Diversity Action Plan

Diversity Action Plan Working Group
English Department
2017-2019

 

  1. GOAL 1: Recruit and Retain Diverse Faculty.
    1. Strategy 1: Create a culturally welcoming and supportive research environment.
      1. Tactic 1:
        1. Use Diversity Committee funds to bring in-field speaker/readers to comment on junior faculty work
          • Target:  Promote research success among junior faculty of color by enhancing their national profiles and expanding scholarly networks.
          • Lead Personnel: Avinnash Tiwari and Mary Wood (or current Diversity Committee Chairs), David Vázquez (or current Department Head), and in consultation with junior faculty.
          • Timeline: Ongoing. Diversity Committee chair(s) will consult with new junior faculty as a part of the onboarding process. 

 

Evaluation tools: Interview junior faculty after speaker/readers leave to determine effectiveness of visits.

 

  1. Strategy 2: Revise outward facing materials on English web site and written materials (Newsletter, major materials, etc.) to reflect diversity and to create more welcoming materials
    1. Tactic 1:
      1. Review English web site to determine where we might more effectively reflect diversity and accessibility
        • Target:  Consider how outward facing materials reflect current faculty and student diversity and consider revisions to create a more welcoming atmosphere.
        • Lead Personnel: Avinnash Tiwari and Mary Wood (or current Diversity Committee Chairs), David Vázquez (or current Department Head), Tina Boscha (Assistant Head and Web Page Coordinator), John Burridge (English IT Support), Melissa Bowers (English Department Manager), CASIT.
        • Timeline: Ongoing. We have initiated the process of revising our web site to reflect current CAS standard. When the new web site is up and running during Winter 18, we will review content and make recommendations for updates by the first week of Spring 18.
    2. Tactic 2:
      1. Work with Campus Communications and other units that feature English faculty on their web sites
        • Target:  Increase visibility of diverse English faculty on campus.
        • Lead Personnel: David Vázquez (or current Department Head), Elizabeth Bohls (or current Associate Head), Melissa Bowers (English Department Manager).
        • Timeline: Periodic. As features and new projects arise, English Department Head will work with individual faculty and key administrative personnel to arrange news stories, web communications, and other units to develop features on diverse English faculty and research.
  2. Strategy 3: Make available inclusive job ad language that emphasizes equity and inclusion
    1. Tactic 1:
      1. Use current African American and NTTF Composition ads as templates. Make these available on English Department Resources page
        • Target:  Make available model job ads to other units in the university.
        • Lead Personnel: David Vázquez (or current Department Head), Courtney Thorsson (African American Search Chair), Carolyn Bergquist (NTTF Composition Search Chair), Melissa Bowers (English Department Manager).
        • Timeline: Winter 2018. With the conclusion of both searches, we will make our materials and processes available to HR and CAS. 

 

Evaluation tools: Track how these changes affect demographics of applicant pools.

 

  1. GOAL 2: Continue to Support a Growing and Diverse Graduate Student Population
    1. Strategy 1: Continue to work with the Grad School on Promising Scholar and other diversity funding awards
      1. Tactic 1:
        1. DGS and DGA work with Grad School to secure funding
          • Target:  Maintain and increase diversity of English graduate student body.
          • Lead Personnel: Lara Bovilsky (current DGS), Mary Wood (incoming DGS), Gordon Sayre (current DGA), Sarah Wald (incoming DGA), Kathy Furrer (English Graduate Secretary)
          • Timeline: Ongoing. Graduate recruiting occurs during winter term of each academic year. DGS/DGA will work with the Dean of the Graduate School to set realistic recruitment goals and to secure funding for underrepresented candidates.
    2. Strategy 2: Engage in active recruiting through scholarly networks and targeting of undergrads at HSUs, HBCUs, etc.
      1. Tactic 1:
        1. Outreach to colleagues through scholarly networks
        2. Continue to use UO funding sources to bring diverse students to recruitment weekends
          • Target:  Increase recruiting yields of diverse graduate students.
          • Lead Personnel: Lara Bovilsky (current DGS), Mary Wood (incoming DGS), Gordon Sayre (current DGA), Sarah Wald (incoming DGA), Kathy Furrer (English Graduate Secretary), all English Faculty

 

  • Timeline: Ongoing. DGS/DGA will set targeted goals for recruiting diverse graduate students. DGS/DGA will identify opportunities for recruiting, including outreach to HSI and HBCU institutions. All English faculty will outreach via their scholarly networks to promote diverse graduate education at UO English. 
  • Strategy 3: Make available .09 Diversity Committee GE assignment as a “top-off” for grad student funding
    1. Tactic 1:
      1. Identify a student from each year’s incoming graduate student pool to serve as the Diversity Committee GE
        • Target:  Increase funding opportunities for diverse graduate students.
        • Lead Personnel: Lara Bovilsky (current DGS), Mary Wood (incoming DGS), Gordon Sayre (current DGA), Sarah Wald (incoming DGA), Kathy Furrer (English Graduate Secretary), Diversity Committee chair(s)
        • Timeline: Ongoing. DGS/DGA will work with Diversity Committee chair(s) each AY to identify appropriate graduate student for .09 GE assignment. 
  • Strategy 4: Make available travel support for non-traditional graduate student research to attend conferences or archives, including providing feedback to their projects
    1. Tactic 1:
      1. Solicit and choose awardees on a yearly basis
        • Target:  Increase research funding opportunities for diverse graduate students and in diverse/novel areas of study.
        • Lead Personnel: David Vázquez (or current Department Head), Lara Bovilsky (current DGS), Mary Wood (incoming DGS), Kathy Furrer (English Graduate Secretary), Diversity Committee chair(s)
        • Timeline: Ongoing. DGS and Department Head will work with CAS, Graduate School, and Office of Research each AY to identify funding opportunities for non-traditional graduate student research. DGS will continue to work with faculty to provide mentorship and feedback for graduate students engaging in novel research.   

 

Evaluation tools: Evaluate demographics of each incoming graduate student cohort and follow up with interviews of those diverse students who accepted.

 

  1. GOAL 3: Continue to Support Inclusive Climate through Structural Support of Equity and Inclusion
    1. Strategy 1: Supporting events related to equity and inclusion
      1. Tactic 1:
        1. English department head prioritizes co-sponsoring events related to equity and inclusion
          • Target:  Increase campus-wide efforts at diverse programming and make visible English stake in such programming.
          • Lead Personnel: David Vázquez (or current Department Head)
          • Timeline: Ongoing. Department head will consider requests for co-sponsorship on a case-by-case basis. Field specific (relationship to literary and cultural studies), diversity events will receive priority, but all diversity related programming will be considered.
      2. Tactic 2:
        1. Encourage faculty organizing events to apply for CAS Program Grants
          • Target:  Increase more robust and ambitious diversity programming at UO.
          • Lead Personnel: David Vázquez (or current Department Head), senior English faculty
          • Timeline: Ongoing. As faculty develop ideas for conferences, symposia, speakers, and other events, Department Head and senior faculty will encourage faculty to consider diversity issues and to apply for Program Grants from the college. 
    2. Strategy 2: Pilot anti-racist pedagogy and diverse curriculum
      1. Tactic 1:
        1. Identify one or two instructors from both NTTF and TTF ranks to pilot a course employing anti-racist labor contract grading
          • Target:  Create a more equitable pedagogy for English students. Increase diversity by creating a more welcoming curriculum
          • Lead Personnel: David Vázquez (or current Department Head), Emily Simnitt (Associate Director of Composition), Carolyn Bergquist (Director of Composition), Lee Rumbarger (TEP), Elizabeth Bohls (Associate Head), Melissa Bowers (English Department Manager)
          • Timeline: Winter and Spring 2018. David Vázquez and Emily Simnitt will recruit up to four faculty to pilot anti-racist pedagogy sections of Composition and English. Elizabeth Bohls and Melissa Bowers will work with TEP to schedule and administer special sections. Sections will run during AY 18/19.
      2. Tactic 2:
        1. Continue to use Common Reading in Composition and English courses
          • Target:  Promote diverse fields of literary study, especially as they relate to Common Reading program.
          • Lead Personnel: Avinnash Tiwari and Mary Wood (or current Diversity Committee Chairs), Emily Simnitt (Associate Director of Composition), Elizabeth Bohls (or current Associate Head)
          • Timeline: Ongoing. Diversity Committee chairs will work with English Faculty and Common Reading program to identify and recommend books that foreground issues of equity and inclusion. Associate Head and Associate Director of Comp will work with English and Composition instructors to adopt Common Reading in courses.

 

Evaluation tools: Exit survey of students in pilot courses.

 

  1. Strategy 2: Continue curricular and co-curricular English major activities that emphasize equity and inclusion
    1. Tactic 1:
      1. Continue to sponsor Slam Poetry Group, ARTDucko, Sigma Tau Delta Honor Society, etc.
        • Target:  Increase diversity programming and co-curricular activities for English undergraduate students.
        • Lead Personnel: Bill Rossi/Gordon Sayre (DUGS), Corbett Upton (ADUGS), David Vázquez (or current Department Head), Melissa Bowers (Department Manager)
        • Timeline: Ongoing. Continue to grow and develop undergraduate co-curricular activities, especially those that emphasize issues of equity and inclusion. Consider the success of such activities at the end of each AY and set targeted goals for the following academic year. The first evaluation will occur in June 2018. 
    2. Tactic 2:
      1. Actively mentor diverse majors and students from other underrepresented groups
        • Target:  Provide curricular and co-curricular support for underrepresented undergraduate students.
        • Lead Personnel: Bill Rossi/Gordon Sayre (DUGS), Corbett Upton (ADUGS), English Major Advisors, all English Faculty
        • Timeline: Ongoing. DUGS and ADUGS will work with Major Advisors to support diverse students through curricular advising. English faculty identify talented students from diverse groups in courses and encourage them to major or minor in English. All faculty will announce and promote diverse programming.
    3. Tactic 3:
      1. Expand Community Literacy Initiative, SAIL, and other pipeline filling activities
        • Target:  Increase number of incoming diverse students majoring in English.
        • Lead Personnel: David Vázquez (or current Department Head), Mary Wood (Community Literacy Co-Coordinator), Elizabeth Wheeler (Community Literacy Co-Coordinator), Mike Copperman (SAIL Coordinator)
        • Timeline: Ongoing. Key personnel will work throughout each AY to promote UO English through community outreach activities. English Department Head will continue to fund these activities as a standing budget commitment. 
    4. Tactic 4:
      1. Expand connections between English and UO Teach
        • Target:  Increase connections between English Department and potential diverse students enrolled in UO Teach.
        • Lead Personnel: David Vázquez (or current Department Head)
        • Timeline: Fall 2018. Department Head will outreach to UO Teach to promote English curricular offerings and to explore potential collaborations with local K-12 schools.

 

Evaluation tools: Monitor faculty participation in co-curricular activities and obtain demographics about new majors.

 

  1. Strategy 3: Collaborate with other units on equity and inclusion issues
    1. Tactic 1:
      1. Cross-list/multi-list courses related to race/ethnicity in literary and cultural texts
      2. Promote interdisciplinary and inter-unit teaching with Ethnic Studies, COLT, WGS, Political Science, and other units
        • Target:  Increase curricular collaboration with other diversity related units and promote diverse curriculum among underrepresented undergraduate and graduate students.
        • Lead Personnel: David Vázquez (or current Department Head), Elizabeth Bohls (or current Associate Head), Bill Rossi/Gordon Sayre (DUGS), Lara Bovilsky/Mary Wood (DGS), Melissa Bowers (Department Manager)
        • Timeline: Ongoing. English is already working with a number of units, including Ethnic Studies, WGS, REEES, and Religious Studies to cross- and/or multi-list courses. Department Head in conjunction with DUGS, DGS, and Associate Head will evaluate requests for cross- and multi-listing on a case-by-case basis. Associate Head and Department Manager will administer cross- and multi-listed courses, including soliciting/developing course descriptions and posting them on English web page. 

Evaluation tools: Keep a record of cross-listed, multi-listed courses