Looking Back, Looking Forward: Taking Stock of
Our Progress on Diversity
Office of Inclusivity, Diversity, Equity, and Student
Success (IDEASS)
Board of Regents Meeting
1
Today, we will share and discuss…
A Brief History of Our Diversity Efforts
Demographics & Workforce Implications
Progress Made to Date
Future Directions
2014 IDEASS
1
The Board of Regents has played a critical role in establishing and
maintaining the UW System’s commitment to diversity
Design
for
Diversity
Plan
2008
Inclusive
Excellence
2014 IDEASS
BOR Res. 4041
Directed the President and UW institutions to begin
implementing a plan that was to increase access to higher
education for minorities and by extension their “full
participation in society”.
BOR Res. 7692
Directed the President and UW institutions to continue their
diversity efforts, validating the role that UW System should
play in closing opportunity gaps for students of color.
BOR Res. 8970
Directed UW System to develop and implement a “diversity
scorecard.”
March, 2009
Board endorses tenets of Inclusive Excellence.
2
Initially, there were two ten-year strategic plans directing the
diversity efforts of UW System and its institutions
Design for Diversity
Plan 2008
(1988-1998)
(1998-2008)
 Established a comprehensive,
system-wide approach to increasing
diversity with a ten-year timeframe
 Developed collaboratively through a
“bottom-up” approach with
considerable input from the campuses
 Institutions were expected to meet
seven core goals set by UW System
 Also set seven goals; emphasis on
hiring, precollege, recruitment,
retention, and graduation
 Key groups served by the plan:
minority and economically
disadvantaged students as well as
faculty
 Established UW System as the key
resource for professional
development and training in the area
of diversity
2014 IDEASS
 Same key groups served by the plan
 Set another ten-year timeframe for
achieving results with a midpoint review
at the five-year mark
3
In 2010, the UW System adopted a planning process known as
Inclusive Excellence (IE)
Inclusive Excellence
 Campus-driven approach:
institutions define their key goals,
strategies, and targets
 Operates under a broader
definition of diversity
 Three key foci: culture & climate,
equity in outcomes, and
compositional diversity
 No specific timeframe; work is
iterative and has no end
 Clear emphasis on integrating
diversity into the mission and
culture of the institution
2014 IDEASS
4
Inclusive Excellence is founded upon six guiding principles
Principle
Description
Core to mission
Diversity is central to institutional life as a key organizing
principle around which other institutional decisions are made
Widespread engagement
Everyone has a role to play.
Close attention to students
Different students require different forms of support.
Joint pursuit of diversity and
excellence
Excellence and diversity are interconnected and
interdependent. Excellence must be measured by equity,
inclusion, and superior performance.
Implementation matters as
much as strategy
IE plans/strategy are only as good as the action which carries
them out into tangible outcomes (e.g. success is measured by
the change made towards equity and inclusion).
Dual focus
Focus on both increasing compositional diversity and creating
learning environments (culture) in which students of all
backgrounds can thrive.
2014 IDEASS
5
Today, we will share and discuss…
A Brief History of Our Diversity Efforts
Demographics & Workforce Implications
Progress Made to Date
Future Directions
2014 IDEASS
6
The shifting demographics of our state provide a key rationale for
why we need to continue pursuing diversity within the UW System
Wisconsin Population by Race/Ethnicity
18.0%
16.4%
16.0%
15.5%
14.0%
12.0%
11.8%
American
Indian/Alaska
Native
10.0%
Asian/Pacific
Islander
8.8%
8.0%
6.0%
5.0%
4.0%
1.9%
2.0%
0.0%
1.1%
0.8%
1990
2014 IDEASS
5.7%
6.3%
6.5%
6.3%
5.9%
Black
Hispanic or Latino
3.6%
1.7%
0.9%
2000
2.3%
1.0%
2010
2.5%
All Persons of Color
1.1%
2013
7
The population of Wisconsinites moving through the educational
pipeline will become increasingly more diverse over time
Wisconsin High School Graduates by Race/Ethnicity
(1996-2027)
30%
26%
25%
American
Indian/Alaska Native
20%
19%
Asian/Pacific Islander
15%
Black (non-Hispanic)
11%
10%
7%
5%
4%
1%
Hispanic
8%
6%
All Persons of Color
2%
1996
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
2016
2017
2018
2019
2020
2021
2022
2023
2024
2025
2026
2027
0%
2014 IDEASS
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Maintaining a robust workforce within our state will be dependent
on our ability to educate more students from diverse backgrounds
2013 Wisconsin Employment Status
(aged 16 yrs and older)
80%
70%
67.3%
69.0%
62.7%
White
60%
50%
Black or African
American
40%
Hispanic or
Latino
30%
20%
15.0%
10%
14.5%
5.8%
0%
Civilian Labor Force
2014 IDEASS
Unemployed
9
The UW System and its institutions are uniquely situated to help
young people move through the pipeline from school to career
Stronger Workforces
Grade
School
Middle
High
Grade
School School
School
College
Stronger Businesses
Stronger Communities
Precollege Programs
Bridge Programs
Flex Options
Holistic Admissions
Inclusive Excellence
Liberal Education &
America’s Promise
Prior Learning
Assessment
2014 IDEASS
10
We are also guided by our mission as a public System of higher
education to ensure a quality education for all students
The mission of the University of Wisconsin System is to…serve
and stimulate society by developing in students heightened
intellectual, cultural, and humane sensitivities, scientific,
professional and technological expertise, and a sense of
purpose.
2014 IDEASS
11
Today, we will share and discuss…
A Brief History of Our Diversity Efforts
Demographics & Workforce Implications
Progress Made to Date
Future Directions
2014 IDEASS
12
How have we been doing? In terms of access, we now enroll more
students of color than we ever have before
Progress to Date: Undergraduate Enrollment by Race/Ethnicity
7,000
6,647
6,000
5,000
4,655
4,000
3,000
2,000
1,000
-
3,540
2,919
3,255
2,008
2,549
1,467
722
528
692
146
75
88 89 90 91 92 93 94 95 96 97 98 99 00 01 02 03 04 05 06 07 08 09 10 11 12 13
2014 IDEASS
501
African American
American Indian
Southeast Asian
Native Hawaiian
Hispanic/Latino
Two or More Races
Other Asian
13
In terms of success, students of color are earning degrees from our
institutions in greater numbers than they have previously
Total Degrees Conferred to Students of Color at All Levels
4,000
3,695
3,500
3,000
2,500
2,000
1,500
1,000
910
500
-
2014 IDEASS
African American
American Indian
Southeast Asian
Native Hawaiian
Hispanic/Latino
Two or More Races
Other Asian
14
In FY 2012-13, the amount of GPR funding spent on M/D programs
totaled nearly $27 million dollars or 1.1% of the budget
2012-13 M/D Program GPR Funding: $26.9m
Fund 402 M/D
Appropriation 20.285
(4) Expenditures,
$8,107,453 (30%)
Other State Funds
Reallocated to M/D
Programs,
$18,817,260 (70%)
2014 IDEASS
Total 2012-13 GPR/Tuition
Funding: $2.412 billion
M/D GPR:
1.1% of budget
15
For FY 2012-13, here are our overall investments in M&D programs
regardless of funding source
TOTAL FUNDING: $64,839,929
$8,107,453
13%
$18,817,260
29%
Institutional Scholarships
$21,597,326
33%
$16,317,890
25%
2014 IDEASS
Fund 402 M/D Appropriation
20.285 (4) Expenditures
Extramural Funds
Other State Funds
Reallocated to M/D Programs
16
Today, we will share and discuss…
A Brief History of Our Diversity Efforts
Demographics & Workforce Implications
Progress Made to Date
Future Directions
2014 IDEASS
17
Despite our successes, challenges persist (1/2)
Underrepresented Minority Students: Retention Rate Gap
90%
80%
11%
8%
98-00
01
7%
9%
10%
11%
02
03
04
05
8%
7%
7%
6%
06
07
08
09
7%
8%
10
11
9%
70%
60%
50%
40%
30%
12
Entering Class of Full-Time Fall New Freshmen
URM
2014 IDEASS
Non-URM
18
Despite our successes, challenges persist (2/2)
Underrepresented Minority Students: 6-Year Graduation Rate Gap
90%
80%
70%
60%
50%
23%
23%
98-00
01
21%
22%
23%
21%
21%
19%
02
03
04
05
06
07
40%
30%
08
09
10
11
12
Entering Class of Full-Time Fall New Freshmen
URM
2014 IDEASS
Non-URM
19
Moving forward, we need to continue focusing intensively on the
five areas that have been identified as critical to student success
Key Areas of Focus
 Leadership Commitment
 Data Usage & Routines
 Strategies
 Stakeholder Engagement &
Relationships
 Resources
2014 IDEASS
20
During the October 2014 Board of Regents meeting we will share
and discuss…
Campuses’ Key IE Goals & Strategies
Current Progress on
Campuses’ IE Efforts
Challenges & Opportunities
Campus Visits
2014 IDEASS
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Questions?
2014 IDEASS
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