will evaluate mentoring of new diverse faculty in supervisory meetings and during annual faculty performance review. Program Deans will maintain records of assignment of faculty development funds and report out to Faculty Council during summer semester. To retain all satisfactorily performing faculty who are members of underrepresented groups 3. Faculty Retention

12. + Goal Strategies Outreach to psychology/social science departments Recruitment strategies GRE lists of students from underrepresented groups Diversity statements for promotional materials. Special consideration to qualified diverse candidates. Diversity Commitment Scholarship Encourage campus visits and arrange meetings with faculty and students. Expose applicants to diversity-oriented groups Develop recruitment initiatives with professional associations and student groups serving applicants from underrepresented groups. To increase the enrollment of students from underrepresented groups in all academic programs 4. Student Recruitment

13. + Goal How To Evaluate? Director of Recruitment reports to Faculty Council outcomes of diversity recruitment initiatives. Director of Recruitment reports to Faculty Council on on-going recruitment initiatives The Marketing and Multimedia Specialist reports to the Recruitment Team on status of GRE data and emailing campaign results Director of Recruitment confirms diversity statement is included in promotional materials Chair of the Admissions Committee reports to Faculty Council on the procedures and outcomes of diversity recruitment efforts for the PsyD program The Deans Programs or designee reports results of diversity recruitment efforts to Faculty Council. To increase the enrollment of students from underrepresented groups in all academic programs 4. Student Recruitment

14. + Goal Strategies Students participate in advisement. Provide student groups with personal, academic, professional, and issues-based support. Student groups include: Student Council; Forest Alliance for Cultural Experience (FACE); Gays, Lesbians, and Everyone Else (GLEE); Study Circles Against Racism (SCAR) Assist through Writing Center. Faculty/staff cultural competence training Special consideration of financial support to students with need. Funding to students attending diversity- oriented professional conferences, training, etc. To retain and promote the success of all students in their academic program 5. Student Retention

15. + Goal How To Evaluate? Library Services Manager annually reports to Faculty Council on participation and program issues associated with the Writing Center. Faculty and Master’s Advisor report to and are evaluated by Program Dean on advisement. VPAA annually reports to Faculty Council on academic year diversity-related training. Academic Team annually reviews scholarships and travel awards given to students for diversity-related activities. To retain and promote the success of all students in their academic program 5. Student Retention

16. + Goal Strategies Diversity readings in course syllabi. Diversity content in course objectives, assignments, and session topics. Human Diversity/Ethics domain of the ACEs or the Diversity EA Exposure to underrepresented/diverse populations in practicum. Pass with a B or better in DIPI seminars and attend DIPI activities/events. Pass with a B or better in Human Diversity Review curriculum The DIPI Coordinator prepares the annual plan for the DIPI Fellow(s). Faculty encouraged to participate in the Missouri Diversity Network To infuse relevant diversity content and experiences into all coursework 6. Curriculum

17. + Goal How To Evaluate? The Curriculum Committee with the Diversity Committee reviews and approves diversity content in course syllabi. The Dean of the Doctoral Program determines students who pass the Human Diversity/Ethics ACEs or the EA in Human Diversity each year The Director of Clinical Training maintains records of diverse client contacts for students in practicum The DIPI Coordinator supervises and evaluates the performance of DIPI Fellow(s). To infuse relevant diversity content and experiences into all coursework 6. Curriculum

18. + Questions? Please Contact: Dr. Judith R. Gonzalez jgonzalez@forest.edu