View the full Eskenazi School Diversity, Equity, and Inclusion Plan
Diversity Demographics—Spring 2023
As of August 7, 2023
Full-time Tenure and Tenure-Track Faculty
Race/Ethnicity
- Asian: 22.58%
- Black: 3.23%
- Hispanic: 6.45%
- American Indian: 3.13%
- White: 64.52%
Gender
- Female: 54.84%
- Male: 45.16%
Non-tenure Faculty (Lecturer, Visiting Faculty, Other Academic)
Race/Ethnicity
- Asian: 7.69%
- Hispanic: 2.56%
- White: 89.74%
Gender
- Female: 64.10%
- Male: 35.90%
Race/Ethnicity
Hispanic/Latine: 11%
Black/African-American: 3%
Asian American: 7%
Native Hawaiian: 0%
Alaska Native: 0%
Indigenous/Native American: 0%
Two or more: 5%
White: 70%
International: 3%
Unknown: 0%
Race/Ethnicity
- Hispanic/Latine: 16%
- Black/African-American: 4%
- Asian American: 0%
- Native Hawaiian: 0%
- Alaska Native: 0%
- Indigenous/Native American: 0%
- Two or more: 4%
- White: 72%
- International: 5%
- Unknown: 0%
Strategic Actions/Initiatives Implementation Plans
Actions | Responsible Party | Possible Partners | Timeline | Metrics |
Survey stakeholders regarding DEI climate | DEI Committee DEI Coordinator | Asst. Dean of D&I OVPDI Walter Center | Spring 2021 | Number of respondents |
Develop best practices for listening, promoting, and encouraging | DEI Committee DEI Coordinator | Asst. Dean of D&I OVPDI Advisors | Spring 2021 | Quantity and quality of practices to implement |
Create designated/official ally role(s) | DEI Committee Dean’s Office | Asst. Dean of D&I DEI Coordinator | Academic year 2022–23 | Creation and implementation of role |
Develop exit surveys for those that leave | HR Manager DEI Coordinator | Asst. Dean of D&I OVPDI, IUHR Walter Center | Academic year 2022–23 | Consistency of implementation |
Organize supportive collectives or partner with established ones | DEI Committee DEI Coordinator Area Coordinators | Asst. Dean of D&I FAB and Advisors OVPDI Alumni | Academic year 2022–23 | Participation rates |
Empower people to take charge of collectives | Collective leaders | Asst. Dean of D&I DEI Coordinator | Academic year 2022–23 | Participation rates |
Consider funding for supporting collectives | Dean’s Office | Development | Academic year 2022–23 | Funding
|
Faculty and staff professional development support | Dean’s Office | Development | Academic year 2022–23 | Funding |
Co-curricular programming | DEI Committee EDA/DUS Area Coordinators | CRE, A&H, others
| Academic year 2022–23 | Quality and quantity of experiences |
Community engagement, service learning, and cross-collaborations | DEI Committee ServeDesign | CRE, ServeDesign CRE, A&H, other units | Academic year 2022–23 | Quality and quantity of experiences |
Retention Initiatives | DEI Committee Dean’s Office | Asst. Dean of D&I OVPDI DEI Coordinator | Ongoing | Consistency of implementation |
Emphasize personal accountability and a clear and transparent reporting system. | DEI Committee Dean’s Office | Asst. Dean of D&I OVPDI DEI Coordinator
| Ongoing | Consistency of implementation |
Ensure a culture of respect for all ranks/positions, including advancing open dialogue and inquiry. | DEI Committee Dean’s Office | Asst. Dean of D&I OVPDI DEI Coordinator
| Ongoing | Consistency of implementation |
Improve the experience of any individuals who are differently abled. | DEI Committee Dean’s Office | Asst. Dean of D&I OVPDI DEI Coordinator
| Ongoing | Consistency of implementation |
Faculty Recruitment
Actions | Responsible Party | Possible Partners | Timeline | Metrics |
Research with VPFAA faculty recruitment possibilities/practices | DEI Committee DEI Coordinator HR Manager | VPFAA Asst. Dean for D&I | Spring 2021 | Quantity and quality of practices to implement |
Expand job posting practices for improved outreach, including examining posted criteria | HR Manager Search Committees
| Asst. Dean for D&I VPFAA IUHR DEI Coordinator
| Ongoing | Number of postings and response rates |
Engage current faculty to contemplate specific diversity hires | Area Coordinators Dean’s Office DEI Coordinator | OVPDI | Ongoing | Generate list |
Generate a prioritized list of diversity hires | Area Coordinators Dean’s Office | OVPDI | Ongoing | Number of diversity hires |
Work with College D&I to develop best practices | DEI Committee DEI Coordinator
| Asst. Dean for D&I | Spring 2021 | Quantity and quality of practices to implement |
Watch for implicit bias while hiring, prioritize diversity | HR Manager Search Committees Dean’s Office | Asst. Dean for D&I OVPDI DEI Coordinator | Ongoing | Review of each search |
Staff Recruitment
Actions | Responsible Party | Possible Partners | Timeline | Metrics |
Research with HR staff recruitment possibilities/practices | DEI Committee HR Manager DEI Coordinator | Asst. Dean for D&I IUHR | Spring 2021 | Quantity and quality of practices to implement |
Expand job posting practices for improved outreach, including examining posted criteria | HR Manager Search Committees
| Asst. Dean for D&I IUHR DEI Coordinator
| Ongoing | Number of postings and response rates |
Work with College D&I to develop best practices | DEI Committee DEI Coordinator
| Asst. Dean for D&I | Spring 2021 | Quantity and quality of practices to implement |
Watch for implicit bias while hiring, prioritize diversity | HR Manager Search Committees Dean’s Office | Asst. Dean for D&I IUHR DEI Coordinator | Ongoing | Review of each search |
Undergraduate Recruitment
Actions | Responsible Party | Possible Partners | Timeline | Metrics |
Increase the applications of students who identify as Black/African American, Hispanic/Latino/LatinX, Native American, Hawaiian/Pacific Islander, or multiracial | Recruitment and Admissions Coordinator | Area Coordinators IU Admissions Groups Scholars 21st Century Scholars DEI Coordinator
| Plan in 20-21 Implement in 21-22 Review and update each year until 2025
| Create strategic plan that is shared w/ committee Review final applicant numbers Sept ’22-Sept ‘25 |
Grow scholarship funding that can be utilized to yield/support diverse students | Director of Development Dean’s Office | College Development IU Foundation Office of Scholarships Hudson and Holland Scholars Program | 1 by 2022 2 by 2023 3 by 2024 4 by 2025
| Increase incoming student scholarships from 4 to 8 by 2025
|
Implement techniques and programming for recruiting minoritized students
| Recruitment and Admissions Coordinator | DEI Coordinator Asst. Dean for D&I IU Admissions | Plan in 20-21 Implement in 21-22 Review and update each year until 2025 | Create and share recruitment programming by 2023 Review numbers in 2025 |
Coordinate with area faculty on how to increase/engage diverse students | Recruitment and Admissions Coordinator | Area Coordinators DEI Coordinator
| Ongoing | Track activity |
Establish Hudson and Holland partnership | Recruitment and Admissions Coordinator | OVPDI | Academic year 2022–23 | Number of incoming students |
Create more accessible marketing resources
| Recruitment and Admissions Coordinator
| Director of Communications and Marketing
| Plan in 20-21 Implement in 21-22 Review and update each year until 2025 | Reaction from prospective students |
Establish relationship with Ivy Tech to increase transfer applicants | Recruitment and Admissions Coordinator
| IU Admissions Ivy Tech
| Build partnership by 2023
| Review transfer numbers every year until 2025 |
Graduate Recruitment
Actions | Responsible Party | Possible Partners | Timeline | Metrics |
Increase the applications of students who identify as Black/African American, Hispanic/Latino/LatinX, Native American, Hawaiian/Pacific Islander, or multiracial | Area Coordinators DGSs | Recruitment and Admissions Coordinator Graduate School DEI Coordinator
| Ongoing | URM application and yield numbers |
Grow fellowship funding opportunities to yield/support diverse students | Director of Development Dean’s Office | College Development IU Foundation | Ongoing | Number of scholarships and the amount of funding |
Utilize equitable and inclusive techniques and programming to reach more diverse students | DGSs Grad Coordinators | DEI Committee Asst. Dean for D&I Graduate School | Ongoing | Quantity and quality of practices to implement |
Coordinate with area faculty on how to increase/engage diverse students | DGSs Grad Coordinators | Area Coordinators DEI Coordinator
| Ongoing | Track activity
|
Consider separate strategies for MFA/MS/M.Arch program needs | DGSs Grad Coordinators | Area Coordinators | Ongoing | Track activity
|
Create more accessible marketing resources
| DGSs Grad Coordinators | Director of Communications and Marketing
| Plan in 20-21 Implement in 21-22 Review and update each year until 2025 | Reaction from prospective students |
Actions | Responsible Party | Possible Partners | Timeline | Metrics |
Partner with campus DEI programming | DEI Committee Area Coordinators DEI Coordinator | OVPUE CITL OVPIA | Ongoing | Track activity |
Develop annual DEI teaching workshop/ Canvas training | DEI Committee Area Coordinators DUS | Asst. Dean for D&I OVPUE, CITL OVPDI DEI Coordinator | Academic year | Completion numbers for Canvas training |
Develop DEI learning outcomes in core curriculum in degrees | DEI Committee Area Coordinators DUS/EDA | Asst. Dean of D&I OVPDI DEI Coordinator | Academic year | Quantity and quality of activity and implementation |
Develop DEI best practices for courses | DEI Committee Area Coordinators DUS/EDA | Asst. Dean of D&I OVPDI Advisors DEI Coordinator | Academic year | Quantity and quality of practices to implement |
Develop a summer bridge curriculum for underrepresented students (hybrid A100 visual/art literacy) – see recruitment | DEI Committee DUS/EDA Recruitment and Admissions Coordinator
| Visual Literacy Librarian Area Coordinators Grad students OVPDI | Test run in Summer 2022 with a small group for one week | Entry quizzes Exit assessments |
Provide additional training opportunities through the College | DEI Committee Dean’s Office DEI Coordinator | Asst. Dean of D&I | Ongoing | Track participation
|
Research best practices for underrepresented programs/courses and determine area accountability | DEI Committee DEI Coordinator
| Asst. Dean of D&I OVPDI Advisors | Spring 2021 | Quantity and quality of practices to implement
|
Research Herron’s summer program | DEI Committee DEI Coordinator | OVPDI | Spring 2021 | Report
|
Determine diverse populations for specified experiences | DEI Committee DEI Coordinator
| Asst. Dean of D&I OVPDI | Spring 2021 | Report
|
International outreach and partnerships (Nomadic Studio) | DUS/DGS/EDA Area Coordinators | Global Gateways
| Fall 2021 | Quantity and quality of activity and implementation |
Enhance study abroad opportunities | Area Coordinators and Area Faculty | DUS/DGS/EDA
| Ongoing | Quantity and quality of activity and implementation |
Enhance service learning and community engagement | Serve Design Area Faculty
| DUS/DGS/EDA | Ongoing | Quantity and quality of activity and implementation
|
Gather DEI resources to be freely shared throughout our buildings | DEI Committee DEI Coordinator
| Asst. Dean of D&I OVPDI | Ongoing | Availability of resources |
Actions | Responsible Party | Possible Partners | Timeline | Metrics |
Establish fund for DEI research support | Director of Development Dean’s Office | College Development OVPDI Serve Design/CRE | FY2022 | Amount of funding raised |
Seek visibility for DEI research/creative activity | DEI Committee Director of Marketing and Communications | IU Studios IU News OVPDI | Ongoing | Number of mentions/postings |
Foster critical dialogue about DEI research/creative activity | DEI Committee DEI Coordinator
| Area Faculty/Coordinators Associate Dean OVPDI | Ongoing | Quantity and quality of participation |
Establish research partnerships | DEI Committee Area faculty | Associate Dean | Ongoing | Quantity and quality of partnerships |
Foster collaborations with institutions where minorities make up the majority, including international | DEI Committee Area faculty Associate Dean | CRRES OVPDI Global Gateways IU-MSI STEM Initiative | Ongoing | Quantity and quality of partnerships |
Actions | Responsible Party | Possible Partners | Timeline | Metrics |
Create DEI pages on the SoAAD website | DEI Committee (content) Director of Marketing | IU Studios | Spring 2021 | Completed task and number of views |
Develop a social media focus for DEI | DEI Committee (content) Director of Marketing | IU Studios | Spring 2021 | Number of posts and level of engagement |
Create a DEI focus section in the annual report | DEI Committee (content) Director of Development | DEI Coordinator
| Summer 2020 | Completed task |
Create DEI specific goals in School’s communications plan | Director of Marketing | IU Studios | Spring 2021 | Level of engagement |
Partner with IU News | Director of Marketing | IU News | Spring 2021 | Level of engagement |
Actions | Responsible Party | Possible Partners | Timeline | Metrics |
Establishment of the standing committee | DEI Taskforce Dean’s Office | Asst. Dean for D&I | Fall 2020
| Meet deadline and start the work |
Oversee strategic and DEI plan actions | DEI Committee Dean’s Office
| Asst. Dean for D&I DEI Coordinator | Ongoing per semester until 2025 | Individual action assessment (see goals/actions below) |
Coordinate DEI initiatives, build consensus, facilitate collaboration | DEI Committee DEI Coordinator
| Asst. Dean for D&I OVPDI | Ongoing | Number of initiatives Follow-up surveys on effectiveness of events |
Participate in DEI programming in and out of the School | DEI Committee DEI Coordinator
| Asst. Dean for D&I OVPDI | Ongoing | Track participation numbers |
Represent School stakeholders and bring issues to DEI committee, leadership and FAB | DEI Committee DEI Coordinator
| Asst. Dean for D&I Leadership FAB Curriculum Committee | Ongoing | Track activity |
Collaborate with Jacobs DEI group | DEI Committee DEI Coordinator
| DEI Coordinator Asst. Dean for D&I OVPDI | Ongoing per semester until 2025 | Track activity |