inclusion strategy

Diversity Strategies and Initiatives

Loyola University New Orleans’ strategic and operational plan is designed to guide the University into the next decade. Although Loyola recently celebrated its centennial anniversary, the University still must navigate through the challenge of an ever-changing educational environment.

This plan is both strategic and operational in that it aligns strategic initiatives and actions designed to deliver value to our various stakeholders. This plan calls for our university to fulfill the promise found in Loyola’s mission that “welcomes students of diverse backgrounds and prepares them to lead meaningful lives with and for others; to pursue truth, wisdom, and virtue; and to work for a more just world.”

The plan calls for the university to focus activities on four overarching strategies to cultivate a learning-centered community:

  • dedicated to a high-quality, experiential, and values-based education.
  • devoted to students’ discovery of their career and a life of service.
  • infused by the cultures and traditions of New Orleans.
  • rooted in the Jesuit and Catholic mission of the University.

Diversity, equity and inclusion are integral parts of each of these objectives.

In addition, Loyola has priorities within the area of diversity, equity and inclusion, goals which both support and enhance the above priorities. Those include (i) create more inclusive environment and curriculum (ii) design the strategic plan initiatives to create transformational change, increased diversity, tolerance, inclusivity and belonging; (iii) develop targets hiring processes for faculty of color and (iv)monitor and gauge progress through metrics and surveys.

This framework is meant to guide decisions, debates, and actions across the entire university. Issues relating to diversity, equity and inclusion are not isolated to one or two departments; they permeate throughout Loyola’s colleges, departments and offices. Through the leadership of the Chief Diversity Officer, Loyola intends to have a coordinated approach to executing these strategies. The Office will work with various campus departments, programs and centers to develop individualized goals and appropriate metrics, as well as to analyze resources, assess timelines, measure success and advise localized leadership.

As with many important endeavors, some of the strategies and initiatives suggested to meet diversity, equity and inclusion goals are resource-intensive. While not every initiative can be funded immediately, the underlying premise of each listed strategy is important and worthy of consideration in planning and decision making. Additionally, there must be thoughtful prioritization among strategies and initiatives which takes into account historical issues and inequities, relative impact, and available resources.

Chief Diversity Officer Initiative

In the President’s Plan to Achieve a Sustainable, Vibrant and Productive Loyola, the president has called for a number of actions. We will begin the process of hiring a permanent Chief Diversity Officer who will report directly to the president and will be charged with leading these important initiatives. We will begin a national search to fill this position August 2016.

Liv Newman, Ph.D., interim CDO, and the permanent CDO will be tasked with creating and implementing programs that will:

  • Design and lead the strategic plan initiatives to create transformational change, increased diversity, tolerance, inclusivity and belonging on campus
  • Develop targeted hiring processes for faculty of color
  • Provide crucial multicultural training
  • Monitor and gauge progress through metrics and surveys

CDO Search Timeline

Timeline is in development.

September 2016

  • Approval of the job description from the Affirmative Action and Diversity Committee & agreement for advertisement placements (September 2, 2016)
  • Form the search committee  (September 2, 2016)
    • Approved by the Affirmative Action and Diversity Committee
  • Job announcement posted (week of September 6, 2016)
  • First search committee meeting
    • Approved by the Affirmative Action and Diversity Committee
    • Discuss roles and expectations of the search committee members

November 2016

  • First Meeting  (November 4, 10:00 a.m.)
    • Human Resources: best practices and legal considerations
    • Discuss existence of unconscious assumptions and their influence on evaluation of candidates
    • Select dates for spring meetings
    • Discuss and develop criteria for evaluating candidate applications
    • Determine a process for candidate application review

Late Fall 2016

  • Second meeting: Review candidate applications (December 2, 10:00 a.m.)
    • Disseminate applications
    • Review applications
    • Develop a long list of candidates
  • Third meeting: Develop a medium list of candidates (December 16, 10:00 a.m.)
    • Select a medium list of candidates to interview over the telephone
    • Develop interview questions for the telephone interview

Spring 2016

  • Fourth meeting: Develop a short list of candidates (January 6, 11:30 a.m.)
    • Select a short list of candidates to interview via Skype
    • Develop interview questions for the Skype interview
  • Fifth meeting: Develop the final list of candidates (February 24, 11:00 a.m.)
    • Select final candidates
    • Determine the interview structure and schedule
    • Circulate the resumes of candidates to all faculty who will participate in the interview
    • Prepare an information packet for candidates
    • Info on the campus community, including background about the origins of the CDO position
      • Recent Loyola publications
      • LU demographic information
      • Links to key webpages
    • Provide helpful resources about living in New Orleans to the candidates (child care resources, housing options like average rent prices, cost of living in New Orleans, etc.)
  • Final Candidate Interviews (Late March/Early April)
    • Each candidate will meet with: Fr. Wildes, the President’s Cabinet, College Deans, Associate Deans and selected Directors, a selection of students, and the community in an open presentation/Q&A opportunity
  • Meeting to select a finalist (TBD)
  • Offer position
  • Meeting for post-process analysis (TBD)

Campus Climate Survey

Your Voice Matters

In order to better understand the campus climate the President’s Office at Loyola University New Orleans recognized the need for a comprehensive tool that would provide campus climate metrics for Loyola University New Orleans students, faculty, and staff.

Members of Loyola’s Affirmative Action Committee and Diversity Workgroup composed of faculty, staff, students and administrators selected an external agency to conduct a campus climate survey. We contracted with Rankin & Associates Consulting to conduct the campus-wide survey. We will be transparent and open with the results. The results of the survey will be reported to all members of the community, and will be posted here.

Loyola 2016 Campus Climate Survey process will begin fall 2016 and will run through spring 2018. It will include faculty, staff and students.

Timeline is in development.

We are looking forward to having students back on campus and will be posting updates to this site soon.

Student's Chart of Demands

Demand                                                                                                                                              Responsibility

Diversity and Inclusion Strategic Action Plans

Strategic action plan

Office of D/I

Taskforce formation

Office of D/I

Hiring of CDO

Office of the President

Hiring of 2 SA staff members

Student Affairs

Sensitivity and inclusivity training for all new hires

Human Resources, Office of D/I

Increase students of color on university committees

University-wide; Office of D/I to collect data

3-5 year strategic plan

Office of D/I

Fund and support an Office for Diversity and Inclusion

Office of the President

Establish and fund an Office of Multicultural Affairs

Student Affairs

Intentional and inclusive academic advising

Academic Affairs

Professional Staff and Faculty

Diversify staff

Human Resources

Diversity and inclusivity training for all faculty/staff

Office of D/I, Human Resources, Acad. Af.

Inclusion of CDO in all hiring

Academic Affairs, Human Resources

Minority faculty of 10-15% of overall faculty

Academic Affairs, Office of D/I

Increase black American STEM faculty

Academic Affairs, Office of D/I

Increase number of tenured professors of color

Academic Affairs, Office of D/I

Faculty of color in every academic department

Academic Affairs, Office of D/I

Increase academic advisors to reflect student body demographics

Academic Affairs, Office of D/I

Student Life and Curriculum

Ongoing opportunities for dialogue about diversity

Student Affairs, Office of D/I, Acad. Af.

Mandatory diversity and inclusion programming connected to ability to online access

Academic Affairs, Student Affairs, Financial Affairs, Office of D/I

Create a University 101 (include topics related to diversity and inclusion, reading and understanding financial aid, being engaged on campus, discussion about campus climate and multicultural affairs

Academic Affairs, Student Affairs, Financial Affairs, Office of D/I

Require 2 courses focused on diversity issues

Academic Affairs

Intentional hiring of students of color and marginalized students in student leadership positions

Student Affairs

Increased funding for students organizations and programs that support students of color and marginalized students

Student Affairs

Establish a multicultural leadership team of students that collaborates with SGA to ensure that marginalized students populations have needs met

Student Affairs

Multicultural leadership team regularly meet with President’s Cabinet

Office of the President, Office of D/I, Student Affairs

Enrollment and Retention

Hire a minority outreach counselor

Office of Admissions and Enrollment Management

Minority outreach counselor leads workshops for students and parents to educate about scholarships & financial aid

Office of Admissions and Enrollment Management

Establish an emergency fund for students of color and marginalized students experiencing financial hardship

Office of Financial Aid

Assist students with finding outside scholarships

Office of Financial Aid

Increase institutional aid provided to students of color and marginalized students

Office of Financial Aid

Allocate 10-15% of philanthropic dollars raised for scholarships for students of color and low-income students

Institutional Advancement, Office of Financial Aid

Customer service training for financial aid officers

Office of Financial Aid

Hire success coach within the Student Success Center to increase retention of students of color and marginalized students

Academic Affairs

Establish a program to increase 4 year graduation rate of student of color

Academic Affairs

Develop success programs for students of color and marginalized students

Academic Affairs