1. 1 OCR Guidance on Race in Admissions  Use of race essential to institution's mission;  Diversity must be broader than racial diversity;  No quotas;  Must provide individualized consideration;  Prior to using race, must be good faith consideration of race-neutral options;  Required periodic admissions review.

2. 2 Diversity Defined: More than Gender & Race educational background income geographic location religious beliefs military experience learning style pregnancy status work experience age race ethnicity gender physical abilities sexual orientation

3. 3 Diversity Mission To enhance the professional and educational benefits to our Students, Faculty, and Staff by providing an environment rich in diversity that better enables us to serve the diverse populations in society.

4. 4 Diversity “Strategic” Plan is grounded in sound analysis and planning.  It is not political correctness.  It is not preferential treatment.  It is not just for minorities and women.  It is a business imperative for institutions of higher education.

5. 5  University of Choice –Changing demographics, talent competition 1 (link to slides 10-14) 1 –Recruit/retain “best and brightest” –“Enhancement effect”: diverse individuals more likely to choose SLU when University more diverse Benefits of Strong Diversity Program

6. 6  Enhanced Financial Performance –Increased enrollment of diverse students; increased revenue  Enhanced External Relations –Government Oversight: fewer audits (e.g. OFCCP, DOE); minimize resource drain –Community-National Relations w/ diverse organizations: enhance reputation; referrals Benefits of Strong Diversity Program

7. 7 Senior Leadership Commitment Comprehensive Strategy and Effective Programs Campus Climate Valuing Diversity Diverse Representation: Faculty Staff Student Body Sustained Implementation & Communication Performance Accountability & Assessment Sufficient Resources Integral to University Mission Indicators of Effective Diversity Program

8. 8 Comprehensive Strategy and Effective Programs Campus Climate Valuing Diversity Sustained Implementation & Communication Performance Accountability & Assessment Sufficient Resources Integral to University Mission Diverse Representation: Faculty Staff Student Body Senior Leadership Commitment Indicators of Effective Diversity Program

9. QUESTIONS? 9

10. 10 Percent Increase in Degrees Attained 1990-2004 Source: Bureau of Labor Statistics

11. 11 Percent Increase in Enrollment by Race/Gender Private 4-Year, 1996-2006 Source: U.S. Education Department

12. 12 Source: U.S. Education Department Fall Enrollment by Race 2006

13. 13 Percent Change in Ph.D. Recipients 2006 Source: Survey of Earned Doctorates

14. 14 Full-Time Faculty by Race/Gender 2006 ^