Background on Development

Background on the Development of the Student Diversity Office

Presidential Leadership. The University President's leadership role is fundamental to the success of the existing diversity plan of action and its successors. The expanded effort as described in this report was initiated by the outgoing president with the full awareness that the issues embodied in this phase were so sensitive that it was unlikely that the new president would be able to initiate such a process. It was recognized that it would be much easier for the incoming president to maintain and expand the diversity focus. Further, it was acknowledged that, if delayed, a new commitment to diversity would likely have to complete with other agendas that would be before the campus and new president in the years ahead.

In 1990-2000 the academic year the support structures essential to sustain the University's commitment to diversity began to be put in place. This includes the creation of a University/Community Diversity Council, University Diversity Council, the Office of Student Diversity, the Director of Student Diversity, and a series of new initiatives detailed throughout this report. A section focused on diversity goals and objectives will be integrated into each of the University's divisional annual objectives. Additionally, each executive and administrative officer (provost, vice presidents, deans, and executive directors) will be asked to describe specific diversity actions that will be annually assessed. The review of these priorities will have a direct impact on their annual performance/merit evaluations.

It is expected that future presidents will provide more than symbolic leadership of the University's expanded diversity commitment. The community needs strong leadership and a spokesperson willing to advocate the virtues of human dignity and the human capacity of all. On campus, diversity issues need to be placed at the forefront of the institution's agenda for the future. Budgets supporting diversity initiatives will need to be increased. Commitments made at all levels will need to be made part of the life of the University. Training programs will need additional attention. And, most importantly, the institution will need to learn how to transform its diversity into an organizational strength.

These efforts where followed up with conversations held between Judy Gaines and Dr. Cynthia E. Anderson in January of 2004. William J. Blake, Director of Student Activities was asked to consider working in the area of Student Diversity Programs. He agreed in April of 2004 and wrote up a short job description which Ms. Gaines accepted and worked into the Office of Student Diversity.

This office will opened in August 2004 with a Director, two Gradate Assistants (John Dogbey & Ty-Juan Young) and a Secretary (Ms. Carol Yarnell). It was located in the former Women's Center on the 2 nd floor of Kilcawley Center . After several weeks of preparation the move was completed and the space was occupied before the telephone lines were changed to accommodate the space.

Two major programs were transferred to this office from the Office of Equal Opportunity & Diversity. Mr. Jimmy Myers, Director was very instrumental in helping to bring about this major shift in programming between to major areas of the University. Those programs are the Emergency Loan Program and the Minority Student Employment Program. Both of these programs are funded by the YSU Foundation. Both programs are vital to enhancing the comfort level of our students and over one hundred and fifty students take advantage of these offerings annually.

Many different programs are coordinated through this office including but not limited to the Martin Luther King Annual Celebration, Hispanic Heritage Month, Women's History Month, Asian Pacific Month and Disability Awareness Month. Each of these efforts is the result of multiple offices, people and student organizations working together to enhance diversity on our campus.

Adopted from the YSU Commitment to Diversity Statement, Commuity Task Force on Diversity Report, dated August 1999 pg. 4