Diversity Plan Progress Report

Download a PDF version of the current Diversity Plan Progress Report.

Academic Year 2019 - 2020

Goal:
These are the goals outlined in the UofL Diversity Plan as required by CPE

Measurable Outcome:
Include outcomes that are MEASURABLE and can be assessed to determine if goals for your unit have been met, in alignment with the UofL Diversity Plan

Strategies/Tactics to Achieve Goal:
Include strategies and tactics that your unit will use to obtain the goals use to reach the desired goals and outcomes, including professional development and promotion opportunities.

How will this be assessed?
Indicate how your unit will assess the strategies and outcomes.

Progress as of June 1, 2020

Student Recruitment and Enrollment

Goal: Increase Undergraduate Enrollment of Underrepresented Minorities (URM), with special emphasis on African Americans and Hispanic/Latinos

Measurable Outcome:
Ongoing measurement of underrepresented minorities each year of both upper division (UD), lower division (LD) and RN-BSN students.

For Fall 2018 Enrollment

441 Traditional BSN students enrolled in UD:
26 AA in UD
26/441=5.9%
14 H/L in UD
14/441=3%

36 RN-BSN online students enrolled in program:

2  AA in RN-BSN
2/36=5.6%.
2 H/L in RN-BSN
2/36=3.4%.

Fall 2018 Enrollment 502 Traditional BSN students in lower division:

59 AA in LD
59/502=11.7%
30 H/L in LD
30/502=6%

Strategies/Tactics to Achieve Goal:
Academic counselors document advising contacts and recruitment activities with minority Freshman and Sophomore students to increase the number of underrepresented minorities to reflect the community population.

Participate in Summer Health Professions Education Program, offered by the Office of Diversity and Inclusion; document those URM interested in nursing as a major with their contact information.

Support 3-5 UG students attendance at Black Student Nurses Association annual conference

How will this be assessed?
For AACN Student Survey data is completed every Fall semester, which includes data on underrepresented minorities.

For the Kentucky Board Nursing report, data is unduplicated head count for the academic year.  This data includes underrepresented minorities.

Progress as of June 1, 2020
Fall 2019 Enrollment 

482 Traditional BSN students enrolled in Upper Division:
34 AA in UD 34/482=6%
20 H/L in UD
20/482=4.2%

34 RN-BSN online students enrolled in program:

4 AA in RN-BSN
4/34=11.7%
2 H/L in RN-BSN
4.2% H/L

Fall 2019 Enrollment 485 Traditional BSN students in Lower Division:

61 AA in LD
61/485= 12.5%
32 H/L in LD
32/485=6.5%

Goal: Increase Graduate Enrollment of Underrepresented Minorities (URM), with special emphasis on African Americans and Hispanic/Latinos

Measurable Outcome:
For Fall 2018 Enrollment

124 DNP
5 PhD
13 AA students in DNP 13/124=10.4%
2 AA students in PhD 2/25=8%

2 H/L students in DNP 2/124=1.6%
1 H/L student in PhD 1/25=4%

For Fall 2018, 52 students were enrolled in the Masters Entry into Practicing Nursing (MEPN).  Of those students there were:

3 African Americans (5.8%)
4 Hispanics/Latinos (7.7%)

Strategies/Tactics to Achieve Goal:
SON PhD and DNP information sessions need to focus on increasing recruitment of underrepresented minorities.  Information sessions are performed both virtually and in person.  The literature provided reflects visual representation of underrepresented minorities.

Both DNP and PhD directors, along with graduate academic counselor make contact with recruitment attendees.

How will this be assessed?
SAS Visual Analytics and AACN data are used to identify successful recruitment of URMS.

Progress as of June 1, 2020

Fall 2019 Enrollment

127 DNP
28 PhD
11 AA students in DNP 11/127 = 8.6%
2 AA students in PhD 3/28=10.7%

5 H/L students in DNP 5/127=3.9%
1 H/L student in PhD 1/28=3.5%

Fall 2019

56 enrolled in MEPN
8 AA in MEPN 14%
3 H/L in MEPN 5%

Student Success

Goal: Increase 1st to 2nd year Retention of Undergraduate Underrepresented Minorities (URM), with special emphasis on African Americans and Hispanic/Latinos (Lower Division)

Measurable Outcome:
URM First Year Retention Rate in:

2014 73.2% (N  = 56)
2015 72.4% (N = 29)
2016 81.8% (N = 55)
2017 71.7% (N=53)

Strategies/Tactics to Achieve Goal
Freshman students interested in Nursing as a major may enroll in NURS 101 to learn time management, socialization and critical thinking skills to be successful in being accepted into Upper Division nursing.  Fill the Living Learning Community for nursing students at assigned housing capacity

How will this be assessed?
University SAS Visual Analytics. URM includes other races.

Progress as of June 1, 2020
URM First Year Retention:

2018 78.4%
Last reported year

Goal: Increase 1st to 2nd year Retention of Undergraduate Low-Income students

Measurable Outcome
2014 62.5% (N = 88)
2015 76.1% (N = 67)
2016 73.5% (N = 83)
2017 67.4% (N=86)

Strategies/Tactics to Achieve Goal
Provide information via electronic means (Blackboard, SON website, email announcements) about scholarships or financial support to all students to access those students who might be low income.

How will this be assessed?
The number of students seeking financial funding each academic year.

Progress as of June 1, 2020
2018 75.8% (N=62)

Goal: *Increase 6-year Graduation Rate of Underrepresented Minorities (URM), with special emphasis on African Americans and Hispanic/Latinos

*Number of freshmen who indicate Nursing as a major do not remain in that major.  Admission to upper division is selective.  The graduation rate of those admitted into upper division is consistently 90% or greater.

Measurable Outcome
The University defines the six year graduation rate based on first time fall freshmen cohort.

Fall 2011 entering cohort
URM 48%

Fall 2012 entering cohort
URM 55.3%

Strategies/Tactics to Achieve Goal
Students are monitored through each of their courses, and a mid-semester warning notification is sent if they are not doing well. 

Academic advising is required for all students on academic warning or probation.

The School of Nursing employs a full time faculty (Student Success Coordinator) to assist students enrolled in nursing courses.

Increased the number of students admitted into upper division

How will this be assessed?
University SAS Visual Analytics.

Progress as of June 1, 2020
Fall 2013 entering cohort
URM 56.9% (graduating 2019)

Goal: *Increase 6-year Graduation Rate of Undergraduate Low Income students

*Number of freshmen who indicate Nursing as a major do not remain in that major.  Admission to upper division is selective.  The graduation rate of those admitted into upper division is consistently 90% or greater.

Measurable Outcome
The University defines the six year graduation rate based on first time fall freshmen cohort.

Fall 2011 entering cohort
URM 53%

Fall 2012  entering cohort
URM 55.9%

Strategies/Tactics to Achieve Goal
Students are monitored through each of their courses, and a mid-semester warning notification is sent if they are not doing well. 

Academic advising is required for all students on academic warning or probation.

The School of Nursing employs a full time faculty (Student Success Coordinator) to assist students enrolled in nursing courses.

How will this be assessed?
University SAS Visual Analytics.

Progress as of June 1, 2020
Fall 2013 entering cohort
URM 44.4% (graduating 2019)

Goal: Increase number of Degrees Conferred for Underrepresented Minorities (URM), with special emphasis on African Americans and Hispanic/Latinos

Measurable Outcome

2016-2017
AA 18
H/L  7

2017-2018
AA 18
H/L  14

Strategies/Tactics to Achieve Goal
Students are monitored through each of their courses, and a mid-semester warning notification is sent if they are not doing well. 

Academic advising is required for all students on academic warning or probation.

The School of Nursing employs a full time faculty (Student Success Coordinator) to assist students enrolled in nursing courses.

Increased the number of students admitted into upper division.

How will this be assessed?
University SAS Visual Analytics.

Progress as of June 1, 2020
2018-2019
AA 17
H/L  8

Goal: Increase number of Degrees Conferred for Low Income students

Measurable Outcome
No information is available through University SAS Visual Analytics

Strategies/Tactics to Achieve Goal

Students are monitored through each of their courses, and a mid-semester warning notification is sent if they are not doing well. 

Academic advising is required for all students on academic warning or probation.

The School of Nursing employs a full time faculty (Student Success Coordinator) to assist students enrolled in nursing courses.

Increased the number of students admitted into upper division.

How will this be assessed?
University SAS Visual Analytics.

Progress as of June 1, 2020
No information is available through University SAS Visual Analytics.

Workforce Diversity
No information is available through University SAS Visual Analytics.

Workforce Diversity

Goal: Increase number of Underrepresented Minorities (URM) among Executive, Administrative and Managerial Employees hired and retained

Measurable Outcome
None are represented.

Strategies/Tactics to Achieve Goal
Currently all administrative positions have been filled. There are currently interviews underway for a PhD Director, which includes an URM candidate.

How will this be assessed?
Results of hiring process and potential in-house promotions.

Progress as of June 1, 2020
Fall 2019: 1 African American woman was promoted to Assistant Dean for Community Engagement and Diversity Inclusion

Goal: Increase number of Underrepresented Minorities (URM) among Faculty hired and retained

Measurable Outcome
5/49 Full-time faculty are African Americans and/or Hispanic/Latinos

Strategies/Tactics to Achieve Goal
Purchase diversity advertising packages for faculty positions that are posted nationally.

How will this be assessed?
Check the applicant pool of more diverse and more qualified applicants in the applicant pool.

Progress as of June 1, 2020
7/52 Full-time faculty are African Americans and/or Hispanic/Latinos.

5/67 Part-time faculty are African Americans and/or Hispanic/Latinos.

Campus Climate, Inclusiveness, and Cultural Competency

Goal: What efforts are being made to ensure a positive campus climate, promote inclusiveness, and ensure that students and employees WITHIN YOUR UNIT are culturally competent? 

Measurable Outcome
CASON is proposing a separate Diversity Committee for 2018-19; which will require a bylaws change.

An Assistant Dean for Community Engagement and Diversity Inclusion has been appointed to SON.  There is ongoing work within CASON to establish a Diversity Committee.

Strategies/Tactics to Achieve Goal
Committee on the Advancement of Nursing (CASON) has focused efforts to enhance climate through pot lucks and co-sponsored and participated in the Culturally Effective Care Symposium.  Faculty Affairs Committee had students recognize faculty with personal notes of appreciation to them at graduation.

Until bylaws changes are competed and approved by the BOT, an Ad Hoc Diversity committee was formed to advise on diversity strategies. Ongoing educational information will be shared related to bias, social justice and culturally inclusive learning strategies facilitated by the Assistant Dean

How will this be assessed?
Number of educational and informational opportunities provided identification of needed resources generated by faculty

Student and faculty participation in culturally effective care symposium

Recommendations from Ad Hoc committee

Faculty and staff responses to CASON and Faculty affairs efforts

Progress as of June 1, 2020
The SON is completing revisions for approval from the University’s Board of Trustees to become permanent.

Ad Hoc committee is in place and recommendations made to the Assistant Dean.

Other

Goal: If there are other initiatives in your unit that support diversity and/or are designed improve campus climate, feel free to provide additional information here.

Measurable Outcome
Outreach to multiple communities in support of inclusion and diversity into nursing.

Strategies/Tactics to Achieve Goal
Faculty and staff informational and collaboration with internal and external programs that serve African American and Latinx populations.

How will this be assessed?

Progress as of June 1, 2020

School of Nursing Events:

  • Black Student Nurses Association (BSNA) Faculty Sponsor is Alona Pack
  • Need based scholarships available for undergraduate and graduate nursing students through the SON Endowed Scholarship funds. FAFSA required.
  • Hosted tour and information session in SON for Central high school group in December 2019. 
  • Hosted tour and information session in SON for Union County High School, October 2019—rural high school in western KY.
  • Oldham County H.S. – advisor was a featured speaker, presented during Black History Month at the high school, February 2020.  Provided information about higher education information in general, nursing and general SON Assisant Dean served as Co-investigator for the funded SHPEP-(Summer Health Professions Education Program) summer program for first generation, low income college students from across the United States, one international student.  OSS provided information session on all nursing programs and admissions, served on financial aid panel, and met with students for individual advising appointments. (I think the faculty provided a simulation lab experience
  • SON staff attended Porter Scholarship Reception.
  • Pre-Health Minority Symposium.  Saturday event in spring semester.  Prospective students interested in undergraduate and graduate nursing programs.  OSS and faculty member hosted SON sponsored table at the College Fair, OSS provided undergraduate and graduate information sessions for prospect students, tour of simulation lab.