Giving Flight To Imagination: Diversity and Inclusion

Giving Flight to Imagination
Diversity and Inclusion

Chancellor’s Report
December 2, 2020
Chancellor’s Report, December 2, 2020 1
AGENDA
 Three Decades of Progress in Diversity on Campus...

 Much More Has to be Done and It Must be Done Now!
 In Addition…
 Updates on Diversity and Inclusion Action Items,
Report to Students and Graduates, November 19, 2020
 Next Steps

ABOUT THIS PRESENTATION…
This presentation provides a brief synopsis of the diversity

initiatives undertaken at UNCW over the past 30 years
followed by a detailed review of diversity goals/strategies
introduced and in process since June 2020.
Establishing a campus commitment to diversity, equity,

and inclusion is a continual process. How we learn from
and live with our history matters. We understand the
urgency required and hope we can build a better Seahawk
future together.

DIVERSITY INITIATIVES IN
CHANCELLORS’ AGENDAS SINCE THE 1990s…
LEUTZE (1990-2003)
• “Increase the number of minority students applying to the university from Southeastern
North Carolina by 50 in each of the next five years,” Report to the Board of Trustees, 1991
• Focus on qualified minorities and community changes
DePAOLO (2003-2011)
• Diversity was a core value and one of seven goals
• One of the main goals was to reduce completion disparities
MILLER (2011-2014)
• The Strategic Plan included diversity in several ways
• Objective: Recruit, support and retain high quality, diverse faculty, staff and students
SARTARELLI (2015-present)
• Mission: …“Our culture reflects our values of diversity and globalization, ethics and
integrity, and excellence and innovation.”
• Values: “Student Focus, Diversity, Innovation, Community Engagement, Integrity
and Excellence”
• Strategic Plan Priority #1: “Attract and retain high-quality, diverse students,
faculty and staff; ensure an inclusive campus culture…”
UPDATED SEAHAWK RESPECT COMPACT FOCUSING
ON INCLUSIVENESS, FREE EXCHANGE OF THOUGHTS
AND ELIMINATION OF PREJUDICE AND DISCRIMINATION…

MULTIPLE YEARS OF
EFFORTS ON CAMPUS CLIMATE INITIATIVES…
Chancellor’s Advisory Team on Strategic Plan Implementation – October 3, 2019
SUBCOMMITTEE AND LEAD ORIGINAL METRIC RECENT ACTIONS STATUS
Leadership Forums # forums per year; # of attendees; • Planning with new SGA leadership for the fall 2019 Ongoing
Bradley Ballou survey feedback semester
Faculty Learning and # of attendees; level of proficiency; tied • Restructuring to work closer with CTE and on-going
Classroom Inclusiveness to UNC System Engagement survey efforts in HR and at System level Reorganizing
Diana Ashe & John Scherer
Employee Learning # of attendees; level of proficiency; tied • Crucial Conversation Training continuing
Chief Diversity Officer to UNC Engagement Survey • Considering impact of UNC System Diversity and Ongoing
Inclusion Policy
Student Learning # of exposures to modules, reflective • Continue “Free Expression Week” and DIVE IN Week
Chief Diversity Officer journaling; tied to NSSE results • UNI Course on Free Speech entering second year Ongoing
• Consider De-escalation techniques
 representation of rural,
Student Outreach and Success low-income and URM, survey feedback • System Office progress report shows UNCW Ongoing
Admissions Director meeting/exceeding all goals
tied to UNC System Engagement survey
 # of scholarships for rural, low-income • Developed merit scholarship process focusing on
Funding for UR Students and URM students; tied to UNC System diverse students
Fred Holding • New diversity scholarship endowed and one potential Reorganizing
metrics
by fall or spring
• Bias education incorporated into inclusive Hiring
Search Process Enhancements # of searches using “inclusive model, Process
Liz Grimes & John Scherer increased diversity of faculty/staff” • Constructing Inclusive Hiring Process pilot process Ongoing
beginning fall 2019
Accessible Resources Availability, accessibility and usage of • LiveSafe safety App implementation meeting underway Ongoing
Brian Victor resources, surveys or web analytics • Several websites updated - uncw.edu/campusclimate
Summary
• Combined two subcommittee goals and removed one; now 8, before 10 • Incorporating newly elected SGA and GSA members
• Closer alignment of metrics to UNC System measure • LiveSafe pilot underway
• Revising membership to account for leadership changes • Campus Climate website active
(Senior Associate Provost) Chancellor’s Report, December 2, 2020 6
NON-WHITE POPULATION OF STUDENTS WENT FROM 6% IN 1976 TO
23% IN 2020…NO MAJOR CHANGES FOR OVERALL BLACK STUDENTS…
BLACK/AA % OTHER % WHITE % TOTAL
FALL 2020 991 (6%) 3,116 (17%) 13,808 (77%) 17,915
FALL 2016 869 (6%) 2,695 (17%) 12,176 (77%) 15,740
FALL 2011 585 (4%) 1,669 (13%) 10,891 (83%) 13,145
FALL 2006 605 (5%) 970 (8%) 10,525 (87%) 12,098
FALL 2001 480 (5%) 476 (4%) 9,690 (91%) 10,646
FALL 1996 551 (6%) 333 (4%) 8,221 (90%) 9,105
FALL 1991 461 (6%) 221 (3%) 7,448 (92%) 8,130
FALL 1986 374 (6%) 147 (2%) 5,461 (91%) 5,982
FALL 1981 320 (6%) 69 (1%) 4,717 (92%) 5,106
FALL 1976 184 (5%) 25 (1%) 3,164 (94%) 3,373

AN ALL-TIME RECORD NUMBER OF BLACK
STUDENTS IN 2020 – 991, 16% GROWTH OVER LAST YEAR…
UNCW STUDENT DEMOGRAPHICS
American
Semester Overall # of White # of Black # of 2 or More Indian or
and Year Student Students Students Hispanic Races Asian Alaska
Population Students Native
FALL 2020 17,915 13,795 (77%) 991 (6%) 1,303 (7%) 682 (4%) 337 (2%) 98 (<1%)
FALL 2019 17,499 13,640 (78%) 857 (5%) 1,228 (7%) 657 (4%) 349 (2%) 77 (<1%)
FALL 2018 16,747 12,895 (77%) 836 (5%) 1,143 (7%) 596 (4%) 317 (2%) 76 (<1%)
FALL 2017 16,487 12,860 (78%) 858 (5%) 1,085 (7%) 572 (3%) 298 (2%) 82 (<1%)
FALL 2016 15,740 12,120 (77%) 869 (6%) 1,033 (7%) 518 (3%) 336 (2%) 85 (<1%)

GROWTH OF 11% IN
UNDERGRADUATE BLACK STUDENTS IN 2020…
UNCW UNDERGRADUATE STUDENT DEMOGRAPHICS
Overall American
Semester Undergraduate # of White # of Black # of 2 or More Indian or
and Year Students Students Hispanic Races Asian Alaska
Student Students
Population Native
FALL 2020 14,650 11,427 (78%) 660 (5%) 1,133 (8%) 589 (4%) 278 (2%) 59 (<1%)
FALL 2019 14,785 11,532 (78%) 596 (4%) 1,102 (7%) 586 (4%) 309 (2%) 51 (<1%)
FALL 2018 14,452 11,128 (77%) 611 (4%) 1,034 (7%) 535 (4%) 284 (2%) 20 (<1%)
FALL 2017 14,502 11,312 (78%) 650 (5%) 999 (7%) 527 (4%) 273 (2%) 66 (<1%)
FALL 2016 13,914 10,714 (77%) 674 (5%) 956 (7%) 485 (3%) 311 (2%) 70 (<1%)

STEADY GROWTH OF 70% IN
GRADUATE BLACK STUDENTS IN THE PAST FIVE YEARS…
UNCW GRADUATE STUDENT DEMOGRAPHICS
Overall American
Semester Graduate # of White # of Black # of 2 or More Indian or
and Year Students Students Hispanic Races Asian Alaska
Student Students
Population Native
FALL 2020 3,265 2,416 (74%) 331 (10%) 170 (5%) 93 (3%) 59 (2%) 39 (1%)
FALL 2019 2,714 2,089 (77%) 261 (10%) 126 (5%) 71 (3%) 40 (1%) 26 (<1%)
FALL 2018 2,295 1,721 (76%) 225 (10%) 109 (5%) 61 (3%) 33 (1%) 20 (<1%)
FALL 2017 1,985 1,528 (77%) 208 (10%) 86 (4%) 45 (2%) 25 (1%) 16 (<1%)
FALL 2016 1,826 1,312 (76%) 195 (11%) 77 (4%) 33 (2%) 25 (1%) 15 (<1%)

NUMBER OF OVERALL FACULTY HAS GROWN 16% IN
THE PAST FIVE YEARS… BLACK FACULTY NOT SO MUCH.
UNCW FACULTY EEO COMPARISON 2020 AND 2015
2020 Total Faculty: 703 2015: 606

EEO Group Employees % to Total 2015 Employees
Minority 145 20.60% 97 16.00%
• Black 26 3.69% 23 3.79%
• Hispanic 43 6.11% 32 5.28%
• Asian 63 8.95% 32 5.28%
• Am Indian/Alaskan Native 3 0.43% 1 0.16%
• Native Hawaiian/Pacific Islander 0 0.00% 0 0.00%
• Two or more 10 1.42% 9 1.48%
*2015 data included a category of Unknown.

6 faculty members identified as Unknown
*2020 data as of 10/31/20

UNCW
EXCEEDING 8 OUT OF 9 UNC SYSTEM DASHBOARD METRICS…
UNC SYSTEM 2018-19 PERFORMANCE: UNCW
Metric Definitions Time Period Actual Goal
PRIORITIZE
Note: 2010 - 2018; Fall Enrollment - Headcount;
Low-income In-State Degree-Seeking Undergraduates - Fall 2018 3,661 3,415
Enrollments Current Pell Recipients
Note: 2010 - 2019; Fall Enrollment - Headcount;
Rural Enrollments In-State Degree-Seeking Undergraduates - Fall 2019 4,270 4,103
Current Rural Status
UGDE Gaps Achievement Gaps in Undergraduate Degree Academic Year 2018-19 23.1 22.9
Efficiency Among Pell Recipients
Research
Productivity* Total Awards Dollars FY 2019 $11,056,918 $12,128,894
Critical Workforces* Sum of All Critical Workforce Degrees Awarded Academic Year 2018-19 2,260 1,773
IMPROVE
Degrees Awarded - Unduplicated Headcount;
Low-income Bachelor's Degrees, In-State Only, Received Pell Academic Year 2018-19 1,234 1,214
Completions in Past Five Years
Degrees Awarded - Unduplicated Headcount;
Rural Completions* Bachelor's Degrees, In-State Only, Rural in Past Academic Year 2018-19 1,220 984
Five Years
Graduation Rate* 5-Year Graduation Rate 2019 (2014 cohort) 82.5% 79.5%
SUSTAIN
UGDE Overall Undergraduate Degree Efficiency Academic Year 2018-19 29 26.1
*Indicates Stretch Goal Chancellor’s Report, December 2, 2020 12

A NATIONAL AND LOCAL IMPERATIVE
While all of these past efforts were a good start, it is clear

that it is time for us all to shift to a new level of personal
commitment. While all racial diversities deserve our
attention, issues on both the national and local levels
clearly indicate that we should start by focusing on our
black students, faculty, staff and alumni.

MUCH MORE HAS TO BE DONE
AND IT MUST BE DONE NOW!
• Improve representation of black students, faculty and

employees, once and for all
• Move from purely transactional to campus-wide climate

activities and development of infrastructure
• Re-affirm our commitment to our black students, faculty

and alumni by attending to their diversity, equity and
inclusion needs

IN ADDITION…
• Create a diverse Accountability Committee made up of students,
faculty, alumni and community members to hold the administration
and the university accountable for a more diverse and inclusive future
• Augment the Strategic Plan by adding metrics to attract black students

and faculty and enhance their engagement in the university
• Establish a new fund of $1.0 M to support recruitment of black

students in addition to the existing $2.5 M diversity scholarship fund
• Commit to an annual $1.4 M ($500,000 for recruitment this year) of

investment for the next five years to ensure a more diverse and
inclusive future
• Meet with students, faculty, alumni and community members

frequently to update them on the list of actions that the university
is committed to pursuing
CHANCELLOR’S ROLE
• Listening, brainstorming, envisioning and communicating
• Identifying leaders and charging them for actions
• Securing resources and building infrastructure
• Realizing the vision

Updates on Diversity and
Inclusion Action Items
Report to Students and Graduates
(November 19, 2020)

AGENDA
 Our Commitment to Diversity and Inclusion and the

Renewal and Change Accountability Committee
 Updates on the List of Action Items

 Next Steps

RENEWAL AND CHANGE
ACCOUNTABILITY COMMITTEE
• Patrick Boykin, Graduate ’94, ’12
• Stephania Bloodworth, AAGA Past President, ’00
• Ebony Bryant, AAGA President, Graduate ’01
• Malcomb Coley, Graduate ’86, ’89
• Harry Eason, General Utility Maintenance Coordinator, UNCW Facilities Management
• Ron Hamm, First AAGA President; BOV; Graduate ’90
• Emmanuel Harris, BFSA Co-chair, Professor
• Brooke Lambert, Director of the Mohin-Scholz LGBTQIA Center
• Christopher Neal, BSU President, ’21
• Sean Palmer, Director of the Upperman African American Cultural Center
• Kirsten Reddick, BSU Vice President, ’21
• Donyell Roseboro, Professor, Interim CDO
• Edelmira Segovia, Director of Centro Hispano
• Maurice Smith, Current BOT, Graduate ’79, Chair of the Committee
• Linda Upperman Smith, Former BOT
• Keryn Vickers, BFSA Co-chair
• Ex-officio Members: Bradley Ballou, Elizabeth Grimes, Miles Lackey, Jose Sartarelli,
John Scherer, Eddie Stuart, Brian Victor, James Winebrake

STRATEGIC PLAN KEY METRICS 2.0
Attract/Retain
Educate/Advance Research
Enable/Place
Organize/Engage
Fund/Build
ACTION ITEM
UPDATES

ACTION ITEM UPDATES: BSL/BFSA
WHAT HOW WHO WHEN
All Student Affairs Department
Directors underwent diversity and equity
training with Kimberly McLaughlin-Smith,
UNCW’s Inclusion & Diversity Learning
Development Specialist on September 3,
2020 and with Dr. Julie-Ann Scott-Pollock,
Professor of Communications Studies,
on September 10, 2020.
The Staff Training and Development

Stronger diversity/inclusion Subcommittee proposed an Institutional
I.A.1.a OIDI / HR / SA Fall 2020
training for: Staff Diversity & Inclusion Goal that was approved
by Staff Assembly and will be added to
all UNCW SHRA Employees' Full-Cycle Goals
beginning in the 2021-2022 cycle.
All Student Affairs employees were

required to include a Diversity & Inclusion
Individual Goal as part of their 2020-2021
Full-Cycle Evaluation. A sample goal was sent
to all Student Affairs Directors for guidance.

WHAT HOW WHO WHEN
Academic Affairs, OIDI, and the Chancellor

have been meeting with consultants to
Fall 2020 Planning
Stronger diversity/inclusion review a proposal for anti-racist, diversity, and
Spring 2021 Pilot
I.A.1.b. training for: Faculty and inclusion professional development. AA / HR / OIDI
Fall 2021
Staff Consultants will start meeting with faculty
Implementation
and staff groups to co-construct the
curriculum and pilot sessions in March.

WHAT HOW WHO WHEN

Student Affairs created a race
and equity training module for all
student employees, centered on
Wilmington’s history surrounding racial
injustice and the value of requiring all
employees to complete training around
topics of race, diversity, and inclusion.
The series included a facilitation guide,
Stronger diversity/inclusion Vice Chancellor expectations around
I.A.1.c. SA / OIDI / All Fall 2020
training for: Students diversity and equity, a version of Upperman’s
“Hot Summer” video, and Pre- and post-
discussion surveys and evaluations.
Starting this year, all Student

Affairs departments will report out
all accomplishments related to student
staff training on diversity and equity in
their Annual Departmental Reports.

WHAT HOW WHO WHEN

The Housing and Residence Life
Subcommittee released weekly Instagram
posts focusing on diversity and
I.A.2.a. Housing and Residence Life equity starting on the first Wednesday of SA Fall 2020
September. In September, the story was
viewed by 843 individual, unique views and
the accounts reached 2,629 Instagram users.

WHAT HOW WHO WHEN
Student Affairs and UC leaders meeting

regularly to develop a course and living
concept for a new Black Living and Learning
Community focused on Black culture and
history, that would work along with the
existing Social Consciousness Learning
Community. The work group presented to Planning in
Develop New
BSL and adopted the student 2020-21 and
I.A.2.b. Living/Learning SA / AA
recommendation LLC title: Living in Implementation in
Communities
Blackness. The group also sought feedback 2020-21
from student leaders on the initial LLC plans,
advertisement to incoming freshman
applicants, suggested course types, number
of participants, concepts for travel
experiences, and potential location in the
residence halls.

WHAT HOW WHO WHEN
Two staff in admissions are now dedicated to

Implement diversity Fall 2020 Hire
diversity and inclusion efforts.
I.B. admission program for AA / OIDI / SA Spring/Fall
prospective students Recruitment
Bridge program being developed (see A.3).

WHAT HOW WHO WHEN
Ensuring students and others know where to
turn: OGC working w/ Student Affairs and
OIDI to determine training and any update
needed in policy or website.
Develop tools directing students to the right

offices: Working w/ Student Affairs and OIDI
to determine training and any update
Implement policies that needed in policy or website
hold students/faculty/staff
I.C. OGC / All Fall 2020
accountable for hate Evaluate collecting information on incidents
speech/workplace violence and how to address them Working w/
Student Affairs and OIDI on data collection.
Chief Diversity Officer met with Associate
Vice Chancellor for Diversity & Inclusion at NC
State to review their Bias Impact Reporting
Process. Two Diversity & Inclusion Fellows
will research and bring back a proposal in
the spring.

WHAT HOW WHO WHEN

Focusing conversations around using other
campus naming opportunities to honor Black
individuals who are a part of UNCW’s history.
The newly formed BOT committee will
further explore this issue, since campus
namings are under the authority of the
Replace the name of Kenan trustees. UA / OIDI /
I.D. Fall 2020
Hall and Kenan Auditorium OGC / ML
Further research and analysis continues to be
done with very little evidence that other
concerning namesakes exist thus far.
Other Advancement Updates on

subsequent page

OTHER ADVANCEMENT UPDATES
I.d. – Replace the Name of Kenan Hall and Kenan Auditorium
• We are actively focusing conversations around using other campus naming opportunities to honor Black individuals who are
a part of UNCW’s history.
• It is anticipated that the newly formed BOT committee will further explore this issue, since campus namings are under the
authority of the trustees.
• Further research and analysis continues to be done with very little evidence that other concerning namesakes exist thus far.
• Note: Both campus Kenan namings are for Sarah Graham Kenan, and not for William Rand Kenan, who was a part of the
1898 massacre. Mrs. Kenan has no known association with activity that conflicts with UNCW values related to diversity,
inclusion, and equity.
A.1. – Position AAGA to have a stronger voice in programming, narrative, and representation
• The Office of Alumni Relations hosted two interest meetings to recruit 16 new AAGA Steering Committee Members,
including a new President, VP, and Secretary.
• The executive team has been restructured to include a past-president position to better serve the AAGA mission.
• Two meetings with the chancellor and three with Advancement division leadership to discuss diversity, equity, and inclusion
strategies have been hosted.
• The AAGA Executive team contributed to University Advancement’s development of a dedicated AAGA web page as well as
the creation of a new UNCW giving portal dedicated to diversity, equity, and inclusion.
• AAGA developed new Facebook and Instagram accounts, which are public and updated frequently by their members.
• AAGA now has year-round programming, including a new fall social geared towards fostering support for UNCW’s initiatives
in diversity, equity, and inclusion.
• AAGA leadership actively engages with the Chief Diversity Officer and Advancement leadership to assert the alumni
perspective as programming initiatives are developed (both academic and alumni).
A.2. – Add alumni engagement and development staffing resources to bolster affinity around diversity
• University Advancement has recently secured funding resources to establish an engagement/development officer position
dedicated to building affinity to campus diversity initiatives.
• The position description and structure has been developed and in under review.
• It is anticipated that recruitment for the position will be underway in January.
Of note: $480,000 in new commitment for diversity scholarships has been secured since April 2020.
WHAT HOW WHO WHEN
Allocate time and space for OUR Updates on Communications on

I.E. CL / HRL / OUR Immediate
major Black events subsequent page

OUR UPDATES ON COMMUNICATIONS
Event Promotions
• Office of the Arts Launches Virtual Black Lives Matter Exhibit
• Upperman Center to Host 29th Annual Association for Black Culture Center Conference
• Sixth Annual Cape Fear Region MED Week Goes Virtual
• Survey, virtual town hall meetings hosted by UNC Racial Equity Task Force
• Upperman Center's "The Sit-in: A Black Cultural Competency Module"
• A Conversation with Ibram X. Kendi Moderated by Donyell Roseboro
• Recruitment announcement re: the new Diversity & Inclusion Fellows Program
• Promotion of "Am I Next?"
• Promotion of Post-Election Discussion
Announcements, Recognition and Support
• First UNCW Alumni Association Distinguished Diversity Award to Be Presented at Homecoming 2021
• UNCW’s Fidias Reyes, Sabrina Hill-Black Winners of WILMA's 2020 Women to Watch Awards
• Chancellor Sartarelli Creates Renewal and Change Accountability Committee to Advance Diversity and Inclusion
• UNCW Alumnus John Scholz ’84 and Dr. Anil Mohin Establish Endowment for LGBTQIA Resource Office, Fund
Office’s Expansion
• OUR Interim CCO collaborated with Cape Fear Communicators organization to coordinate a diversity awareness
panel discussion for the group's members. Dr. Donyell Roseboro served as a panelist.
Statements from Chancellor Sartarelli
• Notice: UNCW Reaffirms Values of Seahawk Respect Compact and Freedom of Expression (November 5, 2020)
• Notice: An Emphasis on Diversity, Equity and Inclusion Efforts at UNCW (October 21, 2020)
• Message from Chancellor Sartarelli: Advancing Diversity, Equity and Inclusion at UNCW (September 18, 2020)
• Message from Chancellor Sartarelli: Chief Diversity Officer Dr. Kent Guion to Join Faculty; Dr. Donyell Roseboro
to Serve as Interim CDO (July 14, 2020)
In Development
• Public announcement about the first cohort of Diversity & Inclusion Fellows to come. Note: two OUR staff
members are among this group.
• Developing an updated OIDI website
• Updating the UNCW “About” Page to reflect the university's Black history
• Assisting OIDI with diversity database
WHAT HOW WHO WHEN
Student Affairs continues to evaluate the

need for a full-time NPHC coordinator and
has made consideration of this request a
priority. Currently there are fewer than
17 NPHC students, and most chapters are not Immediate
signing new members this year, so SA believes Support Provided
Hire Full-time National
once COVID hiring constraints relax, we will
I.F. Pan-Hellenic Council SA
be able to enact a plan to seek funding for Spring Assessment
Coordinator
this position and attempt to launch a search on Hiring Need
for a full-time staff, preferably at the assistant and Budget
director level. Meanwhile, graduate student
Lashaun Noel and other F&SL staff in OSLE
have been successfully covering support for
NPHC students.

WHAT HOW WHO WHEN

There is 1 full-time Black counselor in the
University Counseling Center. This year we
also have added a Black Post-Doc and a
I.G. Hire Black Counselors UCC / SA Immediate
Black time-limited counselor. So of 10
counselors in the University Counseling
Center, 3 are Black.

WHAT HOW WHO WHEN

Implemented new Cluster Hire Initiative
with College of Arts and Sciences, identifying
6 new positions across 5 departments. Ads
are posted and search committees formed,
with expectation of student involvement in
interview and selection process. Initial review
will begin in January. Fall 2020 Postings
Additional faculty hiring beginning in all Spring 2021

II.A. Hire Black Faculty AA
colleges, with emphasis on increasing Interviews
diversity.
Fall 2021 Hire
Another workgroup is working on Faculty
Diversity Pathway Program with NCA&T and
is in discussions on an MOU to build a
pipeline of faculty to UNCW.

WHAT HOW WHO WHEN

Proposed Africana Studies Major includes at
least two new courses, with others to be
developed.
Include more classes for • FN422-Senior Seminar Topics in Africana

Black history and learning Studies
II.B. AA Fall 2020
community and UNCW • WGS200 Black Feminism/ Women and
curriculum Gender
New courses emerging from 1898 curricular

focus (see later).

WHAT HOW WHO WHEN

An Africana Studies major has been designed
by a faculty working group led by Dr. Manny
Harris and including faculty connected to the
existing minor. The LOI for the major is in Fall 2020 Proposal
Curriculog and is undergoing faculty review,
which we hope to see concluded early in the Spring 2021
II.B.2.a. Africana Studies major Spring. The program is interdisciplinary and AA UNCW Approval
includes a substantial effort to review the
curriculum and encourage the delivery, AY21-22 System
development and inclusion of an exciting Office Approval
range of course offerings. The new LLCs will
include offerings that are part of the major
and will support the major’s development.

WHAT HOW WHO WHEN

Develop a plan to create an
II.C. option for a Black living- See I.A.2.b. AA / SA See I.A.2.b
learning community

WHAT HOW WHO WHEN
Hire additional professional Assess and adjust compensation for existing

III.A. OIDI Immediate
staff for Upperman Center staff and identify additional needs
Increase budget for Black

Review budget and look to increase resources
III.B. student enrichment at OIDI Immediate
for Upperman as appropriate
Upperman Center
SA identified new space in FUU, and

proposed floor plans and expansion
concepts for both Upperman and Centro.
The Chancellor and VC walked the space
Expansion of Upperman together and the proposal for expansion
OIDI / AA /
III.C. African American Cultural was delivered to OIDI at the end of Immediate
SA / BA
Center September. Together with the expansion of
the Mohin-Sholz LGBTQIA center, Centro
and Upperman would move from a total of
3182 sqft to 5688 sqft.

ACTION ITEM UPDATES: AAGA
WHAT HOW WHO WHEN

• The Office of Alumni Relations hosted
two interest meetings to recruit 16 new
AAGA Steering Committee Members,
including a new President, VP, and
Secretary.
• The executive team has been restructured
to include a past-president position to
Position AAGA to have a better serve the AAGA mission.
stronger voice in • Two meetings with the chancellor and
A.1. UA Immediate
programming, narrative three with Advancement division
and representation leadership to discuss diversity, equity, and
inclusion strategies have been hosted.
• The AAGA Executive team contributed to
University Advancement’s development of
a dedicated AAGA web page as well as the
creation of a new UNCW giving portal
dedicated to diversity, equity, and
inclusion.

WHAT HOW WHO WHEN
• University Advancement has recently

secured funding resources to establish an
engagement/development officer position
Add alumni engagement
dedicated to building affinity to campus
and development staffing
A.2. diversity initiatives. UA 2020-21
resources to bolster affinity
• The position description and structure has
around diversity
been developed and in under review.
• It is anticipated that recruitment for the
position will be underway in January.

WHAT HOW WHO WHEN

Fall 2020
Workgroups
Formed
Develop pipeline and bridge A Bridge Program Workgroup has been
programs while advancing formed and is meeting to discuss a Bridge
Spring 2021
A.3. partnerships with Program for students. Planning will occur AA / SA / OIDI
Program Design
community and high during Spring 2021, with implementation the
schools following Fall.
AY21-22/Summer
2022
Implementation

WHAT HOW WHO WHEN
$500,000 in additional scholarship money

Develop plans in
Increase access for available for this admission cycle
2020-21;
A.4. historically disadvantaged AA / SA / BA
Implementation in
and low-income students $480,000 in endowed scholarship funding
2021-22
secured

WHAT HOW WHO WHEN

Bias training piloted for search committees in
2019 and continuous improvements occurring Fall 2020
Implement robust bias
in AY20-21. For faculty hiring, a AARM Workgroup
training for all search
workgroup has been formed and has been Meeting
A.5. committees, hiring OIDI / HR
meeting every other week on new
authorities and
programming. Spring 2021 Policy
administration
Recommendations
Policy recommendations by spring 2021

WHAT HOW WHO WHEN
Explore expanding the

A.6. Africana Studies program See II.B.2.a AA See II.B.2.a
minor into a major

WHAT HOW WHO WHEN

Workgroup was formed this fall to focus on
1898 massacre – developing new scholarship
Fall 2020 Planning
and curricular activities.
Ensure the history and
A.7. legacy of 1898 is addressed AA Spring 2021 Hiring
A Library Diversity Resident position created
through curriculum and
and funded to help with this work.
Implementation
Equity Institute concept evolving.

WHAT HOW WHO WHEN

Equity Institute concept evolving.
Meetings with Teagle Foundation beginning Fall 2020 Planning

Ensure a strong focus on
for support for this work.
A.8. city, regional and state Black AA
Spring 2021
history and culture
Randall Library standing up a new Center for Implementation
Southeast North Carolina History and
Archives

WHAT HOW WHO WHEN

Fall 2020 Establish
Established Diversity & Inclusion Fellows
Increase operational Fellows Program
Program and appointed fellows to this group.
programming and staffing
A.9. OIDI / AA / BA
resources in support of Spring 2021
See previous items.
curriculum Budgeting and
Planning

WHAT HOW WHO WHEN

Fall 2020 Develop
OIDI developed and submitted a
Plan
Support staffing in the three Restructuring Plan – Phase I & II.
cultural centers appropriate
A.10. OIDI Spring 2021 Phase
to accommodate advances Meetings with HR ongoing related to position
I Implementation,
in programming assessment relative to market.
Pending System
Office Approvals

WHAT HOW WHO WHEN

Add one or two full-time
positions to recruitment of
A.11. See I.B. AA/BA Immediate
African American students
and college-readiness

NEXT STEPS
• Continue to Listen
• Continue to Implement Action Item List using resources

from the Diversity and Inclusion Funding Plan
• Continue to Engage the Renewal and Change Accountability

Committee and Other Units On Campus
• Integrate What We Learn into Long-Term Plan

Diversity and Inclusion
Priorities Funding Plan

OVERVIEW OF PRIORITIES
• 11 priorities in total (priorities identified in following slides)

• Steady state costs will exceed $1.4 M
• Funding plans have been established for each priority
• Tentative five-year spending schedule is as follows:
ALLOCATION BY SOURCE AND YEAR FOR D&I INITIATIVES

Source FY21 FY22 FY23 FY24 FY25
Chancellor's D&I Fund and

474,019 878,019 878,019 878,019 878,019
Future EG Allocations
Trust Allocations 500,000 500,000 500,000 500,000 500,000

Academic Affairs Reallocations 73,019 73,019 73,019 73,019 73,019
University One-time Source 60,000 - - - -
Total: 1,107,038 1,451,038 1,451,038 1,451,038 1,451,038

ACTION ITEMS 1 THROUGH 3
Perm/
Funding Line Item Total Funding Permanent
Action # Action Title One-
Line Item Description Amount Type Funding Source
Time
Student Institutional Trust

1.1 $ 500,000 Trust Funds Permanent
Scholarships (Central)
Diversity Scholarships and AA GF Reallocation

1 Admissions
Student Recruitment 1.2 $ 73,019 General Funds Permanent (vacant transfer
Positions (1)
admissions position)
Chancellor D&I Fund

Admissions
1.3 $ 73,019 General Funds Permanent and Future EG
Positions (2)
Allocations
Post-Doctoral Chancellor D&I Fund

2 Pipeline Programs 2.1 Scholars $ 300,000 General Funds Permanent and Future EG
(up to three) Allocations
Training/Module
CH One-Time
3.1 Development $ 171,000 General Funds One-Time
Funded
Faculty & Staff Professional (One-time costs)
3
Development
Ongoing Costs Chancellor D&I Fund
3.2 Associated with $ 27,000 General Funds Permanent and Future EG
Training Allocations

Perm/
Time
D&I Fellows Chancellor D&I Fund
4 Diversity & Inclusion Fellows 4.1 (support up to $ 28,000 General Funds Permanent and Future EG
ten fellows) Allocations
Chancellor D&I Fund
Diversity and Equity Art D&I Art
5 5.1 $ 50,000 General Funds Permanent and Future EG
Programming Programming
Allocations
Budget to be
established
through new TBD through new
6 Africana Studies Major 6.1
program
TBD General Funds Permenant
program process.
development
process
Search for Permanent Chief Search CH One-Time

7 7.1 $ 50,000 General Funds One-Time
Diversity Officer Consultant Funded
Committee
Expenses AA One-Time
8 Search Committee Process 8.1
Associated with
$ 10,000 General Funds One-Time
Funded
Search

Perm/
Time
Chancellor D&I Fund

Library Diversity
Fellow
1898 Research, Curricula, Allocations
9
and Outreach Chancellor D&I Fund
1898
Programming
Allocations
Support for
Class
Development Chancellor D&I Fund
10 Living/Learning Community 10.1 and Related $ 75,000 General Funds Permanent and Future EG
Programming Allocations
(up to 50
students)
Recruitment Chancellor D&I Fund
11 Bridge Programs 11.1 and $ 125,000 General Funds Permanent and Future EG
Programming Allocations

AN INVITATION TO CONTRIBUTE
TO LASTING CHANGE
UNCW’s past efforts provided the foundation for the

work we are doing now to improve racial diversity, equity
and inclusion on campus. Now is the time to construct a
strong framework for future generations of Seahawks.
We have the knowledge and experience, we have
dedicated existing and future resources, and we have
focused our efforts on meaningful goals and strategies.
With your support and involvement, we will make real,
lasting change happen at UNCW.

GO SEAHAWKS!

Giving Flight To Imagination: Diversity and Inclusion

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Giving Flight To Imagination: Diversity and Inclusion

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Giving Flight to Imagination

Diversity and Inclusion

 Three Decades of Progress in Diversity on Campus...

Chancellor’s Report, December 2, 2020 2

This presentation provides a brief synopsis of the diversity

Establishing a campus commitment to diversity, equity,

Chancellor’s Report, December 2, 2020 3

Chancellor’s Report, December 2, 2020 5

BLACK/AA % OTHER % WHITE % TOTAL

FALL 2020 991 (6%) 3,116 (17%) 13,808 (77%) 17,915

FALL 2016 869 (6%) 2,695 (17%) 12,176 (77%) 15,740

FALL 2011 585 (4%) 1,669 (13%) 10,891 (83%) 13,145

FALL 2006 605 (5%) 970 (8%) 10,525 (87%) 12,098

FALL 2001 480 (5%) 476 (4%) 9,690 (91%) 10,646

FALL 1996 551 (6%) 333 (4%) 8,221 (90%) 9,105

FALL 1991 461 (6%) 221 (3%) 7,448 (92%) 8,130

FALL 1986 374 (6%) 147 (2%) 5,461 (91%) 5,982

FALL 1981 320 (6%) 69 (1%) 4,717 (92%) 5,106

FALL 1976 184 (5%) 25 (1%) 3,164 (94%) 3,373

Chancellor’s Report, December 2, 2020 7

Chancellor’s Report, December 2, 2020 8

Chancellor’s Report, December 2, 2020 9

Chancellor’s Report, December 2, 2020 10

2020 Total Faculty: 703 2015: 606

*2015 data included a category of Unknown.

Chancellor’s Report, December 2, 2020 11

*Indicates Stretch Goal Chancellor’s Report, December 2, 2020 12

While all of these past efforts were a good start, it is clear

Chancellor’s Report, December 2, 2020 13

• Improve representation of black students, faculty and

• Move from purely transactional to campus-wide climate

• Re-affirm our commitment to our black students, faculty

Chancellor’s Report, December 2, 2020 14

• Augment the Strategic Plan by adding metrics to attract black students

• Establish a new fund of $1.0 M to support recruitment of black

• Commit to an annual $1.4 M ($500,000 for recruitment this year) of

• Meet with students, faculty, alumni and community members

• Listening, brainstorming, envisioning and communicating

• Identifying leaders and charging them for actions

• Securing resources and building infrastructure

• Realizing the vision

Chancellor’s Report, December 2, 2020 16

Chancellor’s Report, December 2, 2020 17

 Our Commitment to Diversity and Inclusion and the

 Updates on the List of Action Items

Chancellor’s Report, December 2, 2020 18

Chancellor’s Report, December 2, 2020 19

Chancellor’s Report, December 2, 2020 21

The Staff Training and Development

All Student Affairs employees were

Chancellor’s Report, December 2, 2020 22

WHAT HOW WHO WHEN

Academic Affairs, OIDI, and the Chancellor

Chancellor’s Report, December 2, 2020 23

WHAT HOW WHO WHEN

Starting this year, all Student

Chancellor’s Report, December 2, 2020 24

WHAT HOW WHO WHEN

Chancellor’s Report, December 2, 2020 25

WHAT HOW WHO WHEN

Student Affairs and UC leaders meeting

Chancellor’s Report, December 2, 2020 26

WHAT HOW WHO WHEN