A 5-year Strategic Plan

A5-yearStrategicPlan2017(with2019revisions)

CelebratingDifference,SupportingInclusionandEnsuringEquityatUSCAnnenbergSchoolforCommunicationand

Journalism

A5-yearStrategicPlan2017(with2019revisions)

AnnenbergDiversityInitiative

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PrefaceWeissuethisstrategicplanwiththeintentionofdrivingsignificantmeaningfulandmeasurablechangeinimprovingdiversity,inclusion,equity,andaccessbothatUSCAnnenbergandinourindustriesofpractice.Wewelcomeyourfeedbackandinvolvementaswedoso.Twoyearsinthemaking,thisplanisbasedoninputfromfaculty,staffandstudents,andalsoreflectsfeedbackfromtheUSCProvostaswellasrefinementsappliedaswebeganimplementingstrategiesinanumberofareas.Weareencouragedbytheprogressmadesofar,butwealsoacknowledgewearewellshortofourgoals.Advancingdiversity,inclusion,equity,andaccessremainsourschool’smostpressingpriority,andwewillpursuethiscommitmentwithenergy,urgency,andalltheresourceswecanbringtobear.

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OVERVIEW|ContextandConnectionAtUSCAnnenberg,webelievecommunicationprovidesthemosteffectivemeanstonavigateaworldofprofoundandconstantchange.Werecognizethatourdedicationtotheinclusionandequityofallpopulations–thetruespiritofdiversity–iscriticaltoadvancingthefieldsofcommunication,journalismandpublicrelations.Wealsounderstandthattherighttofreespeechandfreepresscarrieswith

itaresponsibilitytopromotetoleranceandequality,andtorespectthedignityofeveryhumanbeing.Wedefinediversityasitrelatestotherespectandinclusionofallvariationsofrace,ethnicity,nationality,genderandgenderidentity,differenceofability,neuro-divergence,sexualorientation,socioeconomicstatus,ageandreligiousandpoliticalaffiliations,recognizingtheintersectionalnatureoftheseareasofdifference.Inclusionandrespectfulconsiderationofthesedifferencesaredeeplyingrainedwithinourcorebeliefs.Ourfounder,AmbassadorWalterAnnenberg,setforthasingularvisionfortheschoolin1971,avisionthatchargesuswithadutytohonorouruniquefreedomsbypromotinginclusionanddefendingequality:“Everyhumanadvancementorreversalcanbeunderstoodthroughcommunication.Therighttofreecommunicationcarrieswithittheresponsibilitytorespectthedignityofothers–andthismustberecognizedasirreversible.Educatingstudentstoeffectivelycommunicatethis

messageandtobeofservicetoALLpeopleistheenduringmissionoftheschool.”–Founder,AmbassadorWalterAnnenberg

OurmissionAtUSCAnnenberg,ourmission–toleadthefieldsofcommunication,journalismandpublicrelationsinaglobalmulticulturalenvironmentthroughgroundbreakingscholarship,professionalwork,teachingandpublicservice–canonlybeseenasinseparablefromourcommitmenttodiversity.Wecannotadvancethefieldsofcommunication,journalismandpublicrelationswithoutfullrepresentationandparticipationacrossallmannersofdifference.Aswenavigatetoday’sdynamiclandscape,wemustcontinuetoupholdourcoreprinciples.Ouraimistoequipourstudentswiththecriticalthinkingandtechnicalskillsneededtobegloballeadersintheseprofessions.Atthesametime,werecognizethestrategicandethical

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rolethatdiversityofthought,backgroundandexperiencewillplayintheirsuccessinandoutoftheclassroom.BeyondourinternalAnnenbergcommunity,wealsoseeanenormousopportunitytoaffectchangebyincreasingrepresentationinourindustriesofpractice.AccordingtotheAmericanSocietyofNewsEditors,forexample,ethnicminorityjournalistsmadeupjust16.6%ofthenewsroomworkforceforrespondinginstitutionsin2017,andwomen39.1%.Ofnewsroomleaders,13.4%wereminoritiesand38.9%werewomen.For2016,theBureauofLaborStatisticsdeterminedthatoutof121,000employedpublicrelationsspecialists,87.3%werewhite,8.2%wereblack,1.7%wereAsian,and7.3%wereHispanicorLatino.Wecanmovetheneedleintheseprofessionsthrougheducating,trainingandgraduatingthenextvibrantlydiversegenerationofcommunications,journalismandpublicrelationspractitionersandscholars.Thehistoricpolitical,economicandculturalupheavalofourtimesbringswithitanequallypowerfulperiodofself-reflection.Weseeanenormousopportunitytoeffectchangeaswecontinuetocultivateacultureofrespectandinclusion,andwebringtheintellectualandinstitutionalenergyoftheentireUSCAnnenbergcommunity.AnearlyroadmapOurcurrentplanrestsnotonlyonourhistorybutonabodyofrecentworkspanningnearlyadecade.InMarch2011,theAnnenbergDiversityInitiativereleasedtheschool’slandmark“CelebratingDifference”report.Thisself-studyreportrecognizedourlongstandingcommitmentandresponsibilitytoensuringthatourstudentsdeveloptheculturalcompetencythatisnecessaryinourmultifacetedsocietyandworld.Thereportformalizedourlong-heldcommitmenttodiversitybysettingforth12strategicrecommendationsthatbecamearoadmapforcontinuedprogress.SeeAppendixEforthefullreportandrecommendations.In2012,USCAnnenbergwasawardedtheEquity&DiversityAwardfromtheAssociationforEducationinJournalismandMassCommunication.Our“CelebratingDifference”reportwasamongtheeffortsrecognizedaspartofourcommitmenttodiversityinhiring,enrollment,programmingandcommunityoutreach.Itistothisdayafoundationaldocumentfortheschool.AframeworkforthefutureInthesummerof2017,theUSCAnnenbergDeanandAssociateDeanofDiversity,InclusionandStrategicInitiativesundertookadetailedevaluationoftheschool’sprogresssincethegenerationofthe“CelebratingDifference”report.Thatevaluation,whichincludedinputfromourstudents,staffandfaculty,resultedintheformulationofthisfive-yearstrategicplan,“CelebratingDifference,SupportingInclusionandEnsuringEquityatUSCAnnenberg”(DiversityPlan).WerecognizethatweareonlyatthebeginningofourjourneytocreateamorediverseandinclusiveAnnenbergcommunity.Withthisnewstrategicplan,weaimtosustain,enhanceand

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amplifytheeffectivepracticespreviouslyadopted,andtoconfrontourcurrentchallengeswithtargetedandstrategicobjectivesforimprovement.Ourstrategiesincluderecruiting,trainingandmentoringadiversearrayoffaculty;strategicallyintegratingourstaffintothebroaderworkoftheschoolandsolidifyingtheirstakeinaddressingdiversityandinclusionissues;supportingcurriculuminnovationreflectinginclusivecontent,diversemethodologiesandeffectivepedagogiesforteachingacrossdifference;leveragingouroutreachandfundraisingeffortstoprovidebetteraccessandopportunityforstudents;amplifyingourrobustprogrammingandresearchforgreaterexternalimpact;andreinforcingadministrativeandstructuralresourcesinsupportofthegoals,strategies,targetsandtimelinesoutlinedinthisplan.Thisworkreflectsourmissiontoincreasediversityoftalentwithintheindustriesofcommunication,journalismandpublicrelationsbyfirstcultivatingarichappreciationandrespectfordiversity,inclusionandequitywithinourclassrooms.ItisalsoourmissiontocreateacultureofrespectandinclusionatUSCAnnenbergthatbroadlyembracesandpromotesequityamongstallofourconstituencies.

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OurvisionWiththisfive-yearDiversityPlan,wearebuildinguponouralreadystrongfoundationwithanambitiousvisionforthefuture.Ourplanfocusesonfourpillarsofourmissionandtheirstrategiccomponents:

PEOPLE:FACULTY,STAFF,

STUDENTSRecruitmentMentorshipSupport

CURRICULUM&

SCHOLARSHIPDevelopmentTeachingResearchReview

PROGRAMMING

&OUTREACHAccess

ExposureOpportunity

ORGANIZATIONALRESOURCESAdministrativeandStructural

Support

1.Ourfaculty,staffandstudentsexperienceastrongsenseofcommunityandtakeownershipinfosteringaclimateofdiversity,inclusionandequity.

2.Wearewidelyrecognizedforachievementsinthoughtleadership

acrossareasofdifferenceinthefieldsofcommunication,journalismand

publicrelations.

3.Wearehelpingestablishtheworkforceofthefuture–onethatreflectsdiversityofideasandmakeup.

4.Ourleadershipandresourcesarealignedtoeffectivelysupportthe

school’sdiversityandinclusiongoalsandthoseofthebroaderUSC

community.

USCAnnenbergaspirestobuildandsustainadiverse,inclusiveandequitableeducationalecosystem

where...

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PEOPLE|Recruitment,MentorshipandSupportCommitmenttodiversity,equityandinclusion(DE&I)isreflectedbothinthebreadthofperspectivesandbackgroundsamongourfaculty,staffandstudentsandinouracademicandprofessionalendeavors.Thiscommitmentisvitalinourmissiontoadvancethefieldsofcommunication,journalismandpublicrelations.Inthis,weacknowledgethatgenderandethnicimbalancesincommunicationscholarshipandteachingremainachallengenationally,asdoinequalitiesinthefieldsofjournalismandpublicrelations.Thus,itisimperativeforustomaintainanddevelopeffectivepracticesfortherecruitment,mentorshipandsupportofunderrepresentedfaculty,staffandstudents.Wealsorecognizethatdiversitytakesmanyformsacrossrace,ethnicity,nationality,genderandgenderidentity,differenceofability,neuro-divergence,sexualorientation,socioeconomicstatus,ageandreligiousandpoliticalaffiliations,andweaffirmthatourgoalmustbediversityacrossallareasandintersectionsofdifference.FACULTY:Hiring,MentorshipandPromotionFrom2010-2017,Annenbergincreasedfacultydiversityacrossbothjournalismandcommunicationschoolsthroughtheapplicationofbestpracticesandproactiverecruitingeffortsincludingtargetedindividualoutreach.Despiteourefforts,progresshasbeenslowerthanisidealandnotevenlyappliedacrossallourfacultyconstituencies.GOALI:Demonstratemeasurableprogresstowardincreasingdiversityoffacultyacrossallareasofdifference–witheachnewclassoffacultybringingadditionaldiversity.

STRATEGIES• Continuetoevolve,developandapplybestpracticesforfacultyscreening,

recruitmentandhiring,whichcurrentlyincludethefollowing:o Ensurediverserepresentationinfacultysearchcommitteesandrequire

committeememberstocompletetheschool’sdesignatedDE&Itrainingbeforeserving.

o Encouragesearchcommitteechairpersonstoreview“CastingtheNetWidely”memofromUSCProvostandotherguidelinesatfirstcommitteemeeting.CommitteescanrequestattendancefromtheAssociateDeanforDiversity&Inclusiontoreviewbestpracticesandofferguidance.

o AdvertiseopenpositionsinarangeofoutletsthattargetdiversereadershipssuchasWomeninHigherEducation,theJournalofBlacksinHigherEducation,andthepublicationsoftheHispanicPublicRelationsAssociationandtheAsianAmericanJournalistsAssociation.

o Includelanguageinjobdescriptionsthatencouragesscholarsandpractitionersrepresentingdiversebackgroundsandviewpointstoapply,andaskjobseekerstohighlightanyscholarlyorpracticalworkrelatedtoDE&Iintheirapplicationsandduringtheinterviewprocess.

o Ensurecandidatepoolscomprisebroadrepresentation(includingintersectionalvariationsofrace,ethnicity,nationality,genderandgenderidentity,difference

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ofability,neuro-divergence,sexualorientation,socioeconomicstatus,ageandreligiousandpoliticalaffiliations).

o Whencandidatesvisit,arrangeformeetingswithanarrayoffacultymembersrepresentingdiversescholarshipandprofessionalbackgrounds.

o Communicatetosearchcommitteesthatsupervisorswillaskcommitteestoreviewandrevisitthesearchprocessifanystagefailstoreflectdiversitygoals.

• Annuallyassessprogressacrossbothschools,allprograms,disciplinesandfacultyclassifications–developingindividualstrategiesforareaswhereprogressissloworlacking.

GOALII:Fosteraninclusivefacultycommunitybycreatingamentoringculturethatsupportsadvancementandpromotesequalopportunityforallfaculty,andbyvaluingandrewardingactivitiesofourfacultythatpromotediversityandinclusion.

STRATEGIES

• Createtenureguidelinesthatareclearandequitableandthatvalueandrewardabroadrangeofintellectualcontributions,withthegoalofreducingtheeffectsofimplicitandsystemicbiasinthetenurereviewprocess.

• EstablishwrittenfacultymentoringpoliciestoensurethateffectivepracticesarepartoftheacademiccultureofUSCAnnenbergwithspecialattentiontodiversityandinclusion.

a. Streamlineandenhanceexistingmentorshipprogramforthosehiredtotenure-trackpositionstoimprovetenurepromotionrates.

b. Providestrongersupportandmentorshiptofull-timenon-tenuretrackfaculty,gearedtowardcareeradvancementandrelevantpromotionopportunities.

• TakefulladvantageofUSC’sinstitutionalmembershipintheNationalCenterforFacultyDevelopmentandDiversity(NCFDD).EncourageourfacultytouseNCFDDresources.

• EncouragefacultytoreportmentoringandanyrelevantDE&IeffortsasservicetotheschoolonAnnualMeritReview.

• AcknowledgeexceptionalfacultycontributionstoschoolDE&Iefforts.• Establishafacultyin-serviceforcolleaguesatHistoricallyBlackColleges&

Universities(HBCUs)andHispanic-ServingInstitutions(HSIs).FACULTY:TASKSANDTIMELINES TASKLEADSYEAR1–AY2018/2019Createguidelinesforsearchcommitteebestpractices. AssociateDean,Diversity

AssociateDean,FacultyAffairsReviewandassesstenurereviewguidelinesforequityanddiversitygoals.

AssociateDean,FacultyAffairs

Developenhancedmentoringplansbothfortenure-trackfacultyandforfull-timenon-tenure-trackfaculty.


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IncorporatesectiononmentoringactivitiesandotherDE&IeffortsinAnnualMeritReviewforms.

SchoolDirectorsAssociateDean,Diversity

YEAR2–AY2019/2020Reviewbestpracticesforsearchcommitteesandimplementadditionaltrainingandsupporttoadjustasneeded.

SchoolDirectorsAssociateDean,DiversityAssociateDean,FacultyAffairs

UpdatetenurereviewguidelinesbasedonreviewandassessmentinYear1.


Beginrolloutofenhancedmentoringprograms.Createmechanismforgatheringfeedbackandassessingprogramsuccess.


DevelopplanforacknowledgingfacultywhoshowexceptionalcontributionstocolleaguementorshipandDE&Iservice.

SchoolDirectorsAssociateDean,FacultyAffairs

YEARS3-5–AYs2020/2023Reviewfacultydiversitydataannuallytoensureanincreasinglydiverserosteroftenured,tenure-trackandnon-tenure-trackfaculty.

AssociateDean,Diversity

Annuallyreviewfeedbackandassesssuccessofbothmentoringprograms.Adjustasneeded.


AcknowledgeandrewardfacultywhoshowexceptionalcontributionstomentoringtheircolleaguesandotherDE&Iefforts.

SchoolDirectorsAssociateDean,FacultyAffairs

STAFF:CommunityandCareerAtUSCAnnenberg,ourstaffreflectsrobustdiversityacrossmanyareasofdifference:gender,raceandethnicity,sexualidentity,disability,ageandsocio-economicbackgrounds.Annenbergstaffarevaluedcolleaguesandvitalcontributorstotheexcellenceofourschool.Yet,staffmembersmaysometimesfeellessconnectedtoouracademicmissionandvisionthanfacultyandstudents,lessrecognizedfortheireffortsandlessreflectedinoursharedgovernance.However,weseeopportunitiestoaddresstheuniqueneedsofthiscommunitybycreatingamoreinclusiveenvironment,embracingourstaff’scontributionsaspartnerstoourfaculty,andcreatingopportunitiesforprofessionalandleadershipdevelopment.GOALI:Engagethediversevoicesofourstaffandfurtheramoreinclusivecultureofpartnershipandcollaboration.

STRATEGIES• Continuetoadvancetheevolutionanduseofbestpracticesinrecruitingeffortsto

ensureastaffpopulationthatreflectsallareasofdifference.• Improveandenhanceschoolcommunicationstrategiestopromotestaffawareness

ofandengagementwithschooleventsandprogramming.

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• InvitestaffmemberstoservealongsidestudentsandfacultyontheAnnenbergDiversityCouncil(seeOrganizationalResources)andotherschool-widecommittees.

• CreateanAnnenbergStaffCouncilasanadvisorybodytoAnnenbergdeansanddirectorstoprovidestaffwithavoiceinschoolgovernancetoservetheuniqueneedsofthiscommunity.

GOALII:Enhancesupportforstaffprofessionaladvancementandleadershipdevelopment,recognizingthatstaffandfacultycareeradvancementrequiredifferentapproachesandsupports. STRATEGIES

• Assessandstrengthenexistingemployeecareerdevelopmentplansineachdepartment.

• EncourageparticipationintuitionbenefitsforadvanceddegreesandcertificatesforprofessionaldevelopmentandotherresourcesprovidedbytheUniversity.

• Developandimplementplanforregularstaffcheck-insonworkplaceclimate,DE&Iissues,andcareerdevelopmentsupport.

STAFF:TARGETSANDTIMELINES TASKLEADYEAR1–AY2018/2019Identifyschool-widecommitteesforexpandedstaffparticipation.

AnnenbergDeansandDirectors

AssessinterestinforminganAnnenbergStaffCouncilandrespondwithaplanforstaffappointmentsandimplementation.

AnnenbergDean

CreateAnnenbergStaffCouncil,appointinterimleader,establishgovernancepoliciesandleadershipprovisions,andsetprioritiesfortheagenda.

AnnenbergDean

Assessstaffcareerdevelopmentplansacrossdepartments.

AnnenbergHumanResources

YEAR2–AY2019/2020Designamechanismtocollectstafffeedbackonissuesofsupport,climateandinclusion.

AnnenbergHumanResourcesStaffCouncil

InvitestaffmemberstoserveontheAnnenbergDiversityCouncilandothercommitteesasidentifiedinYear1.


Update/revisestaffcareerdevelopmentplansbasedonassessmentinYear1.

AnnenbergHumanResourcesDeansandDirectors

Implementenhancedcommunicationandoutreachtostaffregardingschoolprogrammingandevents.

AssociateDeanforCommunications

YEARS3-5–AY2020/2023Launchmechanismforcollectingstafffeedbackonissuesofsupport,climateandinclusion.


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Implementupdatedstaffcareerdevelopmentplansandtrackacrossdepartmentsandindividuals.

AnnenbergHumanResourcesSchoolDepartments

ReviewfeedbackandreporttotheAssociateDeanforDiversity&Inclusiononeffortstowardimprovingschoolclimate.

AnnenbergHumanResources,DiversityCouncilAssociateDeanforDiversity

AssessstafffeedbackmechanismscreatedinYears1and2andadjustasneeded.


AnnuallyassessStaffCouncil’srecommendationswithrevisionsandreprioritizationasneeded.


Annuallyassessandenhance(ifneeded)staffinvolvementinschool-widegovernance,programmingandevents.


STUDENTS:Support,MentorshipandCareerDevelopmentUSCAnnenberg’sstudentpopulationreflectsgreatergenderandethnicdiversitythanourfacultyandstaffpopulations.Ourstudentbodyalsoreflectsdiversityacrosssexualidentity,disability,ageandeconomicexperience.WewillcontinueworkingalongsideUniversityAdmissionandourownAdmissionsOfficetomaintainandincreaseenrollmentofadiversestudentbody.Wealsorecognizethatnotallenrolledstudentshavethesameopportunityandaccesstoacademicandprofessionaldevelopment.Ourmandatoryacademicandcareeradvisementservicesfocusontheindividualneedsofeachstudent.Staffarecommittedtoprovidingthenecessaryresourcesandsupporttoassiststudentsinnavigatinganybarrierstosuccesstheymayencounter.However,morecanbedonetoincreaseaccessandopportunityforstudentsfromdiversebackgrounds,includingstudentsfromhistoricallyunderrepresentedbackgroundsanddesignatedvulnerablepopulationssuchastransfer,firstgeneration,veteran,non-traditionalcollege-aged,anddisabled.Inaddition,werecognizethatourmajorityfemalestudentpopulation(closeto80%)hasuniqueneedsduringitseducationalandprofessionalcareers.Therefore,aspartofourefforttofosteracultureofinclusionandprovideaccessandopportunitytoallstudents,wearefocusingourdiversityeffortsonenhancingstudentsupportincludingstudentadvisement,financialassistance,mentorshipandcareerdevelopmentservices.GOAL:EnsurethattheAnnenbergexperiencepromotesaccess,inclusion,andprofessionalopportunitiesforallstudents.

STRATEGIES• Extendsupportformentoringstudentsfromunderrepresentedanddesignated

vulnerablegroups,includingreviewandrevisionofexistingfaculty/studentandalumni/studentmentoringprograms.Createsystemstooperationalizementoringprograms,developingtrainingmaterialstoassureconsistencyyeartoyear.

• Expandexistingacademicadvisementservicestoprovideaforumforstudentstoaddressclimateandinclusionissues.EnsureacademicadvisorsparticipateinschoolDE&Itraining.(SeeOrganizationalResources)

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• Prioritizestudentsupportasatopadvancementobjective:o Createnewandenhanceexistingendowedscholarshipfundstooffset

escalatingtuitionandfeesthatrepresentaprimarybarriertoeducationalaccessforstudentsfromunderrepresentedandvulnerablepopulations.

o Enhanceendowmentforthe“StudentSuccessFund,”whichsupportsstudentsinpursuitofexperientialandcareerdevelopmentactivities,suchasworkshops,fundingforspecialprojectresearchandtheannualMaymesterprogram.

o Enhanceendowmentforthe“StudentEmergencyFund,”whichsupportsenrolledstudentsfacingfamily,health,orfinancialemergencies,includingthegrowingissueoffoodandhousinginsecuritywhichcanjeopardizetheiracademiccareer.Thefundhelpsalleviateunanticipatedfinancialstresses.

o CollectandmonitordatafromtheStudentEmergencyFundanduseittoshapeprioritiesforfuturefundraisingandstudentsupport.

• Continuetoidentifywaystoimproveaccessandopportunitiesinexperientialeducationandcareerdevelopmentprogramsforunderrepresented,international,lowincome,transferandfirst-generationstudentsaswellasstudentsfromotherdesignatedvulnerablepopulations:

o Increaseschoolsupportforstudentattendanceatnationalconferences,includingtheAsianAmericanJournalistsAssociation(AAJA),theNationalAssociationofBlackJournalists(NABJ),theNationalAssociationofHispanicJournalists(NAHJ)andtheNationalLesbianandGayJournalistsAssociation(NLGJA).

o Increaseschoolsupportforstudent-affinitygroupstostrengthenstudentmentoring,programming,andrelationshipswithuniversity-widestudentgroupsincludingtheAsianPacificAmericanStudentServices,theCenterforBlackCulturalandStudentAffairs,ElCentroChicanoandtheLGBTResourceCenter,andexplorewaystogenerateadditionalprogrammingandstudentsupportwiththesegroups.

o Leverageexistingcorporaterelationshipsandforgenewpartnershipstocreateandsustainpaidfellowship,internship,andpost-graduateschool-to-work/practicumopportunities.

STUDENTS:TARGETSANDTIMELINES TASKLEADYEAR1–AY2018/2019Assessexistingstudentmentoringprograms,prioritizingthoseforincomingandfirst-generationstudentsandstudent/alumnimentoringprograms.

AssociateDean,StudentAffairsAssistantDean,StudentAffairs&Director,CareerDevelopmentAssociateDean,DevelopmentAssociateDean,Diversity

Developandassesseffortstoincreaseprofessionalopportunitiesandaccesstoexperientiallearningandcareerdevelopmentopportunitiesfor

AssociateDean,StudentAffairsDirector,CareerDevelopment

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underrepresentedstudents.Developstrategiesforacademicadvisorstoincorporateclimateandinclusionfeedbackanddiscussionsintostudentengagement.

AssociateDean,StudentAffairsSeniorAssociateDirector,AcademicAdvisement&CivicEngagement

EngageOfficeofDevelopmenttoincreaseendowedfundsforstudentsupport(i.e.,tuitionscholarships,StudentSuccess,StudentEmergencyfunds).

AssociateDean,StudentAffairsDirector,CareerDevelopmentAssociateDean,Development

YEAR2–AY2019/2020Implementimprovementstoexistingmentoringprogramsandcreatenewprogramsasneeded.

AssociateDean,StudentAffairsDirector,CareerDevelopmentAssociateDean,DevelopmentAssociateDean,Diversity

Launchmentoringprogramsupportstructurewithonlineformsandsuccessmonitoringsystems.

AssociateDean,StudentAffairsDirector,CareerDevelopmentAssociateDean,DevelopmentAssociateDean,Diversity

Conductproactiveoutreachtopartnerorganizationstodevelopfellowship/internshipopportunitiesandpost-graduationpracticumsforstudentsfromunderrepresentedgroups.

Director,CareerDevelopmentAssociateDean,Development

Createafundingandendowmentplantosupportstudentsinfellowship,internship,andpracticumopportunities.

Director,CareerDevelopmentAssociateDean,Development

YEARS3-5–AYs2020/2023Institutionalizesupportformentoringprogramsandadoptasuccessionplanforfacultyleaders.

Director,CareerDevelopmentAssociateDean,Diversity

Begintrackinginternshipandjobplacementdataofstudentsfromunderrepresentedgroups.

Director,CareerDevelopment

Asendowedfundinggoalsaremet,assessnewareaswherestudentfinancialneedcanbeaddressed,suchaslivingexpensesandtechrequirementsforlower-incomestudents.

AssociateDean,StudentAffairsAssistantDean,StudentAffairsAssociateDean,DevelopmentAssociateDean,Diversity

ImplementDE&Itrainingprogramsforacademicadvisors.

AssociateDean,StudentAffairs

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DATA|GenderandEthnicity

*Non-TenurednumbersincludeRTPCfacultyonly.

30

33

31

17

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Non-Tenured

Tenured/Tenure-Track

FullTimeFaculty-Gender2017/18

Male Female

7

5

8

3

5

5

1

0

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Non-Tenured


FullTimeFaculty-Ethnicity2017/18

White Asian Latino Black Other

15

64 103

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Staff

Staff-Gender2017/18

Male Female

99 20 6 8 1 32

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Staff

Staff-Ethnicity2017/18

White Asian Latino Black Other Declinedtoanswer

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*Forgraduateandundergraduatestudents–totalsforgenderandethnicityarenotequal–

perhapsduetodeclinedanswersregardinggender.

133

435

523

1107

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Grad

Undergrad

Students-Gender2017/18

Male Female

159

831

299

434

81

228

92

180

2

15

286

178

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Grad

Undergrad

Students-Ethnicity2017/18

White Asian Latino Black NativeAmerican Inernational

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CURRICULUM&SCHOLARSHIP|Development,teachingandreview

Asaschoolthatpromotesscholarshipandprofessionalpracticeincommunication,journalismandpublicrelations,ourcurriculumisthedrivingforceforhelpingstudentstodevelopthecriticalthinkingandintellectualagilitynecessaryfornavigatingtherapidchangestakingplaceinthesefields.Throughoutallmajorsanddegreeprograms,wealsoaimtohelpstudentsdevelopculturalcompetencyandempathybypromoting“teachingacrossdifference.”Teachingacrossdifferenceisatwo-prongedapproachthatcomprises:• Designingcurriculathatareinclusiveofbroadscholarlyperspectivesandintellectualpoints

ofviewandthatavoidculturalbiases.• Providingculturallycompetentinstructiontoadiversebodyofstudentswhileconsidering

howvaryingbackgroundsandperspectivescanimpacttheclassroomexperience.Inourjournalismcourses,wetrainstudentstoavoidbiasesinreportingbyseekingbalanceanddifferingpointsofview.OurPublicRelationsprogramteachesconsiderationofdifferentperspectivestoforgestrategicmessagingacrossdiverseconstituencies.Inourcommunicationcourses,studentsexploresocial,cultural,rhetoricalandorganizationalcommunicationprocessestogainanunderstandingofcommunicationinallindustriesfrompoliticstomarketingandbeyond.Wealsosupportgroundbreakingresearchintoissuesofdiversityandinclusionwithinourindustriesofpractice.Forexample,theAnnenbergInclusionInitiativeisnationallyandgloballyrecognizedforresearchdedicatedtoexposingdiversityandinclusionproblemsinentertainmentandfordevelopingresearch-basedsolutionsfortacklinginequality.OurInstituteforDiversityandEmpowermentatAnnenberg(IDEA)furthersourlegacyofdiversityandempowermentstudiesbyframinganimpressivecohortofacclaimedscholars,leadingresearch,compellingcourses,andimpactfulprogramsthatallowstudentstoexaminethevastcomplexitiesofdiversity,identityandculture.WeaimtocontinuetoexpandandstrengthenUSCAnnenberg’sthoughtleadershipacrossareasofdifferencewithinourclassroomsandintheglobalmarketplaceofideasandinfluence.GOAL:Ensurethatdiversityandinclusionarenotonlyaddressedineachcourseofferedbytheschool,butthatourcurriculumandteachingpracticesareinfusedwithcreativeandinnovativeapproachestocriticallyassessing,understandingandengagingdifferenceinscholarshipandinourclassrooms.

STRATEGIES• Designandimplementaprocesstoreviewcurriculaandassesssyllabiacrossmajors

anddegreeprogramsforbothschoolstoensurethatcreativeandinclusiveapproachesarebeingappliedtounderstandingthevalueandimportanceofdiverseperspectives(teachingacrossdifference).

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• Createasystemofsupportingworkshops,seminarsandguidestosupportfacultyinenhancingandimplementingteachingacrossdifference.

• Designandimplementaprocesstoassessthefaculty’sapproachtoteachingacrossdifferenceanddevelopameasureofself-reflectiontobeaddedtotheannualFacultyActivitiesReport.Developaframeworkforrecognizingandacknowledgingeffectiveandsuccessfulapplicationsofteachingacrossdifference.

• Supportourfaculty’sparticipationinUSC-wideresearchandteachingeffortsthatfocusonDE&I

• Continuetosupportcommunity-engagedteachingandresearch.CURRICULUM/SCHOLARSHIP:TARGETSANDTIMELINES

TASKLEAD

YEAR1–AY2018/2019Createmechanismtoassesscurriculaandsyllabiforeffectivenessinteachingacrossdifference.

AssistantDean,ExcellenceinTeaching

Determinekeyperformanceindicators(KPIs)foreducatorachievementinteachingacrossdifference.DeterminescopeandstructureoffeedbackbasedonKPIs.

AssistantDean,ExcellenceinTeaching

FormulatesectionofannualFacultyActivitiesReportforfacultytoreflectontheirimplementationofteachingacrossdifference.Informfacultyofthisnewsectionatthebeginningoftheacademicyearandprovideexamplesofsuccessfulimplementation.

AssistantDean,ExcellenceinTeachingSchoolDirectorsAssociateDean,Diversity

Createplanofactiontoidentifyspecifictopicstoaddressinseminarsandworkshopsbasedoncurriculumreviewandteachingassessments.


YEAR2–AY2019/2020Establishascheduleforreviewofonethirdofstandingcoursesyllabieachyear,suchthatallsyllabiwillbereviewedeverythreeyearsforeffectivenessinteachingacrossdifference.

SchoolandProgramDirectors

Developmechanismsforairingandaddressingfacultyquestionsandconcernsregardingtheimplementationofteachingacrossdifference.


Scheduleandconveneseminarsandworkshopstosupportfacultyinimplementingteachingacrossdifference.


BasedonKPIs,acknowledgeeffortofallfacultytoimplementteachingacrossdifference,andselectoutstandingexamplesforspecialrecognition.

SchoolDirectors

YEARS3-5–AYs2020/2023Assesstheprogressoftheongoingreviewofcurricula SchoolandProgramDirectors

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andsyllabi,andadjustasneeded.ReviewandassessfacultyfeedbackonteachingacrossdifferenceandadjusttheMeritReviewprocessasneeded.

SchoolDirectors

Reviewandassessfacultyfeedbackoninitialroundofseminarsandworkshops.


PROGRAMMING&OUTREACH|Access,Exposure&Opportunity

Westrivetoinfuseteachingandscholarshipwithprofessionalpracticeandcontemporaryculturethroughavibrantstreamofprogrammingandeventsfeaturingdiverseleadershipinthefieldsofacademia,media,sportsentertainmentandcommunications,entrepreneurship,publicserviceandmore.Inthisplan,weaimtoenhanceanalreadyrichsetofprogrammingfocusedonstartingnewconversationsandignitingdebateaboutpressinglocal,nationalandglobalissuesthroughadiversity,inclusionandequitylens.Perhapsourgreatestpotentialforimpactwithinmediaandcommunicationliesinourabilitytoinfusetheseprofessionswithdiversetalentbystrengtheningourcommunityoutreach.Nationaldatashowthatthefieldsofmedia,communicationandpublicrelationscontinuetoreflectsignificantsex,genderandethnicimbalances.WebelievethefutureleadersoftheseindustrieswillcomethroughAnnenberg,andwecontinuallyseektoenroll,educateandgraduatestudentswhoareprimedfortheseroles.GOALI:Promoteaninclusiveschoolcultureandcelebratedifferencethroughanarrayofpublicprogrammingandeventsthatencourageculturalandintellectualcuriosityforourstudents,staffandfaculty,highlightsuccessfulworkoninclusionandequity,andamplifydiversevoices.

STRATEGIES• Developnewpublicprogrammingandseriestocreateopportunitiesfordiverse

creativeandprofessionalvoicestosharetheirstories.• CreateandencouragecollaborativeprogrammingbetweenAnnenbergandother

USCschoolsinsupportofinterdisciplinaryapproachestocontemporaryissuesrelatedtodiversity,equityandintersectionalrepresentation.

• Captureanddocumenttheschool’sarrayofdiverseandinclusiveprogrammingtosharewithinternalandexternalaudiencessuchasaccreditingbodies,potentialstudentsandalumni.

• Developamechanismtogatherfeedbackonexistingprogrammingandsolicitinputonfutureplans.

GOALII:Continuetosupportandexpandourrobuststudentoutreachprogramstotrainandprovideequalaccessandopportunityforwomen,peopleofcolor,firstgenerationandlow-incomestudentsseekingtoexcelinhighereducationandinourindustriesofpractice.

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STRATEGIES• Throughfundingandpartnerships,maintainandenhancesupportforthecurrent

slateofstudentoutreachprograms,whichincludeAnnenbergHighSchoolDay,AnnenbergYouthAcademyforMediaandCivicEngagement,AnnenbergCommunityCollegeDayandJointEducationalProjectsProgram.

• Continuetodevelopandenhancerelationshipswithinfluencersatpredominantlyminority-servinghighereducationinstitutionssuchasHBCUs,HSIsandcommunitycolleges.

• Assesstheeffectivenessofexistinghighschooloutreachprogramsthroughfollow-upandtrackingofparticipantsastheyapplyandenrollatpost-secondaryinstitutions.

• Draftannualreportsonoutreachprogramsandrecruitmenteffortsthatmonitorprogressandeffectiveness.

• ContinuetosupportAnnenbergstaffandfacultyparticipationinUSC’sGoodNeighborsinitiative.

PROGRAMMING/OUTREACH:TARGETSANDTIMELINES

TASKLEAD

YEAR1–AY2018/2019Beginidentifyingnewindustrypartnershipsforpublicprogrammingandeventseries.

Director,StrategicPartnerships

ExplorenewpartnershipswithotherUSCschoolsaroundcollaborative,cross-disciplinaryprogrammingondiversity,equityandintersectionality.


Compileanaccountingofallhighschooloutreachprograms.

Director,CommunityOutreach

AssessanddevelopplantoenhancecurrentrecruitmenteffortsatHBCUsandHSIs.

AssociateDean,Admissions

YEAR2–AY2019/2020PlanandlaunchnewcollaborativeprogrammingandeventswithindustrypartnersaswellaswithotherUSCschools.


Developmechanismtogatherfeedbackonattendanceandimpactofexistingprogrammingandsolicitinputonfutureplans.


Developsystemtocompilealistofdiverseandinclusiveprogrammingforaccreditationanddean’sreports.

Director,StrategicPartnershipsAssociateDean,Diversity

Createamechanismtomeasureeffectivenessofexistingoutreachprogramsandrecruitmentefforts.


YEARS3-5–AYs2020/2023Assessprogrammingandeventsthroughgatheredfeedbackandadjustfutureeventsasneeded.


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Compileannualreportofevents,andcross-referencewithgatheredfeedbackandassessments.


Usefeedbackoncommunityoutreachprogrammingtoreviewandassesseffectiveness.Adjustprogramsasneeded.


Usingnewmeasurementsdata,reviewexistinghighschooloutreachprogramsandreviseasneeded.


ORGANIZATIONALRESOURCES|AdministrativeandStructuralSupport

Wehavedevelopedandcontinuetoenhanceadministrativeandstructuralsupportofourschool’sdiversity,inclusion,andequityeffortswithspecificrolesandfundingpriorities.Thisisreflectiveofanefforttopromoteaccountability,streamlineinternallanesofresponsibilityandcommunication,andaugmentsupportforourambitiousprograms.GOALI:Createnewandenhanceexistingsupportrolesforfaculty,staffandstudentstaskedwithcarryingouttheschool’sDE&Iefforts,promotingmutualdialogueandtransparencyandfosteringaninclusiveschoolclimate.

STRATEGIES• Forman“AnnenbergDiversityCouncil,”madeupoffaculty,staffandstudents

representingadiversecrosssectionoftheAnnenbergcommunity. • DevelopandimplementDE&Itrainingprogramsforalladministration,faculty,and

staff,includingstudentadvisementandcareerservices.• Developprocessesforcollectionofallrelevantfeedbackondiversityandinclusion

takenfromstudentsurveys,forums,teachingevaluations,staffcheck-insandFacultyActivitiesReports.SummarizeandreportfindingstoschoolleadershiptobetterinformpolicydecisionsrelatedtoDE&Iefforts.

• Establishandmaintainascheduleofcheck-instomonitorprogressoncepersemesterbetweentheAssociateDeanofDiversityandprincipalsresponsibleforimplementingspecificaspectsoftheDiversityPlan.

• Createaforumforregularongoingschool-widedialogueonDE&Ieffortsandclimate.

GOALII:Createnewprogramsandassociateddevelopmentgoalstoincreasefinancialsupportforstudentdiversity,inclusionandaccessprogramsandinitiatives.

STRATEGIES• Enhanceendowmentforthe“StudentSuccessFund”afundcreatedtolevelthe

playingfieldforstudentsinneedoffinancialsupporttotakepartineducationalandprofessionaldevelopmentopportunitiessuchastheannualMaymesterprograms,

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specialproject/thesisresearchandotheropportunitiessuchaslow-paidandunpaidinternships.

• Enhanceendowmentforthe“StudentEmergencyFund”tohelpalleviateunanticipatedfinancialstressesforstudentsfacingfamily,health,orfinancialemergenciesthatcanjeopardizetheiracademiccareer.

• Developnewdedicatedfellowshipsandscholarshipsinsupportofwomenandstudentsofcolor,suchasthe$1millionCisnerosScholarsFund,whichannuallyprovidestwoscholarshipstoLatinoandfirst-generationcollegestudents.

• EngagetheAnnenbergBoardofCouncilorsinDE&Ieffortsattheschoolbytappingintotheirresourcesandexpertisetoadviseoncurrentinitiativesandultimatelysponsorstudentprograms.

ORG.RESOURCES:TARGETSANDTIMELINES TASKLEADYEAR1–AY2018/2019ConvenetheDiversityCouncilandsetprioritiesandassigntaskstosubcommitteesthatwillcommenceoversightofthefive-yearDiversityPlan.

DeansandDirectors

UpdateDiversityPlananddeterminespecificareasthatneedfeedbackmechanismsfromfaculty,staffand/orstudents.

AssociateDean,DiversityDeansandDirectors

HoldinitialmeetingswithprincipalsresponsibleforimplementingspecificaspectsoftheDiversityPlanandcreatescheduleforcompletingtasks.


YEAR2–AY2019/2020ConveneDiversityCouncilonceeachsemestergoingforwardtosetpriorities,monitorprogressandreportaccomplishments.


PlananddevelopDE&Itrainingprograms,anddesignarolloutplantoallfacultyandstaff.

DiversityCouncilAssociateDean,Diversity

ImplementprocessesforgatheringandreportingfeedbackonDiversityPlaninitiativesandbroaderclimateissuesaroundtheschoolfromfaculty,staffandstudents.

AssociateDean,DiversityDeansandDirectors

MonitorprogressonDiversityPlanimplementationandadjusttimeframeforcompletionifneeded.


Identifyprospectivefundersforstudentsupportprograms,includingStudentSuccessandStudentEmergencyfunds.

OfficeofDevelopment

Identifynewfundingprospectsandopportunitiesforstudentfellowshipsandscholarships.

OfficeofDevelopment

YEARS3-5–AYs2020/2023ContinueconveningDiversityCouncilonceeachsemestertosetpriorities,monitorprogressandreport


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accomplishments.RolloutDE&Itrainingprogramstofacultyandstaff,withplanforongoingprogramfeedback,reviewandupdates.


Compilefeedbackannuallyfromstudentsurveys,forums,teachingevaluations,stafffeedbackmechanismandFacultyActivityReports.


Continuescheduleofcheck-insoncepersemesterbetweenAssociateDeanofDiversityandprincipalsresponsibleforimplementingaspectsofDiversityPlantomonitorprogressoncompletionofgoalsandtasks.


The“StudentEmergencyFund”willbeendowedat$300,000.

OfficeofDevelopment

The“StudentSuccessFund”willbeendowedat$1million.

OfficeofDevelopment

USCAnnenbergwillgeneratefundingforfourendowedscholarshipstosupportwomenandtraditionallyunderrepresentedminoritiesadmittedtoMaster’sdegreeprograms.

OfficeofDevelopment

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DE&I|Leadership&PrincipalsSCHOOL-WIDELEADERSHIP

AssociateDeanofDiversity,InclusionandStrategicInitiatives:Inanefforttofurthercementtheschool’scommitmenttobuildingandmaintainingaclimatethatpromotesdiversityandinclusion,theadministrationcreatedanewdedicatedposition:theAssociateDeanforDiversity,Inclusion&Access.TheroleassumesseveralresponsibilitiesatAnnenbergandreportstotheAnnenbergDeanandtheProvost’sOffice.TheAssociateDeanforDiversityoverseesandregularlyassessestheschool’soverallDE&Ieffortsinareasincludingrecruitment;hiringandretention;mentoring;curriculumdevelopment;faculty,staff,andstudenttraining;programming;andotherinitiativesforstudents,faculty,andstaff.TheAssociateDeanistaskedwithmonitoringdataandproposingandimplementingpolicychangesandprocedurestoaddressclimateissues.AnnenbergDiversityCouncil:Asanappointedbodymadeupoffaculty,staffandstudents,theDiversityCouncilworksasastrategicadvisoryboardtotheAnnenbergDeanandDeanofDiversity,Inclusion&Access.Underdirectionofthedeansanddirectors,thecouncilcarriesoutandassessesprogressofthisfive-yearplan.Membersservetwo-yeartermsandareassignedtosubcommitteesaccordingtoareasofexpertiseandinterest.Eachsubcommitteeisdedicatedtooneofthefourcomponentsoftheplan:People,CurriculumandScholarship,ProgrammingandOutreach,andOrganizationalResources.Thecouncilconvenesonceeachsemesterandsub-committeesmeetastheirresponsibilitiesdictate.

Dean

Director,SchoolofJournalism

ExecutiveDirector,

AdvisementandAcademicSerivices

AssociateDean,CommunicationandMarketing

SeniorAssociateDean,Faculty

Affairs

AssociateDean,Admissions

AssociateDean,Diversity,

Innclusion&StrategicInitiatives

Director,Schoolof

Communication

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FacultyCouncil:TheelectedFacultyCouncilisanessentialavenueforfacultytoparticipateinthegovernanceoftheAnnenbergSchool,shapingtheschool’sfutureandpromotingacademicexcellence.ThedeansanddirectorsarecommittedtoseekingadvicefromtheFacultyCouncilonimportantissuesfacingtheAnnenbergSchool,includingthosepertainingtotheDE&Iinitiative.CouncilmembersrepresenttheentireAnnenbergfacultyandareresponsibleforobtainingfacultyviews,servingasavoiceandanadvocateofthefaculty'sissuesandconcerns.AnnenbergStaffCouncil:TogetherwithHumanResources,theStaffCouncilestablishesaplantoconductongoingperiodiccheck-inswithstaffmemberstosolicitfeedbackonsupport,climateandinclusioneffortsandreportfindingstoschoolleadership,reportsandaddressesissuesidentifiedthroughstafffeedback,andadvisesthedeans,directorsandhumanresourcesoneffortstoassessandexpandprofessionaldevelopmenttosupportandadvancestaff.FINANCIALSUPPORTAnnenberg’sdiversitybudgetreflectsactualspendinginFiscalYear2018,asumexpectedtoremainconstant–andincrease–duringthecourseofourfive-yearDiversityPlan.Supportfortheschool’sdiversityinitiativescomesfromAnnenbergschoolfunds,foundationgrantsandendowmentsandprivatedonors.

DIVERSITYBUDGETBREAKDOWN:$1,443,000STUDENTSUPPORT $899,000CisnerosScholarsFund:Proceedsfrom$1millionscholarshipendowmentforLatinostudents.

$54,000

AnnenbergLeadershipInitiative:Annualspendingfrom$5milliongranttosupportmid-careerAnnenbergFellows,studentscholarshipsandAnnenbergMediaCentercommunitydesk,withinitiativesemphasizingsocio-economicdiversityinfellowsandscholarshipwinnersandcreationofcontent.

$500,000

WallisAnnenbergScholarshipforCommunication:Proceedsfrom$5millionendowment;thirteenstudentsreceivedscholarshipsinFY‘18.

$340,000

Studentmentorshipprograms $5,000CURRICULUM&SCHOLARSHIP $419,000TheFacultyVisitProgramprovidesanopportunityforselectedfacultyfromHBCUsandHSIstovisitAnnenbergtoobservegraduateclasses,networkwithfaculty,engageinconversationswithschooldirectorsanddeans,andlearnabouteachgraduateprogram.

$10,000

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CenterandScholarship:InstituteforDiversityandEmpowermentatAnnenberg(IDEA):Includes$50,000fromtheAnnenbergSchooland$37,000inprivatedonorcontributions.

$87,000

AnnenbergInclusionInitiative:Includeshalfofanticipated$644,000calendar2018budget

$322,000

AnnenbergPopularMusicProject,NormanLearCenter

$10,000

PROGRAMMINGANDOUTREACH $75,000SummerHighSchoolProgram $25,000JointEducationalProjectsProgram $15,000AnnenbergHighSchoolDayEvents $10,000Diversity&InclusionProgrammingandEvents

$15,000

ORGANIZATIONALRESOURCES $65,000AnnenbergDiversityInitiative:Supportsstaffandfacultydiversityandinclusiontraining,curriculumdevelopment,andsupportforstudentaffinitygroups,andstudenttravelconferences

$50,000

AdministrativestipendforAssociateDeanforDiversity

$15,000

STUDENTSUPPORTENDOWMENTGOAL:$1,300,000StudentOpportunityFund-endowed5-yeargoal:Fundwillbeusedtoimproveaccesstoschoolprogramsbysupportingstudentsacrossavarietyofpursuits,includingprovidingtravelexpensestoschoolabroadprograms.

$1,000,000.00

StudentEmergencyFund-endowed5-yeargoal:Fundwillbeusedtoprovideemergencyfinancialassistancetostudents,includingthosewhosefamiliesencounterfinancialreversalsthatmaketuitionpaymentsandlivingexpensesdifficulttocover.

$300,000.00

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APPENDIXA|2018–2019Data

*Non–tenuredincludesfull-timelecturers.

33

32

15

32

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%


Non-Tenured

2019FullTimeFaculty-Gender

Male Female

32

41

6

7

5

7

5

8

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%


Non-Tenured

2019FullTimeFaculty-Ethnicity

White Asian Hispanic Black

28

58 97

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Staff

StaffbyGender2018-2019

Male Female

85 7 28 7 28

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Staff

StaffbyEthnicity2018-2019

White Black Asian Hispanic DeclinetoAnswer

29

152

454

623

1389

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Grad

Undergrad

StudentsbyGender2018-2019

Male Female

887

133

138

64

260

57

252

84

306

349

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Undergrad

Grad

StudentsbyEthnicity2018-2019

White Black Asian Hispanic International/Other

A 5-year Strategic Plan

Documents

Transcript of A 5-year Strategic Plan