GOVERNING BOARD
APRIL 10, 2007
MINUTES

 

A work session  was scheduled to be held at 4:00 p.m. in the Rio Conference Center at Rio Salado College in Tempe, Arizona, pursuant to A.R.S. §38-431.02, notice having been duly given.

PRESENT

GOVERNING BOARD
Linda Rosenthal, President
Don Campbell, Secretary
Colleen Clark, Member
Jerry Walker, Member
Scott Crowley

ADMINISTRATION
Rufus Glasper
Anna Solley
Maria Harper-Marinick
Pete Kushibab
Al Crusoe

Ken Atwater               

Debra Thompson

Mary Kay Kickels

Ginny Stahl for Art DeCabooter

Velvie Green

Maria Hesse

Linda Thor
Gene Giovannini

Augustine Gallego

Steve Helfgot
Patricia Adame-Cardenas for Wayne Giles

 

Attendance: Approximately 70

WORK SESSION  (4:10 p.m. through 7:05 p.m.)

Governing Board President Linda Rosenthal welcomed those in attendance to the annual diversity monitoring session intended to receive information as to where the organization stands and hopefully gather good information for a strategic plan after time for introspection.

 

Rory Gilbert, Manager of Diversity Initiatives and facilitator for the afternoon’s work session, explained how the agenda would proceed.  She called attention to copies of the Diversity Monitoring Report at each table for those that did not receive advance copies.  She stated she hoped everyone had been able to review the AAC&U article titled Making Excellence Inclusive:  Toward a Model of Inclusive Excellence and Change in Postsecondary Institutions.

 

Chancellor Rufus Glasper expressed appreciation to the Diversity Advisory Council Tri-Chairs, Mrs. Linda B. Rosenthal, Al Crusoe, and Dr. Maria Hesse, for their efforts in helping to bring this session together.  He explained that through their efforts diversity had successfully been embedded in Maricopa’s Vision, Mission and Values and a very strong theme and foundation had been established.  He commented that if we believe we are inclusive, he would ask us to question if we are.  He challenged people to go further and think about what it meant to be more sensitive.  It is important to look around us and see that everything is changing and will continue to do so. The evening’s activities would enable people to reflect on past work and contribute to discussion on how to best link diversity and inclusion in all that is currently done and will do in the future.  It is important to develop a strategic plan to help develop programs to foster inclusion.  In his Beyond Boundaries vision, Dr. Glasper set forward some key points relating to diversity and inclusion. These were a vision of an educational system that makes provision for opportunity, encourages prosperity, promotes equity, and trains people for jobs regardless of race, color, religion, country of origin, economic status, or social class. He asked that we reach beyond the social, cultural, financial, administrative, personal, and political boundaries that hold back the full potential of our students . . . and our community.  We now need to look back on these things and see what we have stepped up.  The data does not present results we have accomplished and it is necessary to add to the process.  There should be more people here.  We need to hear from diverse voices.  We need to walk the talk.  We are part of a broader community and it cannot be ignored as we look at this topic. 

Activities

 

Rory began by establishing the context through several video clips from “What’s Race Got to Do with It? Social Disparities and Student Success,” (California Newsreel) and from the Association of American Colleges and Universities’ (AACU) series of papers entitled “Making Excellence Inclusive.” Key concepts included:

  • To be successful, diversity/inclusion efforts cannot be separated from the institution’s efforts at excellence.
  • The institution must seek equity of outcome not just equity of access.
  • Changes must emerge from within the structures of the institution rather than as add-on programming.
  • Five key factors must be addressed to create an inclusive campus environment including student/staff/faculty composition, historic influences, psychological, behavioral and structural components.
  • Goals and objectives must be established, assessed and monitored regularly using a “diversity scorecard.”
  • Diversity/inclusion efforts must be embedded within the institution’s strategic plan.

 

Damita Kaloostian, coordinator with Institutional Effectiveness, reviewed sample indicators from a variety of Maricopa sources that are relevant to the current status of diversity/inclusion efforts at Maricopa.  These included general demographic information, success and completion data, perspectives on this data disaggregated by race and gender, information on student engagement (from CCSSE), and information about Maricopa’s workforce.  This information can be found in the Diversity Monitoring Report.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                        

 

Rory also reviewed the reports on current diversity/inclusion efforts in relation to Maricopa’s strategic directions.

 

Table Discussions:  Participants discussed the information and made recommendations for future reports in terms of type and presentation of data, additional information needed from the colleges, additional data needed and more effective ways to use the data.  Report outs included the following comments:

  • All groups had similar numbers on persistence data. 
  • CCSSE numbers need to be reviewed.
  • It would be interesting to know if persistence is better in cohorts than attending individually.
  • Perhaps faculty need to be used to help retain students.
  • Workforce numbers have flattened out.  Need to take data apart and dig deeper into it.
  • Persistence rates among ethnic groups are poor.  Need to take a better look at programs for employees in development training. 
  • How are we meeting the needs of the Hispanic population?  Need to review what data really means – it is not maximum but baseline or minimum. 
  • Number of accounts and reports come on an annual basis and all are very disparate.  Need to explore why we are doing this and what are expected outcomes. 
  • Need data from other schools to compare all colleges.  How do we identify emerging new markets to serve?  How do we recruit a more diverse faculty?
  • Why don’t students persist?  What keeps students on campus?  Need to do things systemically.  What are we doing right?  What do we need to change?  What is it going to cost? 
  • Using data at national or regional levels based on recruitment area.  Have to use national workforce utilization data.
  • What is it that we are trying to accomplish here?  Employment or student success.  Need to look at how we can best support students.  Look at policies. 
  • Majority of FTSE generated after 5:00 p.m.  When looking at RFP and how courses are assigned and how schedules are set.  Division Chairs hire faculty.  If there are no Hispanics or African Americans in departments, how can we attract students of color.  This should be a marketplace of ideas.  Senior leadership is left out of picture.  Cannot live by reputation alone.  What are consequences if we don’t diversify our employment policies. 
  • Would like to see more college perspectives.  Would like to see more information about MCBAA, AACHE, ACE. 

 

Panel Presentation Comments by:

 Dr. Gene Giovannini:

Cultural environment needs to be inviting.  Employees need to be sensitive.  Need one-stop shops that include financial aid, etc. Create hybrid courses and have childcare centers.  Need to look at who we are serving.  Need to leverage bond dollars.

             Dr. Maria Harper-Marinick:

As an institution we spend more time concerned with numbers related to development but not worrying about learning that can be provided.  Believes there is a benefit to having a diverse community.  Celebrate differences and just talk about them.  Need to be more intentional.  Evaluate impact of professional development, grants, diversity infusion programs.  Design diverse learning environments.  Intentionally work with faculty.  Teach students to respect other cultural backgrounds.  Interact with people that do not look like others.  Avoid stereotypes.  Need to develop climate of respect and inclusion.  Provide safe spaces for employees and staff.

Al Crusoe: 

With reference to recruiting and retention, we need to accept things as being true. Apple does not fall far from the tree.  Perception versus reality.   How do we perceive what we are.  Perceptions of workplace.  There are psychological ties to employer – perception to what they are, diverse candidates tied to behavior, if employment is seen as process.

Leonard Rodriguez:

With reference to resources, how do we increase funds.  Why do we need to do that – to access college?  Focus groups with students clubs, community, and partners.  Are we ready to do this?  In the “Generations” campaign, to generate funding, they questioned how to market?  Advisory committee was formed and listened to.  Retention was the focus.  They need to be on track with message that is culturally sensitive. 

Tom Gariepy:

Need to know who audience is.  Mathematical process not anecdotal.  Determine who audiences are. Reaching out to minority males using artwork that related to employer and community. What works the best.

Dr. Ginny Stahl:

Need to practice what we preach.  No reinventing the wheel, Need to know cultural differences of people around the world.  Exposure to other traditions.  Collaboration with ethnic communities.

           

A second series of table discussions focused on the following questions:  What already exists?  What do we need more of?  What do we need to add?  What do we need less of?  When will we know we have arrived?     Report outs included:

Need more collaboration; need more safe learning environments, relationship building and multicultural centers.  Need less talk and more action.  Need to look at people as people, not stereotypes.

We have very good faculty.  Need to develop programs for services learning and learning communities.  Need strategic goals and evaluate initiatives.  Need mandatory diversity training and more curriculum infusion.  Need to articulate why diversity matters and promote inclusiveness as process and not as an outcome.  Need to be more focused and intentional.  How do we know when we are doing well?  Would like to see increased number of students with diversity and color.  Would like to see intercultural competence of faculty.

Need programs and services for resources.  Need to encourage campuses that don’t have resource development and encourage alumni activities. 

Recognize what Maricopa is and how do we help people plan.  View ourselves as a whole rather than separate parts.  Use new technology is ways that people flock to.  Use of My Space. .How does Maricopa identify and community process?

ADJOURNMENT     The meeting concluded at 7:05 p.m.


________________
Dr. Donald R. Campbell
Governing Board Secretary