• Diversity Conference: (See attached Conference Report) A request for volunteers from the university community was issued by the UDC Co-Chairs, and a number of faculty and stafff responded. This subcommittee was responsible for creating and implementing a diversity conference during the Spring of 1999, Most of last year's volunteers from throughout the university continued to serve on this committee. A few new members joined. Sue Brotherton served as chair for the second year.
• Events Subcommittee: This subcommittee continued with the responsibility of issuing a call for proposals from within the university for funding for co-sponsorship of programs and events that promote diversity. THe proposal form for this year's funding requests was improved and was also placed online as part of the UDC Web page. The UDC decided to continue funding a maximum of $500.00 for co-sponsored programs. Members os the subcommittee included John Futch, Jean Peacock, Mary Moya, Ching-Hua Wang, and Abbake Amaira.
• Home Page Subcommittee: This subcommittee continued to update the UDC Web page for this campus. The subcommittee requested and received continuing funds from the UDC to maintain and upgrade the home page. Student assistants were hired and continued to enhance the page. The UDC Home Page is connected to the national Diversity Works network that includes approximatedly three hundred other colleges and universities. This network is sponsored by the Association of American Colleges and Universities and includes faculty and staff from the Lily Endowment diversity project, and institutions beloinging to the following consortia: WICHE (Western Interstate Commission of Higher Education), Washington Center for Improving the Quality of Undergraduate Education at Evergreen State College, ACM (Associated Colleges of the Midwest) and GLCA (Great Lakes College Association). The subcommittee consisted of Xiwen Zhang and Sam Romero.
• Awareness/Staff Development: This subcommittee continued its work of developing and presenting awareness/staff development programs on diversity to the university community. Programs carried out by the subcommittee are described below in another section. The subcommittee consisted of Dale West, Karen Logue, Sue Brotherton.
• Diversity Awards: This subcommittee was formed as a separate committee from th Events subcommittee this year because of the magnitude of work involved in the re-writing and distribution of the nomination forms and the selection process from which five candidates were selected to receive awards for their significant contributions to further the cause of issues of diversity at CSUSB. The subcommittee consisted of Milton Clark, Mary Moya, Ching Hua Wang and Jason Colby.

1. Goal One - Campus Climate, Tier 1

   • Tier Ia:
     Staff training - The most substantial progress has been made in this goal. The UDC supported 13 staff and faculty to be trained as Diversity Awareness Trainers in order to resume staff training sessions. This cohort has been mentored prior, during, and after their official 4-day training program at The National Multicultural Institute, Washington, DC.. As a cooperative effort with Human Resources, staff training will begin January 2002.

     We would like to acknowledge that this progress would not have been possible without the hard work and cooperation of Human Resources in general and Susan Berilla in particular.

   • Tier Ib:
     Ombudsperson - Although the campus has adopted a system meant to fill the role of an ombudsperson, the UDC has deep concerns about the effectiveness of the current system. Briefly, the administration has developed a list of people who are designated as contact people who would field the kinds of problems typically addressed by an ombudsperson. Campus awareness of the list is limited, at best. Those on the list have received no special training for the job, and there are serious questions about the approachability and therefore suitability of some of the people on the list. These concerns have been expressed to the administration and a UDC sub-committee was formed to make further recommendations.

   • Tier Ib:
     Freshman seminar - After strong recruitment efforts, the UDC was unable to secure a faculty member to work on the revision of the seminar. It was also determined that the seminar could not be made mandatory nor would it be feasible to staff or house such an extensive.

   • Tier II, IIb:
     Expand the recognition of faculty and staff for their contributions to diversity - The UDC solicited award nominees, as has been done in past years, selected awardees, and held a reception in their honor. See Attachment B for a list of all awardees.

2. Goal Two - Equity

   There are no Strategies under Tier 1 of this goal.

   • Tier IIa:
     Institute orientations to inform all search committees on the legal and responsibilities in recruitment and hiring as related to Goal Two - Recruitment committee members are requested to meet with a representative of the Academic Personnel Office to review relevant policies, regulations, and legal issues of the recruitment process.

     The issue of hidden bias in hiring and promotion was touched upon in the Stepping Stone II Diversity Training, which was required for all CSUSB supervisors. The relation of this strategy to non-academic hires will be explored.

   • Tier IIb:
     Implement exit interview procedures for all employees terminating employment - (uncertain what to say here!)

3. Goal Three - Student Recruitment and Retention, Tier 1

   No activity monitored.

4. Goal Four - Communications and Interactions

   • Tier Ib:
     Increase funding for the Cross-Cultural Center - John Futch reported to the UDC that this goal was accomplished through increased student fees. We wish to commend the administration and especially the students for their support in making this a reality.

   • Tier IIc
     

     Provide greater prominence to the "Diversity Home Page" from the campus home page

     - This particular objective was not accomplished; yet the UDC continued financial support of the expansion and maintenance of the Web page. It has developed into one of the most comprehensive on-line diversity resources available.

   • Tier IId and Goal Six (TierIId):
     Expand and Increase support of the Annual Diversity Conference - Even though this is one of the objectives identified in the Diversity Strategic Action Plan, there was no additional funding outside of the funds provided by the UDC. The UDC submitted a request to fund the conference out of the "President's 20%" monies, but it was not funded for AY 2001-2002.

     The Annual Conference was held May 2001. For the first time, a special mini-conference was held concurrently. Youth from several middle schools associated with the campus GEARUP program were bused to campus and participated in their own diversity workshops and events. Due to low attendance and the intense human resources required to offer this event, the UDC will revisit future conferences. Detailed data is available upon request. Beginning discussions of alternative efforts have been initiated.

5. Goal Five - Diversity in the Classroom and the Curriculum

   • Tier Ia
     

   • Faculty training and involvement
   - Several faculty members were part of the above mentioned cohort of those trained to be trainers. This may be a small accomplishment yet; it represents an increased interest and effort from faculty.

   Paul Vicknair attended a UDC meeting to discuss possibilities of higher faculty involvement in diversity training. Rowena Santiago continued to advance diversity issues through the Teaching Resource Center. A luncheon was held for new faculty to discuss diversity issues and concerns. There continues to be a once-per-year training regarding creating an inclusive classroom.

   As an effort to increase faculty involvement, the UDC created a new Diversity Grant Initiative. This involved creating criteria for evaluation, publication of the grant opportunities, review of the proposals, and recommendations to the whole committee. This was accomplished in a most time sensitive manner. Five grant requests were submitted. The UDC funded three grants for a total of $5,665.00. See Appendix C for additional information regarding these grants.

   The UDC invited Michelle Golden to speak to the committee about Service Learning programs and classes. Service Learning is a fairly new endeavor at CSUSB and incorporating a diversity component or requirement for students is not only an appropriate "fit" but also works to increase student involvement in diversity activities. The relationship between the University Diversity Committee and Service Learning will continue to evolve as Service Learning becomes established in a more formal context here on campus.

6. Goal Six - Community Interaction

   • Tier I
     There are no Tier I strategies under this goal.

   • Tier IIe:
     Recognize that every campus event is an opportunity to promote diversity and multiculturalism -

Committee Meeting Guests:

Over the course of the UDC's concerns, tasks, and information seeking, the following persons were invited to attend meetings:

• Dr. Albert Karnig, President
• Chani Beeman, Coordinator, Student Technical Support,
• Academic computing & Media
• Susan Berilla, Human Resources
• Lieutenant Manuel Castro
• Michelle Golden, Coordinator Service Learning
• Patricia Little, Assistant Professor, Sociology
• Chief Stephen Nowicki
• Rowena Santiago, Teaching Resource Center
• Detective Samuel Sarmiento
• Dale West, Director, Human Resources
• Clifford Young, Assistant to the President