Fostering Diversity & Inclusion Wake Forest

University

New College Faculty Orientation

August 15, 2014

Barbee Myers Oakes, PhDAssistant Provost for Diversity &

InclusionWake Forest University

Vision 2020

We Plan to Strategically Position Diversity & Inclusion as Central

to the WF Mission

Striving For Inclusive Excellence

1.How do we define diversity at Wake Forest today?

2.Who are principal members of the institutional diversity and inclusion leadership infrastructure?

Guiding Questions

How do we define diversity at Wake Forest today?

Question #1

Redefining Diversity at

Wake Forest

20-Year Analysis of WFU Ethnic Minority

Undergraduate Student Enrollment (1993-2012)

Nu

mb

er

Source: Institutional Research Fact BookYear

23.2% (1117)

7.6% (365)5.6% (269)3% (143)

7.9% (302)

1.5% (53)

1993 Total UG = 35452012 Total UG = 4815

“The Mix”

First Year Racial/Ethnic Minority Demographics

(378) | 29%

(Includes 122 International Students)

Data Source: WF Office of the RegistrarData Source: WF Office of the Registrar

Fall 2014 Undergraduate First Year Student Enrollment

(N=1290)

WFU Full-Time Faculty by Ethnicity

Fall 2012

Source: Institutional Research Fact Book 2012-

2013

1272 339

26

17.5% Non-Whit

e

“The Mix”

Full-Time Minority and Female Faculty at Wake Forest (Fall

2009-2012)

Arts and Sciences

Source: Institutional Research Fact Book 2012-2013

39%

42%

42%

43%

43%

15.8%15.7%15.4%15.5%13.6%

Nu

mb

er

Year

“The Mix”

LGBTQ Center Usage Statistics 2011-2013

FALL 2013 Usage Statistics

Number

Daytime Visits 986

After Hours/Weekend Visits

518

Total Number of Visits 1504

Average Visits Per Month

376

Nu

mb

er

“The Mix”

KEY WINS•Tax Equality Benefit (Grossing Up)

• In July 2013, WF became the first university in the South to offer a tax equality benefit to create parity in benefits compensation for our faculty and staff with same-sex partners

• Joined the ranks of Syracuse, Princeton, Yale, University of Pennsylvania, Columbia, Barnard, Colorado College, Carlton, Utah State, and Bowdoin College

•Residence Life and Housing Domestic Partner Policy • The LGBTQ Center worked with Residence Life & Housing

leadership to help craft and approve a new domestic partner policy for staff living in the residence halls

IN PROGRESS• Transgender-Inclusive Health Care Coverage• Bias Incident Response System (BIRS)

POLICY

MATTER

S

Who are principal members of the institutional diversity and inclusion leadership infrastructure?

Question #2

2014 WF Office of Diversity and Inclusion Leadership Team (ODILT)

Diversity & Inclusion

Diversity & Inclusion

Barbee Myers Oakes, PhD ASSISTANT PROVOST

(‘09)

Diversity & Inclusion

Diversity & InclusionDiversity EducationDiversity Education

Shayla Herndon-Edmunds

MANAGER (‘12)

Kaylan S. Baxter ASSISTANT DIRECTOR (‘14)

LGBTQ CenterAngela Mazaris, PhD

DIRECTOR (‘11)

Multicultural AffairsWesley Harris,

INTERIM DIRECTOR (‘14)

Women’s CenterPaige Meltzer, PhD

DIRECTOR (‘13)

Office of ChaplainK. Monet Rice, M Div

ASSOCIATE CHAPLAIN (‘12)

Diversity and Inclusion Partnerships

Questions?