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ACTIVITIES THAT PROMOTE DIVERSITY

The activities that promote diversity among students, faculty, and staff include but are not limited to programs, programming, recruiting strategies, types of advertising, courses, or curriculum characteristics. Qualities of diversity include but are not limited to race, ethnicity, religion, national origin, marital status, gender, sexual orientation, age, disability, socioeconomic status/class, or status as a veteran.

I. Student Recruitment and Admissions

Initiatives used to recruit African American, Latino/a, Asian, Native American (AALANA) students:

1. Brochures and materials promoting racial and ethnic diversity on campus.

2. Spring and Fall bus trips which bring AALANA students from NYC area to attend campus open houses, participate in campus activities, and spend the night with student hosts.

3. On-site preliminary acceptance programs at targeted high schools.

4. Letters and surveys to inform accepted students about the AALANA Mentor Program and to invite their participation.

5. Eighteen of the named or endowed scholarships, including those funded through charitable gifts to the College at Oneonta Foundation and the Alumni Association and those funded through the Student Association, have diversity as a criterion. These scholarships account for 121 awards to students. In addition, there are  scholarships made possible through charitable giving that are established though not yet endowed which have diversity as a criterion. 

Initiatives to recruit economically disadvantaged students:

1. Educational Opportunity Program (EOP)

a. Printed materials reflecting racial and ethnic diversity and community.

b. Target school districts in economically disadvantaged areas.

c. Complete-your-file program in NYC area to assist economically disadvantaged students who lack support in completing college applications as well as campus visitation opportunities.

d. Anticipate cooperation with NYC Gear-Up program through SUNY Office of Special Programs. Gear-Up currently serves youths in NYC schools with elevated numbers of “free-lunch” program students.

2. College Assistance Migrant Program (CAMP) – recruits historically underrepresented and economically disadvantaged students, specifically children from migrant and seasonal farmworking families.

a. Provide printed materials to prospective students and families in Spanish and English, including the FAFSA and financial aid information.

b. Recruitment by bi-lingual staff, specifically in agricultural areas of the state.

c. Cooperate with and accept referrals from the NY State Migrant Education Program and the High School Equivalency program (HEP) which recruit students from NY, ME, CT, PA and MA.

Initiatives to recruit international students:

1.  Use of electronic advertising to reach students around the world.

2.  A recruiter makes annual trip overseas to attend college fairs and conduct seminars.

3.  Increased scholarships for international students.

Academic Departments
(The activities listed below are illustrative and do not constitute a complete listing of all diversity activities undertaken by academic departments.)

1. Department of Africana & Latino Studies

a. Advise and support student organizations that promote diversity.

b. Promote and present extracurricular programs that promote diversity.

2. Department of Anthropology

a. Development of strategies for recruiting students, faculty, and staff who will help to diversify departments.

3. Department of Communication Arts

a. Promote and present extracurricular programs that promote diversity.

4. Department of Foreign Languages & Literatures

a. Advise and support student organizations that promote diversity.

b. Promote and present extracurricular programs that promote diversity.

5. Department of Human Ecology

a. Values statements related to student development and diversity.

6. Department of Music

a. Promote and present extracurricular programs that promote diversity.

7. Department of Physical Education

a. Improved facilities for women, recruitment of faculty to increase gender diversity, increased curricular choices for women.

8. Division of Economics and Business

a. Infusion of diversity issues into departmental curricula.

b. Divisional diversity statement and web links to the campus diversity page.

9. Division of Education

a. Infusion of diversity issues into departmental curricula.

b. Development of strategies for recruiting students, faculty, and staff who will help to diversify departments.

c. Values statements related to student development and diversity.

10. Gender and Sexuality Resource Center collaborates with student organizations to provide support for women and the GLBT population.

11. Office of Graduate Education and Continuing Education

a. Service to students with learning disabilities by advertising assistance in completing forms.

12. Religious Studies Program

a. Promote and present extracurricular programs that promote diversity.

II. Student Retention

Services and programs for retention of African American, Latino/a, Asian, Native American (AALANA) students:

1. Office of Multicultural Student Affairs

a. AALANA Mentor Program.

b.  Formal and informal advocacy for AALANA students.

2. Eighteen of the named or endowed scholarships, including those funded through charitable gifts to the College at Oneonta Foundation and the Alumni Association and those funded through the Student Association, have diversity as a criterion. These scholarships account for 121 awards to students. In addition, there are  scholarships made possible through charitable giving that are established though not yet endowed which have diversity as a criterion. 

Services and programs for retention of economically disadvantaged students (EOP):

1. Educational Opportunity Program (EOP)

a. Summer Academy is a four-week pre-freshmen orientation program with an academic focus and a key personal adjustment component.

b. Student Opportunities Committee provides personal development & community building opportunities to EOP students and the general campus.

c. Individualized counseling.

d. Mandatory Freshman Seminar & Academic Probation courses.

e. Free Tutorial Services by appointment & drop-in.

f. Grant award average of about $1000 annually.

g. In 2001, chartered the Beta Eta chapter of the National Honor Society Chi Alpha Epsilon which recognizes the academic achievement of students who access college through non-traditional programs for the disadvantaged.

2.  Financial need is a criterion in 61 scholarships that are made possible through charitable giving.

Services and programs for retention of students with disabilities:

1. Student Disability Services Office – assists faculty in providing accommodations for students.

2. Student Disability Services Mentor Program.

Services and programs for retention of historically underrepresented and economically disadvantaged students, specifically children from migrant and seasonal farmworking families (CAMP - College Assistance Migrant Program):

1. Students in their freshman year receive weekly individualized counseling and group meetings.

2. Tutorial services

3. A weekly stipend of $25, and a grant award of $1240.

4. They also receive required books and supplies, payment for campus events and field trips, and transportation to and from home during school breaks or for special events.

5. CAMP Mentor Program.

6.  Bi-lingual staff who are trained to support the students in the program.

III. Programming, organizations, and activities to promote appreciation for diversity and multiculturalism

1. College Union Activities Committee (CUAC) Diversity Committee focuses on insuring that programs that are funded by CUAC represent a broad spectrum of performers and speakers.

2. Student Association-funded organizations that support diversity through their membership, activities, and programs include Open-Minded Unity, Adult Learners, Students of Color Coalition, Hillel, HOLA, Womyn’s Alliance, International Student Organization, Newman Club, Campus Ambassadors.

3. Diversity Teach-Ins - Initiated by an ad-hoc faculty committee in partnership with academic departments & CME; three teach-ins have been held and included lectures and entertainment.

4. Center for Multicultural Experiences (CME) is charged with planning and funding events for the campus which represent a broad spectrum of racial, ethnic, cultural, and international performers and speakers.

5. Faculty-in-Residence Program: a joint effort by Student Development (through CME) and Academic Affairs to bring to campus a faculty member who represents one or more aspects of diversity; current program provides a one-week appointment with multiple lectures and events.

6. Some programs that are not specifically targeted to promote diversity attract audiences that represent diversity among students and employees; the Poetry Slam series has documented the diversity of its audiences through surveys.

7. All professional and student staff in Residence Life are subscribed to the Multicultural Calendar, an online reference calendar. There are also subscriptions to printed reference materials (Black Issues in Higher Education) which are available to all staff.

8. Residence hall programming uses the HOUSE model (health/holistic, open-mindedness, unity/togetherness, service learning, everyday skills) which includes two categories that promote programming on diversity issues.

9. Residential and Community Life’s Multicultural Committee has initiated programs that will be continued in order to establish new traditions.  These include the R.E.D. Challenge Week in the Spring Semester, as series of programs to promote awareness of issues related to sexual orientation, AALANA student issues, etc. Another of these is the Multicultural Talent Show.

10. A campus chapter of the National Coalition Building Institute trains students, staff, and faculty in conflict resolution and exploration of issues regarding diversity.

11. Orientation and First Year Experience programs include skill-building programs to support students’ adjustment to living in a multicultural environment.

12.  The International Club brings international and domestic students, faculty, and staff together for events such as India Night, Chinese New Year celebrations, and weekly coffee hours.

13.  The International Education Office develops exchange programs and promotes Study Abroad programs.

14.  Milne Library develops special exhibits to feature books for cultural months (e.g., Black History Month).

15.  The Office of Multicultural Student Affairs

a. Provides advocacy for any group of students with special interests.  Examples include working with members of Hillel to offer holiday programs and food, assisting students in developing the first multicultural sorority. 

b. Developed the Diversity Dialogues to promote discussion among students about diverse student populations.

c. Hoops and Hurdles of Diversity: A Don't Cancel Your Class Program offered through Career Services which presents information about living in a multicultural environment, challenging stereotypes, and understanding the role of allies.

16. Gender and Sexuality Resource Center collaborates with student organizations to provide support for women and the GLBT population.

IV. Employee Recruitment and Retention

1. The Employee Recruitment and Retention Task Force (ERRTF) is a committee of faculty and staff. It is charged with addressing recruitment and retention issues across all faculty and staff, as well as addressing issues of gender equity and the recruitment of AALANA faculty and staff.

2. The Human Resources/Affirmative Action Office supports campus efforts to recruit, hire,  retain, and promote members of underrepresented populations through the following:

a. The Office maintains an affirmative action web page that lists information about the Affirmative Action Office, the College’s Affirmative Action Policy, the SUNY Nondiscrimination Complaint Procedure, and our Sexual Harassment Policy.  In addition, there is a listing of our Affirmative Action Advisory Committee (AAAC) members and the charge of the committee. 

b. A web page is maintained that lists all faculty and professional vacancies with a link to the College Diversity Statement.  In addition, professional vacancies are listed in our employee newsletter The Bulletin or distributed on campus to all personnel through interoffice mail.

c. A variety of advertising venues are utilized to attract a diverse applicant pool for our job vacancies.  This includes, but is not limited to, the New York State Department of Labor America’s Job Bank, the New York Times web site,    Hispanic Outlook web site, and Academic Careers Online.

d. Vacancy announcements for national searches are sent to career placement offices at minority oriented colleges and universities.

e. Meetings are conducted with faculty and professional search committees to ensure that searches meet affirmative action guidelines and regulations.

f. Faculty and professional searches are monitored in relation to the College’s affirmative action goals.

g. Recruitment packets containing brochures about the College, community, local schools, activities, and businesses are available for candidates interviewing on campus.

h. As part of our outreach efforts, annual letters are sent to local and national minority and disability organizations, local and state Department of Labor offices, Veteran’s offices, local schools, employment and training offices, and career development organizations.  We encourage these offices to review our web site for employment opportunities and communicate vacancies to possible candidates.

i. The Affirmative Action Office, in conjunction with members of the AAAC, conduct nondiscrimination information sessions with campus faculty and staff.  In addition, the Affirmative Action Office conducts sexual harassment prevention information sessions with campus personnel.

j. Nondiscrimination and sexual harassment policy brochures are available directly outside the Human Resources/Affirmative Action Office and are also available at other offices throughout campus.  Both policies are distributed to all faculty, staff, and students at the beginning of each academic year.  They are also posted on our affirmative action web page.

k. Assistance and guidance is provided for employees with specific immigration needs.

3. The Affirmative Action Advisory Committee is made up of faculty and staff and its members are appointed by President Alan B. Donovan. The current charge to the committee is as follows:

a. The Committee will be advisory to the President and work closely with the Director of Human Resources/Affirmative Action Officer who is an ex- officio member of the Committee.

b. The Committee will gather information, review, and offer input about efforts currently being used on campus in the areas of recruitment and retention of employees that are designed to strengthen the cultural diversity of the campus community. The Committee will invite resource people to present and discuss relevant matters at committee meetings.

c. The Committee will serve as a sounding board for ideas, programs, policy proposals, and activities pertaining to affirmative action.

d. The Committee will continue to gather information about the College’s success in providing a bias free environment.

e. The Committee will assist the AAO to produce programming related to the professional development of employees, the role diversity and affirmative action on a college campus, and promoting a bias free work environment.

f. The Committee members will work as reviewers of plans, programs, policy proposals, and activities; as reporters of information flowing from constituents they represent; and as advocates and promoters of ideas and ideals affecting affirmative action and cultural diversity.

g. The Committee will communicate recommendations to the President and AAO in writing for inclusion in the Affirmative Action Plan.

V. Initiatives for Students and Employees

1. The Diversity Advisory Council is a committee of students, faculty, and staff who were appointed by President Alan B. Donovan. The initial charge to the Council is as follows:

a. To meet and consult with the President on a regular basis.

b. To develop and recommend a vision and strategic plan for enhancing the climate for diversity and fostering a bias-free environment on campus.

c. To maintain a comprehensive record of all activities on campus dedicated to promoting diversity.

d. To recommend methods for assessing the climate for diversity on campus and then make recommendations regarding the findings of these assessments.

e. To aid the President’s Cabinet in working with outside consultants/organizations who would work with the College in conducting educational seminars and other developmental programming.

f. To perform other duties as requested by the President.

2. All offices and programs in the Division of Student Development participate in an on-going diversity assessment project. This project includes assessment of services, materials, and programs to identify any barriers based on race, sexual orientation, gender, ability, religion, or socioeconomic class. Each office and program is required to develop plans to eliminate any barriers that are identified and to address needs for training and staff development.

3. Oneonta Auxiliary Services supports diversity programming through financial support for the Office of Multicultural Student Affairs, Office of International Study, Poetry Slam, EOP, et al.

4. Sodexho’s Integrated Diversity Strategy is a corporation-wide program that addresses customer/client needs, provides training for employees, and develops relationships with partners in the community.

5. In the University Police Department, the John Jay School of Criminal Justice and the N.Y.State Office of Attorney General provide training on diversity and bias crime investigation.  UPD also has representatives on the President’s Council on Diversity as well as the Otsego County Community Awareness Task Force.

6. Office of Computing and Telecommunications supports economically disadvantaged students through a loan program of laptop computers.

7.  The Office of the Registrar, in collaboration with the Office for Students with Disabilities, has taken several steps to address the needs of students with mobility and visual impairments and/or learning disabilities.

a. In a recent remodeling of the office, a new customer service area was designed to allow greater accessibility for those with mobility impairments.  The office will install directional signs with Braille to serve those who are visually impaired.

b. In an effort to assist those with learning disabilities, signs are posted where forms are displayed area and inside the office offering assistance to anyone who needs it when completing any forms. 

c. Forms online in PDF format to enable students with motor difficulties to complete the forms online and then print them.

d. The webpage is reviewed periodically to ensure that it is in compliance with ADA standards.

8.  Residential and Community Life has initiated mandatory “Confronting Bias” training for resident advisors and residence hall directors each semester.  Resident advisor training also includes the Tunnel of Oppression, an experiential program.

Page last updated 7/25/05

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