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Clarion University of Pennsylvania
Strategic Equity Diversity Plan
Clarion University Statement on Diversity and Equity
In keeping with its mission and core values, Clarion University reaffirms its commitment to diversity
and equity as integral parts of educational excellence and civic engagement.
Clarion University and its members embrace their responsibility to cultivate and sustain an academic
community that is characterized by a mutual understanding of a shared sense of purpose, commitment
to core values, and respect for a diversity of cultures, perspectives, backgrounds and experiences.
Clarion University and its members are expected to advance equitable practices and policies that
support the full inclusion of all its constituents and, above all, preserve the dignity of all of its members.
Clarion University and its members recognize that the university’s pursuit of excellence is predicated
upon its obligation to ensure that these shared values and equitable practices are sustained through all
of its available resources. These resources include but are not limited to curricular and co-curricular
programs and business practices.
2013-2018
The six goals of Clarion University’s Strategic Equity
Diversity Plan, 2013-2018, as set forth in this document,
are predicated on the University’s mission, vision and core
values. As such, the goals offer thoughtful and practical
means by which to promote and sustain a welcoming and
inclusive campus community that, above all, is characterized
by academic excellence, equal access, inclusion, tolerance,
mutual respect and human understanding.
GOALS
2013-2018
Goal 1: Clarion University will
foster an institutional
climate and inter- and
intra-group relations
that are affirming of
inclusivity.
Responsible
Progress/
Objective
Key Action Items
Expected Results
ASSESSMENT Office/ TIME to
INDIVIDUAL completion
1.1 Increase the
visibility of the
university’s
commitment to
diversity (public
affirmation).
1.2 Create
opportunities
for meaningful
dialogue on
difficult topics
surrounding
diversity.
1.3 Utilize the
university’s
core values to
encourage an
atmosphere
of civil and
respectful
interaction.
1.4 Increase
programming
that supports
an inclusive
environment at
the university.
Infuse diversity commitment
into CU mission, vision, and core
values
Greater awareness of diversity,
equity and inclusion among the
University’s internal and external
constituents and stakeholders
Revised mission, vision, and
value statements
President’s Office
Write a university-wide Equity
Diversity Plan
Institutionalization and visibility
of CU’s ongoing commitment to
diversity, equity and inclusion
Pre- and postimplementation of plan
Social Equity
Publicize the university’s diversity
statement university wide
Increased awareness and
evidence of diversity among
faculty, students and staff
Review websites,
publications, etc.
Social Equity
Create annual diversity
newsletter for electronic and
print distribution to community
and academic leaders
Increased awareness of diversity
and equity among internal
and external constituents and
stakeholders
Solicit annual feedback
from readers; tie to campus
climate survey as well
Social Equity;
University
Advancement
Conduct university-wide diversity
climate assessment annually
Enhanced recruitment, retention
and success of underrepresented
groups
Results to inform
modifications to ongoing
strategic equity
diversity plan and
programming
Social Equity;
Information
Management and
Institutional Research
(IMIR)
Engage dialogue among faculty,
students and staff on topics
that are in keeping with themes
introduced by the PASSHE annual
summit co-sponsored by the
Council on Social Equity, Campus
Climate and Inclusion (SECCI)
and the PASSHE International
Education Council (PIEC). Host the
2017 PASSHE summit at Clarion.
Enhanced coordination
and collaboration between
university and PASSHE forums/
programs that offer meaningful
dialogue on topics related to
diversity, equity and inclusion.
Annual report of
recommendations to
Office of Social Equity
President’s
Commissions
Assess structure, functions
and outcomes of President’s
Commissions
Alignment of Commissions’
functions with the Center for
Educational Equity and Diversity
Create new structure with
measurable assessment of
commission’s function
President’s Office;
Social Equity
Develop and adopt universitywide statements on civility and
civil discourse
Implement a statement on
civility by Fall, 2014
Completed statements
adopted by PEC and other
governing bodies
Social Equity; RCs
Utilize core value language
in interview process to foster
hires who embrace civil
discourse and articulation for
diversity within their scope of
responsibility
Enhancement of University’s
search and hiring process by
Fall, 2015
Social Equity Office
prepares template of
appropriate questions for
hiring office to use by Fall
2014
Social Equity;
Human Resources
Creation of the Center for
Educational Equity and
Diversity by Fall, 2015
Creation of the center by
2015 (to allow time for
funding, partially through
grants, as well as staffing)
Social Equity
Completed,
07/01/12
Statement
completed
04/13
Faculty Senate’s
approval
pending
2015-2018
Goal 2: Clarion University will
recruit and retain a
diverse student body
that supports its
mission of “inclusive
and student centered
environments.”
Responsible
Progress/
Objective
Key Action Items
Expected Results
ASSESSMENT Office/ TIME to
INDIVIDUAL completion
2.1 Increase the
number of
diverse student
experiences
(i.e., student
groups and
programming).
Partner the Center for
Educational Equity and
Diversity with the Office of
Campus Life’s Center for
Leadership Involvement
to increase the number
and quality of diverse
student experiences on
campus
The establishment of Living
Learning Communities (LLC’s)
and other High Impact Practices
that provide diverse student
experiences
Track student involvement
through participation
numbers and exit surveys
capturing their opinions
Social Equity;
Student Affairs;
Enrollment
Managment
2014-2016
2.2 Establish
intentional
high-impact
practices that
encourage
the equitable
participation of all
students.
Identify, implement, and
support high impact practices
that embrace the concepts of
equity diversity as part of the
Academic Affairs HIP grant
program.
Increased awarding of grants
identified as equity and
diversity focused
Track subsequent impact
on student performance,
retention, and graduation
rates
Academic Affairs;
all colleges and
academic units;
Student Affairs
2014-2016
2.3 Educate the
university
community on
the differences
and challenges
associated with
a diverse student
population.
Implement universitywide diversity and cultural
competency training program
for all faculty and staff
100 percent faculty and staff
compliance by Fall 2014
Use self-tracking
mechanism to determine
faculty and staff
participation rate
Social Equity;
Human Resources
2014-2016
Meet PASSHE performance
indicators on URM enrollment,
retention, and graduation
rates; strive to achieve Equity
Scorecard targets
Track and assess
progress on an
annual basis
Enrollment
Management;
Academic Affairs;
all colleges and
academic units
2014-2016
Review CU Enrollment
2.4 Ensure that
Management Plan
enrollment
management
plan meets the
recruitment
and retention
performance target
measures for all
Underrepresented
Minorities (URM).
Goal 3: Clarion University will
recruit and retain a
diverse workforce that
supports its mission of
“inclusive and student
centered environments.”
Responsible
Progress/
Objective
Key Action Items
Expected Results
ASSESSMENT Office/ TIME to
INDIVIDUAL completion
3.1 Recruit a
diverse
workforce.
Hire at least one participant
from the Visiting Scholar
program per academic year
beginning in 2014-2015
Track and assess progress on
an annual basis
Academic Affairs; all
colleges and academic
units; Social Equity
2014-2018
Implement faculty exchange
program beginning in
2014-2015
Track and assess progress on
an annual basis with PASSHE
performance indicators
Academic Affairs; all
colleges and academic
units; Social Equity
2014-2018
Identify and create visiting scholar
programs (similar to Frederick
Douglass Scholars) to invite
advanced graduate students of
diverse backgrounds for professional
development opportunities
Implement new programs
Track and assess progress on
in 2014-2015; recruit from
an annual basis
programs into permanent
workforce with the
objective of meeting PASSHE
performance targets by 2018
Academic Affairs; all
colleges and academic
units; Social Equity
2014-2016
Establish a process of “cluster hiring”
to recruit diverse candidates with
interdisciplinary backgrounds
Process for interdisciplinary
hires to be codified by 2014
Track and assess progress on
an annual basis
Academic Affairs; all
colleges and academic
units; Social Equity
2014-2015
Establish a “bridge funding” model as
part of the workforce plan to allow for
the hiring of competitive URM faculty
and staff
Meet PASSHE performance
indicators for diversity of
workforce
Track and assess progress on
an annual basis with PASSHE
performance indicators
Finance and Administration;
Academic Affairs; Student
and University Affairs
2014-2018
Design job announcements to attract
and embrace diversity
Increased recruitment of
underrepresented faculty
and staff
Track and assess progress on
an annual basis with PASSHE
performance indicators
Social Equity;
Human Resources
2014-2015
Re-establish annual recruitment
of diverse faculty via the Southern
Regional Education Board- The
Compact for Faculty Diversity
Increased recruitment of
underrepresented faculty
Track and assess progress on
an annual basis with PASSHE
performance indicators
Social Equity
2014-2015
Utilize Good Practices on recruitment
and hiring (AACU)
Track and assess progress on
Enhanced recruitment and
hiring processes by Fall 2014 an annual basis with PASSHE
performance indicators
Social Equity;
Human Resources
2014-2015
Draft a multicultural resource
directory for new faculty and staff
of color, indicating resources and
support both on campus and in the
community.
Increased resources for
underrepresented groups
and retention of URM
faculty and students of
color
Social Equity
2014-2015
Establish a Visting Scholar program for
the employment of underrepresented
and faculty of color as part of the
long-term CU workforce shaping
plan (to complement ongoing efforts
to hire diverse candidates into
permanent employment positions)
Establish a Faculty Exchange Program
with colleges & universities to
bring diverse faculty of color such
as the Frederick Douglass (FD)
Scholars Program to Clarion (to
complement ongoing efforts to hire
diverse candidates into permanent
employment positions)
3.2 Recruit a
diverse
workforce,
which, at
minimum,
meets the URM
Performance
Targets
(including
resources and
timeline).
3.3 Support and
celebrate
diversity and
inclusion.
Track retention rates of
under-represented groups
following implementation by
Fall 2014
Goal 4: Clarion University will
encourage research and
scholarship reflecting an
appreciation of cultural
and social differences.
Responsible
Progress/
Objective
Key Action Items
Expected Results
ASSESSMENT Office/ TIME to
INDIVIDUAL completion
4.1 Increase
support for, and
recognition of,
research and
scholarship
areas of culture
and social
difference.
Revise the University-wide
Faculty Development Grant
process to earmark a portion
of available funds specifically
for research encompassing
cultural and social differences
Increased funding by 40 percent
for research and scholarly activity,
which encompasses cultural and
social differences
Track awarding of grants
related to multicultural studies
and final reports of outcomes
4.2 Conduct research
on university
diversity in an
intentional and
informative
fashion.
Conduct extensive retention
study of students, faculty, and
staff of color (including exit
interviews with those who
leave)
Increased by 10 percent number
of scholarly research activities
each academic year
Results of research to inform
modifications to university
equity diversity plan
4.3 Increase the
university’s
presence and
leadership in
national and
international
research groups
focused on
diversity.
Revise University-wide Faculty
Development Grant process
and travel awards to earmark
a portion of available funds for
attendance at and participation
in conferences, workshops, and
research groups focused on
diversity
Increased funding allocation by
40 percent through 2018
Track awarding of grants
related to participation in
conferences, workshops and
research groups, and final
reports of outcomes
Academic Affairs;
all colleges and
academic units;
IMIR
2014-2016
4.4 Recognize
diversity
sponsored
research with
a presidential
award during
Equity Week
Celebration.
Re-structure Annual Diversity
and Equity Awards to
accommodate presidential
award in recognition of
research on diversity and
inclusion
Created an annual presidential
award that recognizes
scholarship and research on
cultural and social differences
Track increase in volume of
related research following
award implementation
Social Equity;
Office of the
President
2014-2016
Create annual diversity
newsletter, which publicizes
scholarship/research on
cultural and social differences,
for electronic and print
distribution to community and
academic leaders
One newsletter will be
distributed each academic year
Solicit annual feedback
from readers; tie to campus
climate survey as well
Social Equity;
University
Advancement
Academic Affairs;
all colleges and
academic units
2014-2016
2014-2016
2014-2016
Goal 5: Clarion University will
encourage the development
of curriculum and pedagogy
that support trans-cultural
and global competency.
Responsible
Progress/
Objective
Key Action Items
Expected Results
ASSESSMENT Office/ TIME to
INDIVIDUAL completion
5.1 Use the
principles of
“universal
design” to
improve
the learning
experience of
all students.
Adjust student advising structure Increased students’ awareness of
global and equity issues
in order to increase exposure
of students to global and equity
issues
Expand or integrate scope
(structure and staff) of Minority
Support Student Services to
more fully address academic and
other needs of URM students
5.2 Increase
transcultural and
interdisciplinary
studies and
programs.
Annual advising survey of
students of color to identify
strengths and weaknesses of
new advising structure; URM
retention statistics
University Advising
Services Center;
all colleges and
academic units
2014-2016
Meet PASSHE performance
indicators for retention of URM
students
Annual survey of URM
students to assess their
performance and satisfaction
with services provided
through the university
Academic Affairs;
all colleges and
academic units
2014-2016
Create a transcultural studies
program as a pilot diversity
academic program (with the
potential to create other
interdisciplinary URM studies
programs depending upon the
creation of a self-supporting
model)
Increased number of globally
competent graduates
Track enrollment in pilot
program (in particular
URM enrollment), as well
as other benchmarks of
academic success of students
particiapting in program
All colleges and
academic units
2014-2018
Create a multicultural
competency learning outcome
for the university.
Outcomes to be incorporated in
the University’s General Education
General Education
Council
2014-2015
Identify seed grants for
transcultural curriculum
development
Alignment of university-wide
faculty professional development
grants by Fall 2014
President’s Office;
Academic Affairs/
Provost
2014-2016
5.3 Ensure that
all academic
programs
include global
awareness and
understanding.
Create an International Studies
track applicable to multiple
majors across all colleges
Demonstrated participation of
all students in an educational
experience that contributes to
international study
Introduce in Fall 2014;
comprehensive recruitment
for Fall 2015 cohort; follow-up
assessment from 2016-2018
Academic Affairs;
all colleges and
academic units
2014-2016
Seed grants for international
curriculum development
Increased by 2 percent number
of faculty who infuse transcultural and global competency
in the curriculum
Grant process to be aligned
with university-wide faculty
professional development
grants by Spring 2014
President’s Office;
Academic Affairs;
all colleges and
academic units
2014-2016
5.4 Provide faculty/
staff professional
development
opportunities
to teach how
to include
diversity in the
curriculum.
Create a Center for Educational
Equity and Diversity to
coordinate student, faculty, staff
exposure to issues of diversity
and how best to infuse diversity
into their classrooms and work
environment
Increased staff and faculty
professional development by
10 percent each of the next
four years
Tie to annual campus climate
survey results as well as
targeted customer satisfaction
surveys administered in
conjunction with center
programs and services
President’s Office;
Social Equity
2014-2018
Goal 6: Clarion University
will encourage
diversity within
the university
leadership.
Responsible
Progress/
Objective
Key Action Items
Expected Results
ASSESSMENT Office/ TIME to
INDIVIDUAL completion
6.1 Ensure that
university leaders
articulate the
importance
of inclusive
excellence
in decisions
regarding
allocation of
university
resources.
Utilize PASSHE performance
indicator funds related to
URM students and workforce
access and success to fund
Center for Educational
Equity and Diversity listed in
objective 5.4
University-wide
institutionalization of diversity,
equity and inclusion
Tie center funding to URM
performance indicator
funding (i.e., results =
increased funding)
President’s Office
2014-2016
6.2 Ensure that
university leaders
support the
professional
development of
faculty and staff
regarding issues
of diversity.
Develop a program of
advanced leadership
opportunities and mentorship
for faculty and staff of color
Meet PASSHE performance
targets
Track URM involvement in
leadership opportunities
and subsequent career
advancement
President’s Office;
PEC
2014-2016
Recognize faculty, students,
staff and community members
who advance the university’s
mission and core values on
diversity and inclusion
Evidence of consistent support
for university and community
diversity and equity initiatives
Incorporate presidential
awards into the 2013 Equity
Week celebration
Social Equity;
President’s Office;
Student Senate
ongoing
University leadership enforces
new policies (listed above)
regarding mandatory diversity
training, and mandatory
diversity presence in search
committees
Assurance of compliance and
inclusivity in accordance with
University mission and core
values
Full implementation
according to timeline for
specific action items listed
above
President’s Office;
PEC
2014-2015
Fully implement the
University Equity Diversity
Plan
All objectives achieved and
operational by 2018
All assessment achieved
and operational by 2018
Clarion University
ongoing
6.3 Ensure that
university
leaders work
to improve the
institutionalization
of diversity and
equity.
Mission of Clarion University of Pennsylvania
Clarion University provides transformative, lifelong learning opportunities through innovative,
nationally recognized programs delivered in inclusive, student-centered environments.
Vision of Clarion University of Pennsylvania
Clarion University will be a leader in high-impact educational practices that benefit students,
employers, and community partners.
Clarion University Core Values
Students, faculty, staff and alumni of Clarion University value: learning;
accomplishment;
encouragement;
diversity;
civility;
civic engagement;
public higher education.
The Office of Social Equity
ASSISTANT TO THE PRESIDENT FOR SOCIAL EQUITY
Dr. Jocelind Gant
Email: jgant@clarion.edu
Executive Staff Assistant
Amy Salsgiver
Email: asalsgiver@clarion.edu
CONTACT INFORMATION
Phone: 814-393-2109
Fax: 814-393-1618
207 Carrier Hall
Clarion University of Pennsylvania
840 Wood Street, Clarion, PA 16214-1232
A member of Pennsylvania’s State System of Higher Education.
www.clarion.edu/equity
It is the policy of Clarion University of Pennsylvania that there shall be equal opportunity in all of its educational programs, services
and benefits, and there shall be no discrimination with regard to a student’s or prospective student’s race, color, religion, sex,
national origin, disability, age, sexual orientation/affection, gender identity, veteran status or any other factors that are protected
under local, state, and federal laws. Direct related inquiries to the Assistant to the President for Social Equity/Title IX Coordinator,
207 Carrier Administration Building, Clarion University of Pennsylvania, Clarion, PA 16214-1232. Email jgant@clarion.edu or
phone 814-393-2109.
Strategic Equity Diversity Plan
Clarion University Statement on Diversity and Equity
In keeping with its mission and core values, Clarion University reaffirms its commitment to diversity
and equity as integral parts of educational excellence and civic engagement.
Clarion University and its members embrace their responsibility to cultivate and sustain an academic
community that is characterized by a mutual understanding of a shared sense of purpose, commitment
to core values, and respect for a diversity of cultures, perspectives, backgrounds and experiences.
Clarion University and its members are expected to advance equitable practices and policies that
support the full inclusion of all its constituents and, above all, preserve the dignity of all of its members.
Clarion University and its members recognize that the university’s pursuit of excellence is predicated
upon its obligation to ensure that these shared values and equitable practices are sustained through all
of its available resources. These resources include but are not limited to curricular and co-curricular
programs and business practices.
2013-2018
The six goals of Clarion University’s Strategic Equity
Diversity Plan, 2013-2018, as set forth in this document,
are predicated on the University’s mission, vision and core
values. As such, the goals offer thoughtful and practical
means by which to promote and sustain a welcoming and
inclusive campus community that, above all, is characterized
by academic excellence, equal access, inclusion, tolerance,
mutual respect and human understanding.
GOALS
2013-2018
Goal 1: Clarion University will
foster an institutional
climate and inter- and
intra-group relations
that are affirming of
inclusivity.
Responsible
Progress/
Objective
Key Action Items
Expected Results
ASSESSMENT Office/ TIME to
INDIVIDUAL completion
1.1 Increase the
visibility of the
university’s
commitment to
diversity (public
affirmation).
1.2 Create
opportunities
for meaningful
dialogue on
difficult topics
surrounding
diversity.
1.3 Utilize the
university’s
core values to
encourage an
atmosphere
of civil and
respectful
interaction.
1.4 Increase
programming
that supports
an inclusive
environment at
the university.
Infuse diversity commitment
into CU mission, vision, and core
values
Greater awareness of diversity,
equity and inclusion among the
University’s internal and external
constituents and stakeholders
Revised mission, vision, and
value statements
President’s Office
Write a university-wide Equity
Diversity Plan
Institutionalization and visibility
of CU’s ongoing commitment to
diversity, equity and inclusion
Pre- and postimplementation of plan
Social Equity
Publicize the university’s diversity
statement university wide
Increased awareness and
evidence of diversity among
faculty, students and staff
Review websites,
publications, etc.
Social Equity
Create annual diversity
newsletter for electronic and
print distribution to community
and academic leaders
Increased awareness of diversity
and equity among internal
and external constituents and
stakeholders
Solicit annual feedback
from readers; tie to campus
climate survey as well
Social Equity;
University
Advancement
Conduct university-wide diversity
climate assessment annually
Enhanced recruitment, retention
and success of underrepresented
groups
Results to inform
modifications to ongoing
strategic equity
diversity plan and
programming
Social Equity;
Information
Management and
Institutional Research
(IMIR)
Engage dialogue among faculty,
students and staff on topics
that are in keeping with themes
introduced by the PASSHE annual
summit co-sponsored by the
Council on Social Equity, Campus
Climate and Inclusion (SECCI)
and the PASSHE International
Education Council (PIEC). Host the
2017 PASSHE summit at Clarion.
Enhanced coordination
and collaboration between
university and PASSHE forums/
programs that offer meaningful
dialogue on topics related to
diversity, equity and inclusion.
Annual report of
recommendations to
Office of Social Equity
President’s
Commissions
Assess structure, functions
and outcomes of President’s
Commissions
Alignment of Commissions’
functions with the Center for
Educational Equity and Diversity
Create new structure with
measurable assessment of
commission’s function
President’s Office;
Social Equity
Develop and adopt universitywide statements on civility and
civil discourse
Implement a statement on
civility by Fall, 2014
Completed statements
adopted by PEC and other
governing bodies
Social Equity; RCs
Utilize core value language
in interview process to foster
hires who embrace civil
discourse and articulation for
diversity within their scope of
responsibility
Enhancement of University’s
search and hiring process by
Fall, 2015
Social Equity Office
prepares template of
appropriate questions for
hiring office to use by Fall
2014
Social Equity;
Human Resources
Creation of the Center for
Educational Equity and
Diversity by Fall, 2015
Creation of the center by
2015 (to allow time for
funding, partially through
grants, as well as staffing)
Social Equity
Completed,
07/01/12
Statement
completed
04/13
Faculty Senate’s
approval
pending
2015-2018
Goal 2: Clarion University will
recruit and retain a
diverse student body
that supports its
mission of “inclusive
and student centered
environments.”
Responsible
Progress/
Objective
Key Action Items
Expected Results
ASSESSMENT Office/ TIME to
INDIVIDUAL completion
2.1 Increase the
number of
diverse student
experiences
(i.e., student
groups and
programming).
Partner the Center for
Educational Equity and
Diversity with the Office of
Campus Life’s Center for
Leadership Involvement
to increase the number
and quality of diverse
student experiences on
campus
The establishment of Living
Learning Communities (LLC’s)
and other High Impact Practices
that provide diverse student
experiences
Track student involvement
through participation
numbers and exit surveys
capturing their opinions
Social Equity;
Student Affairs;
Enrollment
Managment
2014-2016
2.2 Establish
intentional
high-impact
practices that
encourage
the equitable
participation of all
students.
Identify, implement, and
support high impact practices
that embrace the concepts of
equity diversity as part of the
Academic Affairs HIP grant
program.
Increased awarding of grants
identified as equity and
diversity focused
Track subsequent impact
on student performance,
retention, and graduation
rates
Academic Affairs;
all colleges and
academic units;
Student Affairs
2014-2016
2.3 Educate the
university
community on
the differences
and challenges
associated with
a diverse student
population.
Implement universitywide diversity and cultural
competency training program
for all faculty and staff
100 percent faculty and staff
compliance by Fall 2014
Use self-tracking
mechanism to determine
faculty and staff
participation rate
Social Equity;
Human Resources
2014-2016
Meet PASSHE performance
indicators on URM enrollment,
retention, and graduation
rates; strive to achieve Equity
Scorecard targets
Track and assess
progress on an
annual basis
Enrollment
Management;
Academic Affairs;
all colleges and
academic units
2014-2016
Review CU Enrollment
2.4 Ensure that
Management Plan
enrollment
management
plan meets the
recruitment
and retention
performance target
measures for all
Underrepresented
Minorities (URM).
Goal 3: Clarion University will
recruit and retain a
diverse workforce that
supports its mission of
“inclusive and student
centered environments.”
Responsible
Progress/
Objective
Key Action Items
Expected Results
ASSESSMENT Office/ TIME to
INDIVIDUAL completion
3.1 Recruit a
diverse
workforce.
Hire at least one participant
from the Visiting Scholar
program per academic year
beginning in 2014-2015
Track and assess progress on
an annual basis
Academic Affairs; all
colleges and academic
units; Social Equity
2014-2018
Implement faculty exchange
program beginning in
2014-2015
Track and assess progress on
an annual basis with PASSHE
performance indicators
Academic Affairs; all
colleges and academic
units; Social Equity
2014-2018
Identify and create visiting scholar
programs (similar to Frederick
Douglass Scholars) to invite
advanced graduate students of
diverse backgrounds for professional
development opportunities
Implement new programs
Track and assess progress on
in 2014-2015; recruit from
an annual basis
programs into permanent
workforce with the
objective of meeting PASSHE
performance targets by 2018
Academic Affairs; all
colleges and academic
units; Social Equity
2014-2016
Establish a process of “cluster hiring”
to recruit diverse candidates with
interdisciplinary backgrounds
Process for interdisciplinary
hires to be codified by 2014
Track and assess progress on
an annual basis
Academic Affairs; all
colleges and academic
units; Social Equity
2014-2015
Establish a “bridge funding” model as
part of the workforce plan to allow for
the hiring of competitive URM faculty
and staff
Meet PASSHE performance
indicators for diversity of
workforce
Track and assess progress on
an annual basis with PASSHE
performance indicators
Finance and Administration;
Academic Affairs; Student
and University Affairs
2014-2018
Design job announcements to attract
and embrace diversity
Increased recruitment of
underrepresented faculty
and staff
Track and assess progress on
an annual basis with PASSHE
performance indicators
Social Equity;
Human Resources
2014-2015
Re-establish annual recruitment
of diverse faculty via the Southern
Regional Education Board- The
Compact for Faculty Diversity
Increased recruitment of
underrepresented faculty
Track and assess progress on
an annual basis with PASSHE
performance indicators
Social Equity
2014-2015
Utilize Good Practices on recruitment
and hiring (AACU)
Track and assess progress on
Enhanced recruitment and
hiring processes by Fall 2014 an annual basis with PASSHE
performance indicators
Social Equity;
Human Resources
2014-2015
Draft a multicultural resource
directory for new faculty and staff
of color, indicating resources and
support both on campus and in the
community.
Increased resources for
underrepresented groups
and retention of URM
faculty and students of
color
Social Equity
2014-2015
Establish a Visting Scholar program for
the employment of underrepresented
and faculty of color as part of the
long-term CU workforce shaping
plan (to complement ongoing efforts
to hire diverse candidates into
permanent employment positions)
Establish a Faculty Exchange Program
with colleges & universities to
bring diverse faculty of color such
as the Frederick Douglass (FD)
Scholars Program to Clarion (to
complement ongoing efforts to hire
diverse candidates into permanent
employment positions)
3.2 Recruit a
diverse
workforce,
which, at
minimum,
meets the URM
Performance
Targets
(including
resources and
timeline).
3.3 Support and
celebrate
diversity and
inclusion.
Track retention rates of
under-represented groups
following implementation by
Fall 2014
Goal 4: Clarion University will
encourage research and
scholarship reflecting an
appreciation of cultural
and social differences.
Responsible
Progress/
Objective
Key Action Items
Expected Results
ASSESSMENT Office/ TIME to
INDIVIDUAL completion
4.1 Increase
support for, and
recognition of,
research and
scholarship
areas of culture
and social
difference.
Revise the University-wide
Faculty Development Grant
process to earmark a portion
of available funds specifically
for research encompassing
cultural and social differences
Increased funding by 40 percent
for research and scholarly activity,
which encompasses cultural and
social differences
Track awarding of grants
related to multicultural studies
and final reports of outcomes
4.2 Conduct research
on university
diversity in an
intentional and
informative
fashion.
Conduct extensive retention
study of students, faculty, and
staff of color (including exit
interviews with those who
leave)
Increased by 10 percent number
of scholarly research activities
each academic year
Results of research to inform
modifications to university
equity diversity plan
4.3 Increase the
university’s
presence and
leadership in
national and
international
research groups
focused on
diversity.
Revise University-wide Faculty
Development Grant process
and travel awards to earmark
a portion of available funds for
attendance at and participation
in conferences, workshops, and
research groups focused on
diversity
Increased funding allocation by
40 percent through 2018
Track awarding of grants
related to participation in
conferences, workshops and
research groups, and final
reports of outcomes
Academic Affairs;
all colleges and
academic units;
IMIR
2014-2016
4.4 Recognize
diversity
sponsored
research with
a presidential
award during
Equity Week
Celebration.
Re-structure Annual Diversity
and Equity Awards to
accommodate presidential
award in recognition of
research on diversity and
inclusion
Created an annual presidential
award that recognizes
scholarship and research on
cultural and social differences
Track increase in volume of
related research following
award implementation
Social Equity;
Office of the
President
2014-2016
Create annual diversity
newsletter, which publicizes
scholarship/research on
cultural and social differences,
for electronic and print
distribution to community and
academic leaders
One newsletter will be
distributed each academic year
Solicit annual feedback
from readers; tie to campus
climate survey as well
Social Equity;
University
Advancement
Academic Affairs;
all colleges and
academic units
2014-2016
2014-2016
2014-2016
Goal 5: Clarion University will
encourage the development
of curriculum and pedagogy
that support trans-cultural
and global competency.
Responsible
Progress/
Objective
Key Action Items
Expected Results
ASSESSMENT Office/ TIME to
INDIVIDUAL completion
5.1 Use the
principles of
“universal
design” to
improve
the learning
experience of
all students.
Adjust student advising structure Increased students’ awareness of
global and equity issues
in order to increase exposure
of students to global and equity
issues
Expand or integrate scope
(structure and staff) of Minority
Support Student Services to
more fully address academic and
other needs of URM students
5.2 Increase
transcultural and
interdisciplinary
studies and
programs.
Annual advising survey of
students of color to identify
strengths and weaknesses of
new advising structure; URM
retention statistics
University Advising
Services Center;
all colleges and
academic units
2014-2016
Meet PASSHE performance
indicators for retention of URM
students
Annual survey of URM
students to assess their
performance and satisfaction
with services provided
through the university
Academic Affairs;
all colleges and
academic units
2014-2016
Create a transcultural studies
program as a pilot diversity
academic program (with the
potential to create other
interdisciplinary URM studies
programs depending upon the
creation of a self-supporting
model)
Increased number of globally
competent graduates
Track enrollment in pilot
program (in particular
URM enrollment), as well
as other benchmarks of
academic success of students
particiapting in program
All colleges and
academic units
2014-2018
Create a multicultural
competency learning outcome
for the university.
Outcomes to be incorporated in
the University’s General Education
General Education
Council
2014-2015
Identify seed grants for
transcultural curriculum
development
Alignment of university-wide
faculty professional development
grants by Fall 2014
President’s Office;
Academic Affairs/
Provost
2014-2016
5.3 Ensure that
all academic
programs
include global
awareness and
understanding.
Create an International Studies
track applicable to multiple
majors across all colleges
Demonstrated participation of
all students in an educational
experience that contributes to
international study
Introduce in Fall 2014;
comprehensive recruitment
for Fall 2015 cohort; follow-up
assessment from 2016-2018
Academic Affairs;
all colleges and
academic units
2014-2016
Seed grants for international
curriculum development
Increased by 2 percent number
of faculty who infuse transcultural and global competency
in the curriculum
Grant process to be aligned
with university-wide faculty
professional development
grants by Spring 2014
President’s Office;
Academic Affairs;
all colleges and
academic units
2014-2016
5.4 Provide faculty/
staff professional
development
opportunities
to teach how
to include
diversity in the
curriculum.
Create a Center for Educational
Equity and Diversity to
coordinate student, faculty, staff
exposure to issues of diversity
and how best to infuse diversity
into their classrooms and work
environment
Increased staff and faculty
professional development by
10 percent each of the next
four years
Tie to annual campus climate
survey results as well as
targeted customer satisfaction
surveys administered in
conjunction with center
programs and services
President’s Office;
Social Equity
2014-2018
Goal 6: Clarion University
will encourage
diversity within
the university
leadership.
Responsible
Progress/
Objective
Key Action Items
Expected Results
ASSESSMENT Office/ TIME to
INDIVIDUAL completion
6.1 Ensure that
university leaders
articulate the
importance
of inclusive
excellence
in decisions
regarding
allocation of
university
resources.
Utilize PASSHE performance
indicator funds related to
URM students and workforce
access and success to fund
Center for Educational
Equity and Diversity listed in
objective 5.4
University-wide
institutionalization of diversity,
equity and inclusion
Tie center funding to URM
performance indicator
funding (i.e., results =
increased funding)
President’s Office
2014-2016
6.2 Ensure that
university leaders
support the
professional
development of
faculty and staff
regarding issues
of diversity.
Develop a program of
advanced leadership
opportunities and mentorship
for faculty and staff of color
Meet PASSHE performance
targets
Track URM involvement in
leadership opportunities
and subsequent career
advancement
President’s Office;
PEC
2014-2016
Recognize faculty, students,
staff and community members
who advance the university’s
mission and core values on
diversity and inclusion
Evidence of consistent support
for university and community
diversity and equity initiatives
Incorporate presidential
awards into the 2013 Equity
Week celebration
Social Equity;
President’s Office;
Student Senate
ongoing
University leadership enforces
new policies (listed above)
regarding mandatory diversity
training, and mandatory
diversity presence in search
committees
Assurance of compliance and
inclusivity in accordance with
University mission and core
values
Full implementation
according to timeline for
specific action items listed
above
President’s Office;
PEC
2014-2015
Fully implement the
University Equity Diversity
Plan
All objectives achieved and
operational by 2018
All assessment achieved
and operational by 2018
Clarion University
ongoing
6.3 Ensure that
university
leaders work
to improve the
institutionalization
of diversity and
equity.
Mission of Clarion University of Pennsylvania
Clarion University provides transformative, lifelong learning opportunities through innovative,
nationally recognized programs delivered in inclusive, student-centered environments.
Vision of Clarion University of Pennsylvania
Clarion University will be a leader in high-impact educational practices that benefit students,
employers, and community partners.
Clarion University Core Values
Students, faculty, staff and alumni of Clarion University value: learning;
accomplishment;
encouragement;
diversity;
civility;
civic engagement;
public higher education.
The Office of Social Equity
ASSISTANT TO THE PRESIDENT FOR SOCIAL EQUITY
Dr. Jocelind Gant
Email: jgant@clarion.edu
Executive Staff Assistant
Amy Salsgiver
Email: asalsgiver@clarion.edu
CONTACT INFORMATION
Phone: 814-393-2109
Fax: 814-393-1618
207 Carrier Hall
Clarion University of Pennsylvania
840 Wood Street, Clarion, PA 16214-1232
A member of Pennsylvania’s State System of Higher Education.
www.clarion.edu/equity
It is the policy of Clarion University of Pennsylvania that there shall be equal opportunity in all of its educational programs, services
and benefits, and there shall be no discrimination with regard to a student’s or prospective student’s race, color, religion, sex,
national origin, disability, age, sexual orientation/affection, gender identity, veteran status or any other factors that are protected
under local, state, and federal laws. Direct related inquiries to the Assistant to the President for Social Equity/Title IX Coordinator,
207 Carrier Administration Building, Clarion University of Pennsylvania, Clarion, PA 16214-1232. Email jgant@clarion.edu or
phone 814-393-2109.