Challenge 2

FY12 implementation steps are presented for each goal supporting Challenge 2 within the strategic plan.

Goal  1:  Better communicate William & Mary's commitment to diversity.

• Review, internally and externally, and share best practices that provide synergy for broad based university-wide diversity initiatives.* (Glover)
• Support the Lemon Project Committee in its efforts to carry out the research project aimed at understanding the history of African-Americans at the College and in the greater Williamsburg community (i.e., Web presence, research projects, potential courses). (Halleran, Glover)
• Evaluate communication channels and materials, in concert with Creative Services, to ascertain whether they reach under-represented audiences. (Golden, Glover)
• Review the information on the W&M Website to assess the messaging of diversity at W&M.  Suggest areas of improvement for recommendation to Creative Services. (Golden, Glover)
  * Continues into FY13-16

Goal 2: Ensure a welcoming and supportive campus.

• Continue to improve campus accessibility as deemed appropriate.  (Martin) 
• Continue to review benefits programs, including domestic partner benefits, services, and facilities to ensure they reflect cultural shifts and changing demographics.* (Halleran) 
• Work in conjunction with Assistant to the President and HR Training Director to develop on-going workshops for faculty/staff on working with diverse populations  (i.e., religious diversity, freedom of speech, etc.).* (Martin, Halleran, Glover) 
• Develop a series of multicultural lectures that  are designed to educate the community about germane areas of interest/topics.* (Ambler, Glover) 
• Continue to support broadening the College’s non-discrimination policy (i.e., gender identity, gender expression). (Glover)

Goal 3: Increase the diversity of the student body, faculty and staff.

• Expand undergraduate, graduate and professional school student recruitment from under-represented populations, to include international students. (Glover, Deans and other appropriate faculty/staff) 
• Research the appropriateness and practicality of pipeline programs for schools, departments and programs that contribute to increasing diversity in the undergraduate and graduate student population. (Glover, Deans and other appropriate faculty/staff) 
• Develop a working plan that identifies University hiring needs for faculty and staff and identify key areas for opportunity. (Halleran, Martin, Glover) 
• Expand funds for admissions support. (Halleran, Jones)

Goal 4: Provide more diverse curricular offerings.

• Encourage opportunities for faculty development projects that enhance diversity in the curriculum, including assisting faculty with practices that best promote the exploration of diverse experiences. (Halleran, Deans, Appropriate Faculty Committees)
• As part of the anticipated undergraduate curriculum review, consider more diverse curricular offerings and ways of teaching. (Halleran, Deans, Appropriate Faculty Committees) 
• Develop a plan for institutional professional development focused on creating a diverse and inclusive campus community.