Diversity Strategic Plan 2010-2015

Introduction

 Our institutional commitment to diversity is based on research that suggests that a broad campus investment into diversity is related to increased recruitment and retention of students, faculty and staff from under-represented groups.

Captured in the 2010-2015 Strategic Plan for the University of Scranton are three meaningful terms: Cura Personalis (care for the whole person), Magis (the pursuit of excellence), and Rei Solicitudo (Stewardship). This strategic plan directs toward increasing diversity on campus and to expanding opportunities for multicultural experiences for our community.

In an increasingly diverse environment, how can we strive for Magis, remain sensitive to Cura Personalis, while keeping our eyes on the Rei Solicitudo? Research shows that effective diversity management leads to improved individual and institutional performance (Kochan et al, 2003). Where this is the case, it has been observed that the institutions that optimize the differences of the workforce in valuing divergent and multiple perspectives can demonstrate growth (Kochan et al. 2003). This is often coupled with policies and corrective measured that extend protections to the workforce so that the work environment and in our case the learning environment is a less intimidating and a more nurturing place to work and learn. Such an environment fosters innovation and a healthy sense of confidence and competition which in turn improves performance.

In an environment of tight budgets, the tactical plan is designed to provide a guide on how we stay on the competitive edge while keeping an eye on the bottom line. It also keeps us focused on ways we can train our students to respond to global challenges, nudge them toward innovative scholarship, and model conservation of resources.

For the purpose of this document, key terms are defined as follows:

  • Equity: a set of policies and principles, grounded in the Jesuit notion of (social) justice, ethics and fair play.
  • Diversity: differences between and among individuals based upon (but not limited to) gender, race, ethnicity, cultural background,  class, sexual orientation, ability or disability.
  • Inclusion: full participation in scholarship, research, career development, athletic and social activities sponsored by the University and its partners.
  • Minority: (as it refers to students, staff & faculty) – based on the national census, this term refers to any individual who is non-white i.e. Asian, Black, Latino/Latina, Native American or “Other”.
  • Underrepresented: referrers to the individuals described as minorities (through race, culture, language, national origin, religion and sexual orientation), women, covered veterans, individuals who are differently abled as well as first generation college students.
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