Access, Success and Equity

Issues related to demographics: which students, faculty, and staff participate in the institution, as well as how they participate; their success completion and the patterns of participation-major, campus role, etc.

1. Increase enrollment and academic success of diverse and underrepresented undergraduate and graduate students.

1.1. Develop a data-based recruitment plan based on research regarding the reasons college-ready underrepresented students decide to pursue undergraduate education from other four-year institutions.

1.2. Develop a data-based enrollment management plan to help recruit, retain and graduate underrepresented students in four years.

1.3. Identify barriers to academic progress and achievement of diverse and underrepresented students by analyzing exiting data and obtaining additional data by conducting a mixed method study to learn about the characteristics of underrepresented students who have had satisfactory and unsatisfactory experiences trying to earn an undergraduate degree at Missouri State.

1.4. Administer an academic advising satisfaction survey to students and utilize the data from that survey along with existing data to enhance advising for all students, with attention to the differing needs of students from diverse and underrepresented groups.

1.5. Involve diverse, first generation, low-income, and underrepresented students in undergraduate research and experiential learning opportunities, evaluate the extent to which such opportunities are utilized, and communicate to students the importance of such experiences.

1.6. Complete a benchmark study to identify access and other P-16 partnership programs that have successfully expanded academic program participation and completion by underrepresented students and develop and expand comparable programs at Missouri State.

1.7. Make campus facilities accessible by all populations regardless of disability status, gender identity, or other underrepresented status.

1.8. Make campus facilities inclusive and available for religious, cultural and other uses by all members of the campus community.

2. Ensure diversity of faculty and staff.

2.1. Implement robust efforts to recruit, hire, and retain employees from underrepresented groups at all levels of the university, including the most senior levels and high visible positions.

2.2. Develop university-side protocol to implement cultural competency/consciousness professional development training opportunities for faculty, staff and students.

2.3. Include demonstrated competence and commitment to diversity as a core requirement in all job descriptions.

2.4. Revise policies to clarify that the university expects a diverse pool of candidates for any search and will evaluate all searches for such diversity.

2.5. Develop programs to establish alternative pathways to increase and retain underrepresented faculty and staff (e.g. pre-doctoral felllowships, visiting faculty, grow-your-own, etc.).

2.6. Implement workplace policies and work-life initiatives aimed at retaining faculty and staff.

2.7. Encourage diversity goals in staff Appraisal and Development Plans to be meaningful assessments of the employee's demonstrated cultural competence.

2.8. Encourage academic units to develop processes to assess faculty's demonstrated cultural competence through faculty tenure and promotion policies, performance evaluations, or otherwise.

2.9. Encourage academic units to assist new faculty members in establishing meaningful relationships with experienced ranked faculty members.

2.10. Implement a process for ongoing evaluation of retention factors to determine best practices and policy changes where needed (e.g. focus groups, exit interview data, etc.).

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