Diversity & Inclusion

Campus Climate

Forum will examine results of campus climate survey

The University of South Florida will hold a campus forum on April 15, 2004 at 2:00 pm in College of Education TECO Room to discuss the recently completed campus climate survey from 2002. The survey will be used as a basis for developing strategies for enhancing USF's climate for diversity and inclusiveness.

"My goal is to ensure that the university community is inclusive and welcoming for all people," said USF President Judy Genshaft. "Diversity and inclusiveness are intertwined throughout our Strategic Plan, and each of us must take responsibility for continuing to enhance our campus climate."

The forum will include remarks by President Genshaft and Provost Renu Khator, followed by a full presentation of the survey's findings by Sociology Professor James Cavendish, who conducted the survey for the Provost Office. The event will also feature an opportunity for questions and answers, as well as information-sharing sessions facilitated by Deborah Love.

History of Diversity Initiatives at USF

Organizational Structure that can help guide USF toward Diversity Success:

Education institutions and businesses that are serious about diversity usually employ specialized organization units or a combination of units. They usually will involve special organizational structures to provide guidance, expertise, decision-making and general leadership of diversity initiatives. Reasons why:

The organization structure that is recommended is a combination Council/Task Force. This organizational structure will be charged with developing a more refined vision and strategies for improving the USF climate and diversity initiatives. The council will consist of 10-15 members composed of senior administrators, faculty, staff and students. Because it is necessary to understand and develop an inclusive vision, the council will operate utilizing a consensus approach with senior officials, the Provost and the President. The council can provide guidance on the assessment and resolution of climate and diversity issues that the organization may face by recommending appropriate interventions and programs. The council will research what has been done, what is currently being done, and what needs to be done. The council is charged with taking the framework USF has articulated in its strategic plans and refining objectives, goals and strategies. The council may be asked to identify policies, programs and practices that are in need of revision to meet the needs of a diverse faculty, staff, and student body.

(This structure will enhance not take the place of senior management leadership and involvement)

Organizational Structure
Diversity Change Process
(Part I of a Continuing Process)

Purpose: To facilitate the University of South Florida's continued transformation into an organization that values diversity and seeks to enhance and incorporate diversity into its research, teaching, service, and community.

This process does not specifically address compliance, reporting, and investigation activities. However, these activities will be evaluated.

It is not necessary that this process is followed in sequential order. Several of the steps listed have been completed; some have been implemented and are on-going. Other steps in the process may not be appropriate or necessary. The process allows for flexibility, changes, and the review of previous steps.

Communication and marketing must be an integral part of this process. The community must be kept informed about the work and stakeholders must have an opportunity for review and comment.

I. First Phase (January 2003 - April 2003)

II. Second Phase (February 2003 - May 2003)

III. Third Phase (May 2003 - August 2003)

IV. Fourth Phase (August 2003 - December 2003)

Programs, training, communications, and leadership support will continue. Continued monitoring by CED and AVP. Administrative support provided by DIEO.

Diversity issues included on agendas for each college and division: Update and assessment information continuously provided to President and Provost.

Summary: Research, understanding, planning, implementation, building and assessment of diversity work require leadership, commitment, time and action. The university will benefit from using and effectively managing its diversity. The expectation and result should be an enhancement of culture that will be more responsive to our faculty, staff, students and community.