The unit needs to examine the kinds of processes that shape the discussions

The unit needs to examine the kinds of processes that

This preview shows page 33 - 34 out of 37 pages.

selected. The unit needs to examine the kinds of processes that shape the discussions with an eye to developing deliberative processes that lead to fair decision-making. The activities of search committees are advisory. If any pattern of resistance exists, leadership should intervene. Minority Affairs Overall Assessment The Office of Minority Affairs (OMA) is structured to be a campus leader in diversity initiatives. As its report states, “all personnel in this office are expected to keep minority/diversity issues in all their planning and implementation [of] work.” Its leadership structure is very diverse. Most of the OMA are persons of color, and most are women. This type of diversity provides a “cadre of role models for the wide variety of students that [OMA] serves.” Ten staff members left the unit during the previous academic year, 90% of whom were female. The report suggests that some retired and some may have been involuntarily terminated. Typically, the unit does not offer exit interviews for those in the aforementioned categories. The unit does offer ongoing professional development and routinely schedules guest speakers for its staff meetings. Exceeding the University’s goals, OMA purchased 20.19% of its goods and services from minority vendors with a goal for future purchases of 20% - 25%. Progress OMA has increased its Hispanic presence and programming. A federal CAMP grant has helped the unit to become more visible in dispersed migrant communities in Texas, California, and Florida. The unit also has extended its recruitment efforts to Puerto Rico. The Office has also worked more closely with the Native American community, including the co-sponsorship of a powwow. Currently, OMA is moving forward with its collaboration with Asian/Pacific Islander student communities. OMA has been able to expand its vision without decreasing emphasis on other distinctive projects, such as its project on the recruitment and retention of black males. During 2003-03, OMA took specific actions to address climate issues for GLBT populations. Working with the Office of Faculty/TA Development, OMA administered a staff climate assessment to 71 of its staff members and received an 87% rate of return. In response to questions related to perceived unfair treatment or harassment, the survey found that persons in OMA overwhelmingly believe (92%) that OMA does a fair and equitable job in regard to all of its constituents. In order to monitor its climate, OMA plans to re-administer this survey every 2-3 years. Response to Recommendations OMA responded to each of the Council’s recommendations in ways that were comprehensive and instructive for the Council’s own thinking about diversity issues. OMA is keenly aware of its ongoing and future challenges: the re-evaluation of its programs in light of the University of Michigan decision; the need for a “Success Challenge” grant to provide more widespread tutoring; and OMA’s role in helping to increase minority applications.
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