Diversity Strategic Plan
Valuing Wholeness Achieved Through Difference - Narratives from the Puget Sound Community
“In my time at Puget Sound, I have made many friends from different backgrounds and ethnicities. One experience that sticks out in my mind was when I met a guy who is from Hawai`i and he invited me to Lua`u. I was a little hesitant at first but I decided to attend and I got to witness what Hawaiian culture was bringing to the table. I left Lua’u with the newfound knowledge of their culture and beliefs.”
Valuing Wholeness Achived Through Difference - Narratives from the Puget Sound Community
“Before I got to Puget Sound, I had never spent any considerable time with anyone who had a sexual orientation other than heterosexual. I had no hard feelings or prejudices; I simply was not used to interacting with those of different sexual orientations on a daily basis. After a year and a half, though, I now consider many to be good friends. My eyes have been opened to social issues confronting the LGBT community, and I feel as if I have a greater passion for their causes. My current understanding and compassion is a result of the diverse community at Puget Sound, and while at times it was uncomfortable, I am a better person because of it.”
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As an action strategy in accord with Defining Moments: The Strategic Plan for University of Puget Sound, President Thomas in 2005–06 charged a Diversity Planning Task Force (DPTF) to develop and implement a diversity strategic plan. An initial plan was drafted in late 2006, an executive summary of which was distributed to the campus community in January 2007. The DPTF outlined the plan after taking a thorough environmental scan of common and best diversity practices of institutions of higher education—including peer schools in the Northwest and nationwide—and regional businesses, and carefully evaluating the current status of diversity practices on our campus through the Campus Climate for Diversity Survey and review of institutional data.
The strategic goals and objectives of the diversity strategic plan are designed to serve as a vehicle to help move the university from its current state with regard to diversity practices toward the future state to which we aspire. Arranged in priority order, the plan outlines strategic goals and objectives to accomplish this.
Members of the Diversity Planning Task Force
Kris Bartanen, Academic Vice President and Dean
Kim Bobby (former), Director of Access Programs; now Chief Diversity Officer
Rosa Beth Gibson (former), Associate Vice President for Human Resources
Jean Kim, (former) Vice President for Student Affairs and Dean of Students, Task Force Chair
Sunil Kukreja, Professor of Comparative Sociology
Janet Marcavage, Assistant Professor of Art
Yoshiko Matsui, (former) Director of Multicultural Student Services
Randy Nelson (former), Director of Institutional Research
Lyle Quasim '70, Chief of Staff to Pierce County Executive John Ladenburg
Mark Rosasco '08
Nell Shamrell '07
Sarah Stall, Publications Manager/Writer
We will increase the recruitment and retention of students, staff, and faculty from underrepresented minority groups.
We will create a campus environment that fully welcomes and supports social diversity.
We will improve working and business relationships with race/ethnic and other diverse communities in the Puget Sound region.
We will be accountable for implementing the diversity strategic plan and working toward achieving diversity goals.