President’s Task Force on Diversity and Inclusion Statement and Charge
Multicultural Diversity refers to an inter-relational environment in which persons of various races, physical conditions, religions, national origins, citizenship, genders, ages, socio-economic backgrounds, sexual orientation and gender identity are understood, appreciated, supported and celebrated within an atmosphere of acceptance and mutual respect.
The development and ongoing support for Multicultural Diversity requires open and assertive encouragement of fundamental system changes, compensatory resource allocations, specialized and focused educational activities and the establishment of operational priorities in relation to historical and traditional resistance to diversity and the need for cross-sectional institutional changes.
Under the leadership of the Provost, the Assistant Provost and Dean of Student Engagement and Liberal Studies and the Assistant to the Provost for Diversity and Inclusion and with the consultation of a member of the Bay Path University’s Board of Trustees, a Diversity and Inclusion Task Force will be appointed in December 2015 to convene in January 2016. The primary objective of the Diversity and Inclusion Task Force is to identify short-term and long-term initiatives that will intentionally support and nurture a climate of acceptance and mutual respect with regard to the dimensions of diversity described above. This group reports through the Provost to the President and includes representation from students, alumni, faculty, staff and the Board of Trustees. The Task Force will meet monthly and will utilize sub-committees to focus on specific issues.
The charge to the Task Force includes:
1. Research current literature and best practice for diversity and inclusion in higher education with a particular focus on colleges and universities similar to Bay Path University;
2. Review Bay Path University student and employee demographics by instructional location, division and academic program;
3. Identify current issues and factors that are helping and/or limiting a supportive campus climate;
4. Develop short-term and long-term goals and strategies to create a more supportive campus climate for diversity and inclusion;
5. Develop a comprehensive three-year strategic plan for Diversity and Inclusion that will be incorporated within Vision 2019;
6. Establish a comprehensive communication plan to regularly report the progress and activities of the Task Force.
In conducting its review of current issues, the Task Force should consider the following areas:
1. Faculty and staff hiring and retention practices;
2. Diversity representation among faculty, staff, senior leadership, Board of Trustees and other advisory groups;
3. Curricular enrichment and integration;
4. Faculty and staff professional development and sensitivity awareness;
5. Student retention practices and intervention strategies;
6. Student recruitment and financial aid awarding practices;
7. Student life programming and support strategies (with a particular focus on residential life, commuter students, student activities, and student leadership development);
8. Community-building support and interventions;
9. Parent/Family engagement, education and development.