1. Goal One - Campus Climate, Tier 1

   • Tier Ia:
     Staff training - This goal continues to be addressed with major efforts by Human Resources and the UDC. A second "wave" of five CSUSB employees received assistance to attend a 4-day training program at The National Multicultural Institute, Washington, DC. Three attended advanced training, while one person received beginners training. This expanded the pool of facilitators ready to conduct staff training sessions to a total of 15 trainers. The cohort continues to be mentored prior, during, and after their official training and as they facilitated training sessions of their own.

     As a cooperative effort with Human Resources, staff training began January 2002, with a total of 331 State, Foundation, and Student Union employees attending one of the 13 sessions conducted. Each session was co-facilitated by two trainers from the trained cohort.

     A Stepping Stone II specialized diversity workshop was designed and required for CSUSB supervisors. This workshop focused on cross-cultural mediation and supervisory bias. A total of six workshops were held with 93 supervisors participating. Clearly, great progress has been accomplished in meeting this particular goal.

   • Tier Ib:
     Ombudsperson - This strategy of Goal I has been of deep concern to the UDC; so much so that a special focus subcommittee was formed to fact-find and provide leadership regarding a campus ombudsperson. The Committee researched other CSU's campus policy and positions, which have someone who serve as an ombudsperson. At CSUSB, there continues to be confusion regarding the role, responsibilities, and campus awareness that such a person is available to deal with students, staff, and faculty. This task will be of a high priority in AY 2002-2003.

   • Tier Ib:
     Freshman seminar - As reported last year, it was determined that the seminar could not be made mandatory nor would it be feasible to staff or house such an extensive endeavor.

   • Tier IIa:
     Develop a plan to enhance the climate for lesbian, bi-sexual, gay, transgender students, faculty, and staff - The UDC funded a Diversity Grant Research Initiative for the development of a Transgender Liberation course. As there continues to be reported campus hate incidences against students, faculty, and staff, the UDC will work to advance of this goal strategy in the future. It was suggested that there be some revision to the mandatory staff diversity training curriculum which would allow for a greater emphasis toward this minority population. This will be accomplished in AY 2002-2003.

   • Tier 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 honored five contributors to diversity advancement. This was an increase of two recipients from the previous year. A campus-wide reception was held to acknowledge the honorees. Announcement of this award recipients has become a standard part of President Karnig's convocation address.

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 Ia:
     Increase scholarship for economically disadvantages student - Representatives from the Financial Aid Office gave presentations to the UDC regarding policies, formulas, and disbursement of scholarship funds.

   • Tier Ib:
     Increase the number of endowed need-based scholarships form 12 to 50 and increase the amount of the scholarship to $2,000.00 each per year - A representative from the Development Office gave a presentation to the UDC. The development Office raised 1.5 million dollars over the last two years. It was reported that endowers wanted to assist needy students. Sustained progress has been made and the UDC will continue to monitor.

   • Tier II
     These strategies will be addressed AY 2002-2003.

4. Goal Four - Communications and Interactions

   • Tier Ia:
     Incorporate CSUSB's "Statement of Commitment to Diversity" and the "Sexual Harassment Policy" in a prominent place in each of our major publication, including electronic publications - The Diversity Statement was posted on BB and it was posted around campus. The sexual harassment statement is distributed at the new student orientation and at the new staff orientation. The committee will continue to explore a wider communication of the diversity statement.

   • Tier Ib
     Increase funding for the Cross-Cultural Center - It was reported to the UDC that this goal has been met and surpassed through increased student fees. The center expects to receive $91,000 each year from student fees. This increase allows for greater service, events, status, and expansion.

   • Tier IIa:
     Expand electronic communication that is accessible; encourage departments to develop electronic home pages - As evident by the CSUSB website, almost all departments now have a home page. The challenge is the cost and time needed to maintain up to date information on the home pages. There is no systematic process to monitor this activity, as it is the responsibility and desire of each department to meet this challenge.

   • Tier IIb:
     Bring back the print version of "Friday Bulletin"

   • Tier IIc
     Provide greater prominence to the "Diversity Home Page" from the campus home page - This strategy has been met with the new link from the university website to the Diversity home page. 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 (Tier IId)
     Expand and Increase support of the Annual Diversity Conference - During AY 2001-2002, the UDC formed a focus subcommittee to explore the feasibility and appropriateness of another conference. The subcommittee proposed a new format event, that of a "Diversity Summit." The purpose was to be to gather campus, community, public and private leaders together to identify diversity resources, needs, and future direction. A Summit Committee was formed to chair the event. Unfortunately, due to lost leadership, the event was not held.

   The UDC will revisit the idea of a Summit during AY 2002-2003.

   • Tier IIe-g:
     These Strategies to be addressed AY 2002-2003.

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

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

     As in past years, Dr. Brotherton, UDC Co-chair, made a presentation about campus diversity issues at the New Faculty Lunch Series.

     The continued offering and funding of Diversity Research Grant Initiatives by the UDC has been of major contribution to this strategy.

     Rowena Santiago, Director of the Teaching Resource Center, continued to advance diversity issues through the TRC. There continues to be a once-per-year training regarding creating an inclusive classroom.

   • Tiers IIa & c:
     Not addressed

   • Tier IIb:
     Establish a Faculty Senate committee to promote diversity and multicultural issues for the entire university curriculum - The UDC Co-Chairs met with the Faculty Senate Executive Committee to explore potential ways to promote diversity and multicultural issues for the entire university curriculum. Although met with some bewilderment as to such a need, the dialogue began.

6. Goal Six - Community Interaction

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

   • Tier IIa-f:
     These strategies deal with creating a sense of ownership of the university with minority communities and bringing these communities onto campus, as well as forming solid partnerships between the university and minority group - Outreach and Recruitment Office, Saturday Academies sponsored by the Cross Cultural Center, and GEAR-UP Inland Empire grant activities are making successful progress toward the spirit of these strategies. The UDC recognizes the need to continue moving forward in these efforts.

7. Goal Seven - On-going Assessment and Evaluation of Commitment to Diversity

   • Tier IIa:
     Divisions and colleges submit annual report reflecting their accomplishments in meeting diversity goals. This was not addressed during AY 2001-2002.

   • Tier IIb:
     Conduct campus-wide survey on diversity and make appropriate changes as a result of those findings. As of the close of AY2001-220, the UDC had just begun addressing aspects of this Goal. Mr. Ross Moran visited the committee and discussed SNAPS survey results as well as future diversity surveys scheduled. The results showed the climate at CSUSB to be favorable when compared to other CSU campuses. Dr.s Marx and Little have been conducting a survey dealing with homophobic and racial attitudes across social classes (on CSUSB campus) and the committee will invite them to share the results next year.

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
• Rowena Santiago, Teaching Resource Center
• Clifford Young, Assistant to the President
• Susan Berilla, Human Resources
• Ross Moran, Institutional Research
• Roberta Albert, Financial Aid Office
• Elva Salgado, development Office