a. A written plan and/or policies demonstrating systematic incorporation of diversity within the program. Required elements include the following:
i. Description of the program’s under-represented populations, including a rationale for the designation.
In 2012/2013, the MPH Program had 76% female students and 24% male students. There are also five female faculty and one male faculty in the program. Males are underrepresented among both the students and faculty. More female students have traditionally applied to the UNF MPH program, and more females have traditionally applied to faculty positions in the MPH program. In addition, approximately 21% of students in the program during 2012/2013 self- described as non-white, while the majority, 79% self-described as White. Among faculty, five identify as White and one as Black. Other ethnic groups (e.g., minority groups) are
underrepresented among both the students and faculty. More White students have
traditionally applied to the UNF MPH program, and significantly more Whites have applied to faculty positions in the MPH program. These trends mirror those in the BCH (Fall 2012 students = 72% female; 76% White), and the University as a whole (Fall 2012 students = 62% female; 72% White).
ii. A list of goals for achieving diversity and cultural competence within the program, and a description of how diversity-related goals are consistent with the university’s mission, strategic plan and other initiatives on diversity, as applicable.
The MPH faculty are committed to achieving diversity and cultural competence within the program. Four diversity goals have been developed by the MPH faculty. These goals are consistent with UNF’s commitment to diversity as demonstrated through the University
mission, vision, goals, strategies and values; the UNF Office of EOD’s mission and policies; UNF’s commitment to community-based learning, and the BCH goals and values.
The MPH Diversity goals are:
1. At least 25% of new student admits to the MPH program each fall will identify as minority (other than White, non-Hispanic White).
2. At least 30% of new student admits to the MPH program each fall will be male. 3. The UNF MPH faculty will consist of at least 25% male.
4. The staff serving the MPH Program will be comprised of at least 10% minority (other than white, non-Hispanic).
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University of North Florida Strategic Plan 2009-2014
(http://www.unf.edu/president/Strategic_Plan_2009-2014.aspx): Mission Statement
The University of North Florida fosters the intellectual and cultural growth and civic awareness of its students, preparing them to make significant contributions to their communities in the region and beyond. At UNF, students and faculty engage together and individually in the discovery and application of knowledge. UNF faculty and staff maintain an unreserved commitment to student success within a diverse, supportive campus culture.
Vision Statement
The University of North Florida aspires to be a preeminent public institution of higher learning that will serve the North Florida region at a level of national quality. The institution of choice for a diverse and talented student body, UNF will provide distinctive programs in the arts and sciences and professional fields. UNF faculty will excel in teaching and scholarship, sharing with students their passion for discovery. Students, faculty, staff, alumni, and visitors will enjoy a campus noteworthy for its communal spirit, cultural richness, and environmental beauty. Goals
Goal 2: Recruit and support a diverse community of students, faculty, and staff Strategies
Increase the diversity of faculty, staff, and students to reflect or exceed the diversity within appropriate recruitment populations.
Create and implement strategies to foster retention of students, faculty, and staff from underrepresented populations.
Provide opportunities for intercultural and educational experiences that improve the climate for less represented groups, and ultimately prepare all members of the UNF community to be global citizens of our diverse world.
University Values
the pursuit of truth and knowledge carried out in the spirit of intellectual and artistic freedom;
ethical conduct;
community engagement;
diversity;
responsibility to the natural environment; and
mutual respect and civility.
University of North Florida Resources: UNF also provides numerous resources to help colleges, departments, programs and faculty achieve their goals related to diversity and cultural
competence. These include: Disability Resource Center
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Office of ADA Compliance Office of Human Resources
The Center for Professional Development and Training The Intercultural Center for P.E.A.C.E.
The Women's Center
Office of Equal Opportunity and Diversity (EOD) (https://www.unf.edu/eod/): EOD “is committed to fostering non-discrimination and non-harassment in the workplace and the educational environment by ensuring compliance with all federal and state laws, local ordinances, and agency requirements that are related to equity and compliance for
universities. EOD provides leadership and support toward developing a comprehensive and institution-wide approach to achieving and sustaining a diverse and pluralistic community of students, faculty and staff.”
Community Engagement (http://www.unf.edu/ccbl/University-
Wide_CBTL_Learning_Outcomes.aspx): UNF is awarded the Carnegie Foundation "Community Engagement" designation. UNF is committed to “fostering the intellectual and cultural growth and civic awareness of our students, preparing them to make significant contributions to their communities in the region and beyond.” The Public Health Program is designated as a
Community Engaged Department. Integral to this designation is the achievement of learning outcomes; one of the five university-wide community-based transformational learning
outcomes for students includes Intercultural Competence: “Demonstrable cognitive, affective and behavioral skills and characteristics that support effective and appropriate interaction in a variety of cultural contexts.”
Brooks College of Health: One of the BCH values is “Diversity: We treat everyone in our diverse community with consideration, dignity and mutual respect.” One of the five goals of the BCH is to: “Recruit and support a diverse community of students, faculty and staff, who will contribute to and benefit from the College’s mission.”
iii. Policies that support a climate free of harassment and discrimination and that value the contributions of all forms of diversity; the program should also document its commitment to maintaining/using these policies.
UNF Non-Discrimination, Equal Opportunity and Diversity Statement (http://www.unf.edu/eod/Non-
Discrimination,_Equal_Opportunity_and_Diversity_Statement.aspx): “… UNF is equally
committed to ensuring that educational and employment decisions, including but not limited to recruitment, admission, hiring, compensation and promotion, are based on the qualifications, skills and abilities of those desiring to work, study, and participate in our community.
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To accomplish this intent, UNF shall not commit or permit discrimination or harassment on the basis of genetic information, race, color, religion, age, sex, disability, gender
identity/expression, sexual orientation, marital status, national origin or veteran status in any educational, employment, social or recreational program or activity it offers. Similarly, UNF will not commit or permit retaliation against an individual who complains of discrimination or harassment or an individual who cooperates in an investigation of an alleged violation of University Regulation. In exercising these standards, the University will not abridge either free speech or academic freedom based on its context.”
The UNF President has delegated to the Office of EOD the authority and responsibility to receive, investigate, and, where appropriate, attempt to conciliate complaints, or investigate situations or conduct alleged to be in violation of the University’s Non-Discrimination, Equal Opportunity and Diversity Regulation and Sexual Misconduct Regulation. Accordingly, any member of the UNF community who believes that they have been subjected to discrimination, discriminatory harassment, retaliation, or sexual misconduct may seek guidance, counseling and/or file a complaint.
The MPH program supports and is committed to following these University regulations and policies. Program commitment to diversity is communicated in both the new MPH Student Orientation and the MPH Student Handbook (See Resource File for both documents).
iv. Policies that support a climate for working and learning in a diverse setting.
Non-Discrimination, Equal Opportunity and Diversity Regulation
(http://www.unf.edu/president/policies_regulations/01-General/1_0040R.aspx):
“The purpose of this regulation is to set forth the university’s expectations by fostering and maintaining an environment of inclusiveness and equity for all who interact in our university community; and to reinforce the university’s commitment to diversity in the recruitment, selection and retention of students, faculty and staff; and to provide procedures to file a complaint alleging discrimination, retaliation, discriminatory harassment.”
Non-Discrimination, Equal Opportunity and Diversity Statement (http://www.unf.edu/eod/Non-
Discrimination,_Equal_Opportunity_and_Diversity_Statement.aspx): UNF “…is committed to providing an inclusive and welcoming environment for all who interact in our community. In building this environment, we strive to attract students, faculty and staff from a variety of cultures, backgrounds and life experiences. In furtherance of the university’s diversity initiatives and focus toward inclusiveness, it is expected that all in the university community will
appreciate and respect the dignity, individuality, and the uniqueness of our individual
community members. It is also expected that we will maintain an environment conducive to the pursuit of educational, scholarly, and career interests, where both the distinctiveness of each person’s experience and the common humanity that unites us all will be recognized. This
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will allow us to take full educational advantage of the variety of talents, backgrounds, and perspectives of those who study and work at the university. ”
v. Policies and plans to develop, review and maintain curricula and other opportunities including service learning that address and build competency in diversity and cultural considerations.
The MPH Program maintains a broad range of internship and field experience sites to provide students with opportunities to build cultural competency while working in diverse settings. Examples of current internship sites that offer such experiences include: regional county health departments, YMCAs, homeless shelters, non-profit health agencies, and hospitals that provide indigent care. These sites often provide services for populations disproportionately affected by various health issues, often due to factors such as socioeconomic status or race/ethnicity. Furthermore, these experiential learning opportunities allow students to enhance their knowledge and skills in developing culturally sensitive health promotion programming.
Faculty most recently reviewed required MPH courses and objectives at the fall 2013 retreat to identify to what extent diversity was being addressed. Many MPH courses require completion of projects in conjunction with community-based public health agencies or existing public health data bases; such community collaborations warrant culturally sensitive approaches. A number of the required MPH courses have modules that specifically address cultural
competency and these will continue to be included. (See Resource File for HSC 6585 and 6587 course syllabi.) Finally, faculty plan to add an annual standing item to the faculty retreat and Student and Public Health Advisory Board agendas to review syllabi to identify where cultural competency is being included. Approaches to enhance exposure to diversity through classes and other opportunities to ensure all students have exposure to public health needs in different cultural environments will be also discussed.
vi. Policies and plans to recruit, develop, promote and retain a diverse faculty.
The UNF MPH Program is committed to recruiting and retaining a diverse faculty. When faculty positions become available, EOD recruitment plans and policies are closely followed by the search committee and hiring official. EOD is involved in the search process at the following points: 1) after the recruitment request is created, it is sent to EOD for approval; 2) EOD guidelines for search committees are followed - must include 5 members and a diverse
representation; 3) the search committee must meet with an EOD representative for training on equal employment related information; 4) at the close of the application review date, EOD reviews and approves the applicant pool; 5) once candidates have been selected for the interview pool, EOD must review and approve the pool.
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Specific guidelines to recruit and retain a diverse faculty include:
Policies & Regulations: Full and Part-Time Faculty Recruitment and Appointment (http://www.unf.edu/president/policies_regulations/02-
AcademicAffairs/Faculty/2_0310P.aspx):
Four main objectives central to the University’s Administrative (A&P) recruitment and appointment policy: Two of four main objectives focus on diversity: ‘to recruit and appoint the best qualified persons in a nondiscriminatory manner with respect to race, color, religion, national origin, gender, age, marital status, veteran’s status, sexual orientation, and/or disability;’ ‘to ensure diversity in areas where underutilization of women and minorities is found.’
General Recruitment Requirements: EOD policies require among other things, that the hiring official documents …‘the diversity initiatives utilized in all stages of the hiring process
including the selection and appointment of search committee members.’
Appointing a Search Committee: ‘Along with the chair, the committee members are usually appointed by the hiring official. A good faith effort should be made to appoint women and underrepresented group members to a search committee. Committees should include a minimum of five (5) individuals with an academic background, discipline, and/or level of expertise pertinent to the field. If the unit conducting the search cannot identify a diverse pool of candidates to serve on the committee, it should look externally to the campus for individuals with the expertise and time to serve.’
Policies & Regulations: Diversity Statement
(https://www.unf.edu/president/policies_regulations/04-HumanResources/4_0020P.aspx). Objective & Purpose: “The purpose of this policy is to reinforce the University’s commitment to diversity in the recruitment, selection and retention of faculty and staff and further to create an environment of inclusiveness for all who interact in our community.”
Statement of Policy: “The University community consists of students, faculty and staff from a variety of cultures, backgrounds and life experiences that are devoted to learning in a climate that is inclusive for all who interact here. The University is committed to attracting students of diverse backgrounds and experiences and is similarly committed to recruit, hire and retain employees who bring a diversity of viewpoints, cultures and a broad range of human
experiences to the University. Such efforts enrich the quality and texture of our community and provide an environment where individuals and groups learn with and from each other.”
Legal Reminders and Recommendations:
(http://www.unf.edu/eod/Legal_Reminders_and_Recommendations.aspx):
Consistent with UNF's EOD Policy and Affirmative Action Plan, the employment process must be administered in a manner designed to meet the following specific objectives:
To recruit, hire, train and promote the best qualified persons in all job classifications without regard to race, color, religion, national origin, gender, age, veteran status, and/or disability.
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To make decisions at all stages of the employment process that will further the University’s commitment to equal employment opportunity and diversity.
To ensure that the criteria utilized for all employment decisions, e.g., hires, promotions, transfers, training, compensation and other employment benefits, are job related.
To vigorously apply the principles of affirmative action to correct problems and ensure equal opportunity in areas where underrepresentation of women and minorities is found.
As well as following the policies and procedures described above, the program advertises positions in a variety of avenues (both online and in print) to reach as many potential
candidates as possible, including the Journal of Blacks in Higher Education, Chronicle of Higher Education, etc. The most recent faculty search position also included a preference for someone with a research focus on health disparities. The fall 2014 search will also include a preference for faculty with expertise in underserved populations/health disparities or diversity/cultural competence.
In addition to the policies described in 1.8.a.ii that seek to create a supportive environment, the University supports various groups and resource centers on campus to help retain a diverse faculty. Examples include a number of clubs (e.g., American Sign Language, Asian Students in Alliance, Chinese Culture Club, Jewish Student Union, and the International Student
Association), campus-wide organizations (e.g., African American Faculty and Staff Association, Indian Culture Association, InterFaith Center, and UNF Hispanic Council), and resource centers (e.g., Disability Resource Center, LGBT Resource Center, Office of ADA Compliance, Intercultural Center for PEACE, Women’s Center) that support diversity.
vii. Policies and plans to recruit, develop, promote and retain a diverse staff.
The UNF MPH Program and DPH are committed to recruiting and retaining a diverse staff. When staff positions become available, EOD recruitment plans and policies are closely followed by the hiring official. The objectives for recruitment and appointment, general recruitment polices, diversity statement, and legal reminders described in 1.8.a.vi above guide searches for staff as well. Hiring guidelines also specify that: “’The hiring official should seek guidance from Human Resources for assistance in ensuring a diverse pool of applicants is recruited and that interviewees are exposed to diverse segments of the University and that advertisements should include: ‘UNF is an Equal Opportunity/Equal Access/Affirmative Institution.’” Search
committees are not required for hiring staff positions. In addition to the policies described in 1.8.a.iii that seek to create a supportive environment, the University supports various groups and resource centers on campus to help retain a diverse staff. See 1.8.a.vi above for specific examples.
Page | 55 viii. Policies and plans to recruit, admit, retain and graduate a diverse student body.
Policies & Regulations: Non-Discrimination, Equal Opportunity and Diversity Regulation (https://www.unf.edu/president/policies_regulations/01-General/1_0040R.aspx):
Objective & Purpose: “The purpose of this regulation is to set forth the university’s expectations by fostering and maintaining an environment of inclusiveness and equity for all who interact in our university community; and to reinforce the university’s commitment to diversity in the recruitment, selection and retention of students, faculty and staff; …”
Statement of Regulation: “The University of North Florida is committed to providing an inclusive and welcoming environment for all who interact in our community. In building this environment, we strive to attract students, faculty and staff from a variety of cultures, backgrounds and life experiences. In furtherance of the university’s diversity initiatives and focus toward inclusiveness, it is expected that all in the university community will appreciate and respect the dignity, individuality, and the uniqueness of our individual community
members. It is also expected that we will maintain an environment conducive to the pursuit of educational, scholarly, and career interests, where both the distinctiveness of each person’s experience and the common humanity that unites us all will be recognized. This will allow us to take full educational advantage of the variety of talents, backgrounds, and perspectives of those who study and work at the university.”
“The university is equally committed to ensuring that educational and employment decisions, including but not limited to recruitment, admission, hiring, compensation and promotion, are based on the qualifications, skills and abilities of those desiring to work, study and participate in our university community. To accomplish the intent of this regulation, the university shall not commit or permit discrimination or discriminatory harassment on the basis of race, color, religion, age, sex (inclusive of Title IX), disability, gender identity/expression, sexual orientation, marital status, national origin or veteran status in any educational, employment, social or recreational program or activity offered by the university. Similarly, the university will not commit or permit retaliation against an individual who complains of discrimination or
harassment or an individual who cooperates in an investigation of an alleged violation of this regulation.”
“The university understands that only by eliminating discrimination, discriminatory harassment and retaliation can we ensure that all community members, especially our students, have the