Priority

Unite to foster a diverse and inclusive campus culture.

Background

Becoming the premier public university requires commitment and contribution from all members of the University community, in an environment that mirrors the diverse workplace of the 21st century and welcomes the insights of individuals from many cultural traditions. Consequently, our campus community must make diversity and inclusiveness a priority. As our enrollment grows, so must our efforts to ensure that every member of our campus is valued as an integral and fundamental part of the fabric of Binghamton University.

We created a new position — chief diversity officer — to lead our efforts to ensure that we are not only diverse, but also inclusive. A dedicated staff person in each of the University’s divisions provides the support needed to guarantee success. These individuals model a philosophy of equity and inclusiveness and a value system that will be represented in Binghamton’s student body, faculty and staff and that will be a reminder that diversity is the key to becoming the premier public university.

To enhance the diversity of our student body, the University offers a number of programs that provide financial, advising and academic support to more than 800 students from disadvantaged backgrounds. These programs include our Educational Opportunity Program, the Louis Stokes Alliance for Minority Participation Program, the Bridges to the Baccalaureate Program, the Bridges to the Doctorate Program and the Ronald E. McNair Postbaccalaureate Achievement Program. We will continue to strengthen these programs so that they will become even more effective in serving our students. We will also increase the number and value of scholarships to aid in recruiting diverse students. Our classroom infrastructure will adapt to be inclusive of the needs of all students. With an adaptive technology specialist, Binghamton’s classrooms and learning materials will be fully responsive to the specific needs of each student.

Binghamton University has a long tradition of bringing diverse perspectives to teaching and research. To become the premier public university, we must work hard to build on this tradition and increase the cultural and intellectual diversity of our campus. Increasing the number of faculty from diverse backgrounds, traditions and perspectives must, therefore, be a high priority. Under the leadership of a chief diversity officer and a vice provost for diversity and faculty development, we will take advantage of SUNY programs such as the Faculty Diversity Program to increase recruitment of diverse faculty. We will also study best practices for enhancing diversity developed by other top universities, integrate them into our hiring practices and provide support for schools and departments as they seek to build more diverse faculties.

Goals & Metrics

Goal: Binghamton University has diverse undergraduate and graduate student populations

Metric

% URM graduate students

What/How

Under-represented minority means historically underrepresented groups in higher ed (i.e. African American/Black, Latinx, Native American/Alaskan Native, Pacific Islanders). This number excludes non-race affiliated or those that indicate unknown from the demoninator.

Why

These groups have been and continue to consitute a smaller percentage in higher ed than in the general population as a result of marginalization and institutionalized racism.

Target

10% by 2020

Metric

% URM undergraduate students

What/How

Under-represented minority means historically underrepresented groups in higher ed (i.e. African American/Black, Latinx, Native American/Alaskan Native, Pacific Islanders). This number excludes non-race affiliated or those that indicate unknown from the demoninator.

Why

These groups have been and continue to consitute a smaller percentage in higher ed than in the general population as a result of marginalization and institutionalized racism.

Target

20% by 2020

Goal: Binghamton Univeristy has a diverse faculty, staff, and administration.

Metric

% URM faculty

What/How

Under-represented minority means historically underrepresented groups in higher ed (i.e. African American/Black, Latinx, Native American/Alaskan Native, Pacific Islanders). This number excludes non-race affiliated or those that indicate unknown from the demoninator.

Why

These groups have been and continue to consitute a smaller percentage in higher ed than in the general population as a result of marginalization and institutionalized racism.

Target

10% faculty by 2020

Metric

% URM staff

What/How

Under-represented minority means historically underrepresented groups in higher ed (i.e. African American/Black, Latinx, Native American/Alaskan Native, Pacific Islanders). This number excludes non-race affiliated or those that indicate unknown from the demoninator.

Why

These groups have been and continue to consitute a smaller percentage in higher ed than in the general population as a result of marginalization and institutionalized racism.

Target

6% by 2020

Goal: All students, faculty, and staff with disabilities have the necessary resources and supportive services.

Metric

% of reasonable accomodations met by DEI

What/How

Reasonable accomodation is defined by the American Disabilities Act as assistance or changes to a position or workplace that will enable an employee to do one's job despite having a disability.

Why

Disability is diversity. The needs of our differently abled population are largely invisible to higher education in policy, culture and practice.

Target

100% annually

Goal: A culture of diversity and inclusiveness exists across the campus community.

Metric

4-year URM/Pell graduation rate difference

What/How

Difference in percentage of entering fall freshman cohort that graduates within 4 years

Why

A culture of diversity, equity, and inclusion translates into success for our students.

Target

0% by 2020

Metric

6-year URM/Pell graduation rate difference

What/How

Difference in percentage of entering fall freshman cohort that graduates within 6 years

Why

A culture of diversity, equity, and inclusion translates into success for our students.

Target

0% by 2020