Ferris Makes Progress Toward Goals Outlined in Diversity Plan
BIG
RAPIDS – Ferris State University’s Chief Diversity Officer David Pilgrim
presented an annual assessment of progress toward achieving goals
outlined in the University’s diversity plan to the Board of Trustees
today (April 9).
Pilgrim
characterized Ferris as “excellent” in advancing its goal of creating
an environment that is positive for diverse populations; “above average”
in recruiting, retaining and graduating a diverse student population;
and “slightly above average” in creating environments for student
learning that are inclusive of and sensitive to diverse student
populations. Efforts to hire and retain a diverse workforce were rated
“below average.”
“We
are aggressively recruiting students from racial and ethnic groups,”
said Pilgrim, who has served as CDO in the Office of Diversity and
Inclusion at Ferris since January 2007. “Diversity and inclusion-related
programming is increasing in frequency and quality, and this
programming is, in two words, more diverse.”
The
assessment notes that in the past year, enrollments by African
Americans increased 5.3 percent; Hispanics, 14.3 percent; and Native
Americans, 15.7 percent. Pilgrim interprets these numbers as indicators
that “the Ferris student body is more diverse today than it was in
2006.”
The
creation of the International Center and the positive work of the
Tuition Incentive Program office and Faculty Center for Teaching and
Learning were cited by Pilgrim as points of pride for the University in
its efforts to strengthen diversity among the student body.
The
report calls attention to 93 FSU courses that are classified as “Global
Consciousness Courses,” and 82 that are categorized as “Race, Ethnicity
and/or Gender Courses.” However, it was recommended that a diversity
audit of the content of general education courses be conducted and
support provided for the FCTL’s Inclusive Classroom Initiative which is
designed to strengthen the mission of the diversity plan in Ferris
classrooms.
The
University’s ability to hire and retain a diverse workforce continues
to be a concern, according to Pilgrim. “Ferris is not doing as well as
its peer institutions in this area, and we must continue to make this a
top University priority.”
Suggestions
for diversifying the Ferris workforce include creating a
University-wide taskforce, co-chaired by Pilgrim and Fritz Erickson,
provost and vice president for Academic Affairs, to address this issue;
identifying strategies to position Ferris as a welcoming environment;
working with search committees to create larger applicant pools; and
developing an “inclusion advocates” training program for employees.
09 April, 2010
