PennWest Edinboro has done historical work with diversity that lays a foundation for
our future. We have offices in place, presidential commissions, student organizations
and historical annual programs that provide the foundation for our work. It is important
that we build on our past success and continue the positive momentum. The Office of
Social Equity has developed a two-year action plan (July 2019 - July 2021) that aligns
with the University's strategic plan, Edinboro 2024.
During the next two years, the Office of Social Equity will focus on goals and objectives
developed from existing data. This plan focuses on student success, particularly the
success of underrepresented minority students and employees. It also focuses on campus
climate issues. Focusing on these priorities will enable us to enhance the experience
of students and staff from underrepresented groups and continue to build an inclusive
community where all feel welcome and represented.
Successful implementation of the activities listed here will enhance our efforts to
recruit and retain diverse populations, creating a diverse campus culture that enriches
us all. Each of the following strategic diversity and inclusion initiatives impact
multiple objectives put forth in the University strategic plan
Student Success
Increase the recruitment and retention of underrepresented/served students
Develop recruitment activities specific to increasing URM students
With Enrollment Management, present two academic campus visit days for highly qualified
potential applicants (FDI, MLK)*
Establish five new two-year articulation agreements with partners in Erie, Philadelphia
and Pittsburgh
Develop area partnerships useful in recruiting potential students
Partner with area high schools to award successful URM students with the MLK distinction
and application fee waivers
Establish area alumni stakeholder groups to support URM recruitment efforts
Develop activities that increase first year URM retention rates
Develop a URM freshman reclamation program
Create activities to address the male student success
Institute a support group to raise retention rates among male students
University Success
Increase the recruitment and retention of underrepresented minority employees
Partner with Human Resources and Faculty Relations to support greater diversity in
the hiring pool and inclusive screening practices
Identify departments with potential to diversify
Participate in national faculty diversity recruitment efforts
Construct individual success plans to increase URM faculs
Use the Frederick Douglass Institute to attract URM faculty
Establish FDI pre-doctorate fellows program as a pipeline for open faculty positions
Expand the Aspiring Faculty Workshop as an annual fall event
Create a welcoming and inclusive campus
Restructure existing diversity efforts to support a welcoming, safe and inclusive
environment
Provide gender and sexuality education to the campus community
Determine the need for a campus bias response policy
Develop support structures to encourage engagement and build community among faculty,
staff, administrators and students
Establish campus spaces that support diversity initiatives
Conduct new employee diversity and inclusion workshops
Gather data to examine the diverse experiences of campus community members
Implement a diversity campus climate survey
Conduct program audit for existing diversity programs
