Next Steps

The DPTF recommended that the following steps be put into action:

Continue analysis through focus groups
Follow up the Campus Climate for Diversity Survey with further research through focus groups. We suggest that research begin with the groups listed below for two reasons: first, the group(s) did not have sufficient respondents; second, surprising results warrant further investigation (in the case of Asian-American students).

• Asian-American students
• Dining and Conference Services staff
• Facilities Services staff
• Faculty of color
• Staff of color
• Students of color

Action to date: Chief Diversity Officer Kim Bobby has conducted extensive interviews with students of color; staff members in student affairs will conduct follow-up discussions with Asian-American students. The Department of Physical Education, Athletics, and Recreation engaged a consultant through an NCAA grant to conduct focus group interviews with student athletes from underrepresented groups.

Communicate survey results
Share the results of the Campus Climate for Diversity Survey with the campus community.

Action to date: Executive summary of the campus climate survey were distributed to the campus community in January 2007, and have been shared with other groups (e.g., University Diversity Committee) upon request.

Adopt the diversity strategic plan
Develop an inclusive campus process to review, adopt, and implement the diversity strategic plan.

Action to date: The Office of the President has scheduled a campus forum for discussion of the plan and updates on additional actions to date.

Monitor and evaluate university's progress on implementing the diversity strategic plan
Establish an institutionwide process to monitor our progress as a campus community in executing the diversity strategic plan. In addition to creating a monitoring process, develop a set of critical success factors that can be used to assess our progress on improving diversity practices at Puget Sound.

Action to date: Kim Bobby, Ed.D. was appointed Chief Diversity Officer in May 2007 to guide implementation of the diversity strategic plan. The president's cabinet monitors the diversity strategic plan objectives on a biannual basis.