The University of Virginia is launching an initiative to deepen our understanding of diversity, and to engage in innovative thinking about how to respond to the changing needs of our communities. Roundtables in eight topic areas will serve as mechanisms for engaging in critical discussions over the next year about the ways in which the University creates an inclusive environment, and treats and responds to its diverse community. This roundtable format will allow students, faculty, staff, and community members to examine the current status of diversity at the University of Virginia, to determine where we would like to be, and to identify and plan the steps necessary to achieve our goals. On February 18th, the University of Virginia invites members of our communities to learn from others in the field of higher education about critical examinations of diversity in the academy, and to begin on February 19th an examination of diversity, culminating in an Internal Colloquium in the spring of 2001.
Please visit the August 1999 REPORT ON GENDER EQUITY AT THE UNIVERSITY OF VIRGINIA.
The University exists in a larger community context. The relationship
between an institution and its surrounding community shapes the climate
for all constituents. The multiple realities of the town-gown relationship
will be the focus of this group, which should consider current and past
relationships, as well as commerce, arts, safety and security concerns,
and the roles of women and minorities in leadership positions. This
group may wish to examine models of interaction at other institutions
of higher education and their respective communities.
Curriculum and pedagogy are at the center of the formal educational process and influence the culture of an institution and the interaction of all of its members in profound ways. This group will look at departmental requirements and interdepartmental concerns, as well as individual courses and teaching and learning styles. Such issues as incentives and release time/pay for teaching faculty to engage in curricular transformation, as well as initiatives such as Virginia 2020 and interdisciplinary collaboration, may be evaluated. Assessment, evaluation, and benchmarking with other institutions and professional organizations such as the ACE and the AAHE may provide important insights for the direction of this group.
Fostering and retaining a diverse faculty and staff is a top priority of the University. Programs and procedures created for faculty and staff recruitment, hiring, retention, and promotion should be reviewed for effects on women, minorities, and underrepresented groups. Issues of major concern include equal opportunity programs, partner placement, mentoring, and evaluation of nontraditional research, skills, and styles, as well as the availability of research/teaching opportunities, summer support, and funding for post-doctoral fellows. This group may assess the commitment to equal opportunity and affirmative action across departments, offices, and programs.
Governance skills and styles and the process of leadership selection have direct relevance for women, minorities, and underrepresented groups. This group will explore the role and responsibility of leadership in promoting diversity and multiculturalism, as well as in capitalizing upon non-traditional expertise and leadership. In addition, this group will examine the representation of diverse perspectives and backgrounds in positions of leadership and governance. This group will also assess and evaluate current models of leadership as they relate to the University of Virginia.
Physical space, environment, and the location of buildings and offices directly impact the status of and climate for women, minorities, and underrepresented groups. The location of offices such as the Women’s Center, the Offices of African American Affairs, Equal Opportunity Programs, the American Disabilities Act Coordinator, and Human Resources, in addition to student housing choices and institutional assignment, are issues to be considered. In addition, the group may explore images conveyed by décor and environment as well as safety and security, and access to all buildings.
The operational policies and procedures of an institution, such as affirmative action, benefits, compensation concerns, hiring policies, and grievance procedures, impact the climate for women, minorities, and underrepresented groups and should be reviewed for effective and improvement. A review of federal and state law compliance issues and recommendations from previous reports, task forces, and committees charged with examining the status of women and/or minorities may inform the discussion. This group will work collaboratively with other roundtable groups, and may need to work with departments, offices, and schools to address equity of policies and procedures.
Student affairs practices shape the out-of-classroom experiences, growth, and development for all students. This group will engage in a structural examination of the contemporary components of a student affairs model, and offices and departments that affect student life. Definitions and concepts of student development, leadership, involvement, satisfaction, and student self-governance will be assessed for the impact each has on diverse members of the student body. This group will also examine the climate created by student life organizations, such as The Judiciary and Honor Committees, Student Council, the Residence Life, Greek Life, and others. The group may explore new theoretical developments to inform current practices.
Academic and academic support programs and procedures created for student recruitment, enrollment, retention, and graduation will be analyzed for effectiveness and opportunities for improvement. Particular focus should be given to programs affecting women, minorities, and underrepresented groups among the undergraduate, graduate, and professional student bodies. Issues of concern include affirmative action, financial aid, academic resources and support, and quality of intellectual life. This group may collaborate with offices and departments to compare support services (e.g. Offices of Admissions, African-American Affairs, the Women’s Center, computing services, and libraries).
