Diversity Issues Plan for Intercollegiate Athletics, 2011-2016
UAC Diversity Plan Committee Review
1. Institutional and Athletics Department Commitment
- Maintain an active minority issues plan that reflects broad-based campus participation and institutional approval
Response: Met. Starting in 2005 the University Athletics' Committee (UAC) has been monitoring the goals defined in the minority issues plan. Data and reports relating to the plan have been presented to the UAC committee via the Chair of the UAC and forwarded to the President's Council. The assessment of the old NCAA diversity plan references the institution and athletic department's written diversity statements. The athletic department's mission statement mentions its commitment to the rights and fair treatment of people regardless of race, gender or religion. The committee could not locate an athletics' specific diversity statement. The committee recommends the creation of a written diversity statement for athletics.
- Collect and review data on and monitor the athletics department's activities for consistency with the developed goals and objectives set forth in diversity/minority issues plan.
Response: Met: Monitoring has occurred yearly. Minority Issues Survey results were discussed at UAC meetings and presented to the President's Council. Findings suggest that athletes are satisfied with athletic department's efforts in the areas of diversity. Multiple year suggestions related to the university in general were found. Although there were comments related to not feeling accepted in classrooms, the students felt the athletic department was doing a good job. On the survey item "NCAA Institutions are required to demonstrate a commitment to diversify in athletics. Rate the extent to which you believe Stetson has met this commitment" on a 4-point scale from 2006-2010 the average rating was 3.3.
The committee noted that evaluation of the coaches/staff was not addressed and would like to receive a yearly report from the AD regarding evaluations with respect to minority issues.
3. Organization and Structure
- Monitor and review the institution's structure and organization for promoting diversity in athletics
Response: Continued monitoring is needed. 2005-2008--Staff minority representation ranged from 13%-20% (higher number includes international staff). From 07-10 the staff minority percentages (including international representation) have stayed at 12%, showing a decrease in minority representation. The university staff minority representation has remained stable at 18%. A clear minority presence was not found in the area of athletics' senior staff and representation on this decision-making board should be examined.
There was evidence of increased minority-focused advertisement in the early years in media that targeted at minority populations, however due to budget constraints this practice was discontinued. An anonymous review practice has been implemented and fine-tuning of the instrument has continued. This should ensure discrimination on any level is eliminated. The committee agrees that the application review practice should be standardized and adopted as formal policy.
- Maintain enrollment and graduation goals for ALANA student-athletes consistent with the goals set by the institution
Response: Continued Monitoring is needed. The population of athletics' ALANA averaged about 18.0% and is roughly equivalent to the University ALANA population's average of 18.0%. However, athletics does not consider international students in a diversity category and the university classifies undeclared student (those not selecting an ethnicity or race) as other--University ALANA represents different data and also counts the same athletes in their number, therefore reclassification and different data collection measurement is suggested.
Reports relating to the graduation rates of the minority athletes were not found in the annual reports and should be considered as not being monitored. The AD forwarded graduation rates after review of the draft report and data suggest mixed results regarding graduation rates. (Trends suggest that Hispanic students are not graduating at the same rate as their non-athletic peers, mixed results on African-American, higher graduation rates yearly for white athletes--these reports are based on GSR (graduation success ratings) and are difficult to compare to the general student population. Because of the changes in Federal classifications, current IPEDs race categories cannot be validly compared to the old codes. We recommend that the Institutional Research Department work with Athletics to define and articulate the classifications going forward, am restate any historical data if that is possible. We recommend that the ALANA categories be discontinued.
5. Comparison of Populations
- Increase African American and Hispanic representation among these programs. (Baseball, men's cross country, women's crew, women's golf, and volleyball lacked ALANA representation during the three-year review period)
Response: Continue to monitor: As one would expect, there continues to be fluctuation in minority representation across sports. The 2007-2010 review reveals high representation in 2007 and declining numbers by 2009 in cross country, crew, and tennis on both the men's and women's teams. Women's softball also declined whereas men's baseball showed a moderate increase. Continued monitoring is suggested.
6. Participation in Governance and Decision Making
- Maintain priority on annually attaining diverse student-athlete representation on the Student-Athlete Advisory Committee (SAAC).
Response: Met: Composition of SAAC shows an increase in minority representation in 2006 and continues to be strong.
7. Employment Opportunities
- To maintain the number of ALANA coaches and staff members within the athletics department, as warranted
Response: Continued monitoring is needed. From 2007-2010 the minority percentages (including international representation) have stayed at 12%. The university staff minority representation has remained stable at 18%. Increased awareness and representation is needed with regards to coaches/staff advancement opportunities and retention.
8. Programs and Activities
- Communicate information on campus organizations for ALANA students and current programs available to all ALANA students and solicit feedback from student-athletes on the types of issues that may be directly affecting them.
Response: Met--well documented: Department set up an athlete list-serve to highlight ALANA promotions. In addition, staff posted ALANA specific posters. SWA met with Cross-Cultural counsel center director and SWA now sits on the Cross-Cultural Center board to ensure that issues/programs relating to diversity and promotions/workshops are being scheduled to inform coaches and staff regarding opportunities. List serve re-advertised all ALANA activities, cultural credit, dinners, socials etc. SWA also sits on women and gender committee to ensure that these opportunities are passed on to list serve as well.
The committee recommends that this practice should be continued and that opportunities related to diversity should be available to faculty and staff as well.