Diversity Mapping:


Indiana University Bloomington

Rona T. Halualani, Ph.D.,

Managing Principal and Founder

Halualani & Associates

 Purpose
• Review the diversity mapping process that was
undertaken in Summer - Fall 2015

• Showcase the diversity maps & our findings about

diversity at IU Bloomington

• Highlight:

• strengths & leverage points

• “opportunities” or possible “growth areas

De-Mystifying Your Diversity
Habits

“Make Decisions”

“Take Strategic Action”

 Diversity Mapping
• Takes stock of
actual efforts
• Sets baseline
• 23 analytical
layers
• Leverage points
• Gaps or
“Opportunities”
 Mapping

Methodology

• Web scraping/search engine optimization (SEO)

• Info collected from campus divisions
• Spreadsheet codings
• 23 analytical layers
• Data analytics applied to all information (“domain
analysis” qualitative coding, NVIVO, QDA Miner)
• Graphical/visual mapping via Concept Draw
• Insights, Gaps, & Leverage Points Analysis
 Key Terms for Maps

• DiversityEfforts = Campus activities,

programs, initiatives, processes, and
or events related to diversity, culture,
& inclusion
 Data Collected


• 1609 Responses via the Diversity Efforts

Informational Survey
• Reviewed 483+ documents Submitted Via
Dropbox (average of 4 pages per document =
1932 total pages)
 Diversity Mapping
Project:
4 Maps
• Diversity Efforts By Unit (1)

• Diversity Efforts By Theme (1)

• Diversity-Related Events (1)

• Diversity-Related Student Organizations (1)

Doing the “Work”
of
Diversity
Is Indiana University Bloomington
Actively Creating an Inclusive &
Diversity-Excellence Culture?
 Yes . . .
In Part

•1966
Diversity
Efforts
 IU Bloomington’s
Diversity Actions
• Level of
Commitment Efforts’ Levels of Focus (All)

to Diversity
• Predominantly
engaging in
action that
Primary (1869)
centrally 95% Partial (97)
focuses on 5%

diversity
 IU Bloomington’s
Diversity Actions
• All Divisions Efforts (All) - Division

Mostly On Deck
Faculty & Academic Affairs (870) 44%

• 503
Collaborations
Office of Provost, IU Bloomington (796) 40%
= 26% of all
efforts
(Impressive) Office of President, Indiana University (297) 15%

• Average of 3
units/programs Office of the Treasurer, Indiana University (2) 0%

working
together on Board of Trustees (1) 0%

any effort
0% 13% 25% 38% 50%
 IU Bloomington’s
Diversity Actions
• Primary Level of Focus - Definition of Culture (All)

Efforts Broad Culture/Diversity 73% 27%

Focused On 4
Main
Race/Ethnicity 95% 5%
Definitions of
Culture
International/Global 97% 3%
• International/
Global &
Gender 92% 8%
Race/
Ethnicity, 0% 25% 50% 75% 100%

Gender, Broad Primary Efforts

Partial Efforts
Culture Integrated Efforts
ASSESSING ƫVOLUTION OF A DIVERSITY PRACTICE
H & A has developed a*ƫ unique numbering sequencing designation
thatƫ indicates the degree of /0.0!#%ƫ evolution of a diversity effort/
practice in terms of the following:

1 First order -
Declarative effortsƫĒƫ,+(%%!/ 0$0ƫ!/0(%/$ƫa commitmentƫ
to diversity.

2 Second order -
Commitment is demonstrated by an action, effort, or program.ƫ

3 Third order -
Sustained actionƫ%/ƫ*$+.! ƫ0+ƫƫ/0.0!#%ƫ".)!3+.'.ƫ2% !*0ƫ
,+/%0%2!ƫ%),0ƫ)1/0ƫ!ƫ) !ċƫ

4 Fourth order - Transformative & culture changing

practices.ƫ1/0%*! Čƫ,.%+.%0%6! ƫ0%+*/ƫ3%0$ƫ)&+.ƫ,+/%0%2!ƫ
%),0ċƫ0* /ƫ/ƫ"1((5ƫ.!/+1.! ƫ* ƫ%*/0%010%+*ġ3% !ċ

* These categories remake the notion of “business as usual.”

* The goal is to haveƫƫ(*! ƫ* ƫŎ1%( %*#Ŏƫ.!,.!/!*00%+*ƫ+"ƫ %2!./%05
!""+.0/ƫ.+//ƫ((ƫ$*#!ƫ+. !./ċ
 IU Bloomington’s
Diversity Actions
Overall Change Order
Stage
Diversity Change Order Sequence (All)
• At what stage is
your campus toward
diversity excellence? 1% 99%

• Action Stage - 2nd

Order
0% 25% 50% 75% 100%

• Between action & 1st Order (16) 2nd Order (1950)

impact assessment 3rd Order 4th Order

• Need more traction

in strategic priority
mode
 IU Bloomington’s
Diversity Actions
Division - Change Order (All)
Overall Change
Order Stage Office of President, Indiana University 2% 98%

• All main
divisions in Office of Provost, IU Bloomington 1% 99%
action stage
• Academic Faculty & Academic Affairs 100%

colleges &
departments = Office of the Treasurer, Indiana University 100%
engaged
0% 25% 50% 75% 100%
1st Order 2nd Order
3rd Order 4th Order
 IU Bloomington’s
Diversity Actions
• How aligned are your
Efforts (All) - Initiation Point
divisions towards a
shared framework of
University-Wide (112)
diversity excellence? 6%

• Efforts initiated by Student-Initiated (354)

18%
programs & units
• Cost-Sharing?
• More Strategic Focus/ Program-Driven (1500)
76%
Alignment via IUB
Campus Strategic
Plan & IU Strategic
Plan
 IU Bloomington’s
Diversity Actions
• Different foci on Diversity Represented (All) - Division

diversity in
different divisions Active Diversity 17% 29% 54%

• Office of
President Inclusion 10% 68% 22%

involved in all
types
Comp. Diversity 100%

• Office of Provost
taking lead in
Inclusion & Social Social Justice 18% 76% 6%

Justice 0% 25% 50% 75% 100%

Office of President, Indiana University

Office of Provost, IU Bloomington
Faculty & Academic Affairs
Office of the Treasurer, Indiana University
 IU Bloomington’s
Diversity Actions
Motivational Sources (All)

• Intrinsically
motivated
Intrinsic/Proactive (1946) 99%

• Compliance &
Crisis Do Not Extrinsic/Compliance (20) 1%

Overshadow IU
Bloomington’s
Diversity
Extrinsic/Crisis/Reactive 0%
Efforts
0% 25% 50% 75% 100%
 Leverage Points
Significant Amount of Recurring Diversity Efforts =
Institutionalization of Diversity Focus
Diversity Efforts (All) by Year
1200

460
1050

288
900 244
Single Year Efforts 207 198
All Years Efforts 151
750

674 674 673 672 673 672

600

450

300

150

0
2010 2011 2012 2013 2014 2015
 Clarifying a Diversity
Vision
Primary Focus
Mostly in 2nd Order Action
Active Diversity & Inclusion
Intrinsically Motivated

But What Is The Larger Diversity Vision/End

Goal?
Need to Clarify & Operationalize Diversity
Vision via Action Steps
 Identify the Diversity
Endgoal
Indicates an abundance of addressing diversity through
multiple forms; Will pare down based on strategic priority
process Efforts - Theme (All)
Event (1153) 59%
Student Club/Organization (296) 15%
Student Recruitment (110) 6%
Campus Resource (80) 4%
Financial Aid/Scholarship (53) 3%
Training/Workshop (47) 2%
Faculty Recruitment/Retention (30) 2%
Student Retention-Graduation Initiative (24) 1%
Grant (21) 1%
Role (19) 1%
Committee (17) 1%
Institutional Research (17) 1%
Award (14) 1%
Mission Statement (14) 1%
Co-Curricular (12) 1%
Academic Program Support (9) 0%
Directive/Policy (9) 0%
Strategic Plan (9) 0%
Campus Climate (7) 0%
Community Outreach/Partnership (6) 0%
Fundraising (5) 0%
Diversity Infrastructure (4) 0%
Curricular (3) 0%
Special Initiative (3) 0%
Public Affairs (2) 0%
Extracurricular (1) 0%
Staff Recruitment/Retention (1) 0%
0% 15% 30% 45% 60%
 Action Step/
Recommendations
*Diversity Strategic Priority Process

*Use the IU Bloomington Campus

Strategic Plan to Identify the Priorities
*Elaborate on the Vision
*Operationalize the Vision via Action
Steps
*Approach to Diversity
 Action Step/
Recommendations
*Diversity Strategic Priority Process

2014 Established Objectives:

*Internationalization Focus
*Inclusive Pedagogies for STEM
*Diversify Graduate Students
*Recruit & Retain Diverse Faculty
*Culture of Care
 Action Step/
Recommendations
*Diversity Strategic Priority Process

Goal Areas To Consider:

*Inclusion & Belonging
*Diversity Engagement (In & Out of the
Classroom)
*Diverse Retention & Graduation
(Retention Structures for Specific Groups)
 Action Step/
Recommendations
*Campus Climate (Experiences)
Assessment Every Two Years

*Departure Study

*Examine the Integration of Diversity

Content, Topics, Pedagogies in All
Curricula (UG, GR)
 Action Step/
Recommendations
*Campus Climate (Experiences)
Assessment Every Two Years

*Departure Study

*Examine the Integration of Diversity

Content, Topics, Pedagogies in All
Curricula (UG, GR)
 Identify the Diversity
Endgoal
• Efforts mostly Definitions of Diversity in Efforts
(All)
define diversity in
Race/Ethnicity (1682) 24%
terms of: Gender (961) 14%
International/Global (889) 13%
• Race/Ethnicity Intersectionalities (863) 12%
Nationality (850) 12%
• Gender Socioeconomic Status (656) 9%
Language (606) 9%
• International/ Age (154) 2%
Global Religion (123) 2%
Sexual Orientation (117) 2%

• Intersectionalities Broad Culture/Diversity (95) 1%

Disability (60) 1%

• Need to engage Political Ideology (25) 0%

Active Duty/Veterans (24) 0%
the following Region (6) 0%
more: Disability, Generation 0%

Political Ideology, 0% 8% 15% 23% 30%

Veterans
 Identify the Diversity
Endgoal
• Steady Focus on Race/Ethnicity, International/Global
Diversity Efforts (All) By Key Definitions of Culture - 2010 - 2015
1100
24
127

18
64
825 22 94
24 25 279
89 Sexual Orientation
76 17 Gender
86 64
76 60 Religion
62 225 International/Global
67 251 Race/Ethnicity
251 64
223 Broad Culture/Diversity
550 228
473

390
335
319 317
292
275

54 64 59
44 45 45
0
2010 2011 2012 2013 2014 2015
 Action Step/
Recommendations

*Engage Diversity in All of its Richness,

Complexities, & Tensions

*Transgender, Socioeconomic Class,

Sexual Orientation, Political Ideology,
Intersectionalities
 Make Decisions About Your
Diversity Efforts
• Specific divisions focus on specific types of efforts
Office of Provost, IU Bloomington
Office of President, Indiana University
Faculty & Academic Affairs
Office of the Treasurer, Indiana University Theme - Division

Event 29% 15% 56%

Training/Workshop 30% 38% 32%

Student Club/Organization 100%

Campus Resource 43% 13% 43% 3%

0% 25% 50% 75% 100%

 Make Decisions About Your
Diversity Efforts
• Efforts mostly expose/inform, support, recruit, & include
Effort Function (All)
EXPOSE/INFORM (1171) 60%
SUPPORT (333) 17%
RECRUIT (142) 7%
INCLUDE (60) 3%
DEVELOP (48) 2%
SERVE (46) 2%
PLAN (35) 2%
RETAIN (34) 2%
CONNECT (30) 2%
RECOGNIZE (22) 1%
MONITOR/ACCOUNT FOR (21) 1%
PROTECT (19) 1%
REFLECT (5) 0%
ADVOCATE 0%
INFORM 0%
0% 15% 30% 45% 60%
 Action Step/
Recommendations

*Determine the Impact of Diversity Efforts

(What are these efforts achieving or not
achieving?)

*Impact/Assessment Protocols
*Build into Diversity Strategic Priority
Process
 Identify the Diversity
Endgoal
Clubs/Organizations - Are There Enough Support
Mechanisms for Culturally Different Students?
Student Organization Themes

Political/Social Awareness/Volunteer/Service (61) 21%

Religious/Spiritual (42) 14%
Identity-Based & Academic (39) 13%
Identity-Based (International) (33) 11%
Academic & Professional (29) 10%
Identity-Based (Domestic) (29) 10%
Common/Special Interest/Social (24) 8%
Fraternities & Sororities (19) 6%
Performance/Media (12) 4%
Diversity/Multicultural (8) 3%
Governance 0%
Sports & Recreation 0%
0% 8% 15% 23% 30%
 Identify the Diversity
Endgoal
Clubs/Organizations - Are There Enough Support
Mechanisms for Culturally Different Students?
Clubs/Organizations - Primary Definition of Diversity

International/Global (90) 32%

Race/Ethnicity (57) 20%
Religion (54) 19%
Gender (18) 6%
Political Ideology (16) 6%
Nationality (13) 5%
Language (9) 3%
Broad Culture/Diversity (8) 3%
Socioeconomic Status (7) 2%
Disability (6) 2%
Active Duty/Veterans (3) 1%
All Intersectionalities 0%
0% 10% 20% 30% 40%
 Identify the Diversity
Endgoal
Identity-Based Clubs/Organizations = Leverage These Vehicles for
Inclusion, Belonging, Climate; More Initiatives Here
Identity-Based & Academic Student Orgs By Definition of
Diversity

Race/Ethnicity (20) 32%

Gender (19) 31%

Intersectionalities (19) 31%

International/Global (3) 5%

Sexual Orientation (1) 2%

0% 10% 20% 30% 40%

 Make Decisions About Your
Diversity Efforts
Efforts - Target Population (All)
• Current efforts
intended for “all” All Campus Members (1134) 58%

but not All Students (459) 23%

differentiated for
Undergraduate Students (191) 10%
specific segments
Graduate Students (97) 5%

Faculty (49) 2%

• Faculty/Staff/ Employees (Incl. Faculty & Staff) (21) 1%

Employees Not
Fully Reached Community Members (13) 1%

Staff (1) 0%

Administrators (1) 0%

0% 15% 30% 45% 60%

 Action Step/
Recommendations

*Create Targeted Diversity Efforts for

Faculty Members, Staff Members,
Administrators, Community Members
 Diversity Engagement & Learning Taxonomy (DELTA)
(Halualani, Haiker, & Lancaster, 2012)

Level 7 - Innovative Problem Solving

Innovative thinking
Uses multiple perspectives to develop new, original, unique, impactful
strategies & solutions to problematics
Relies on multiple heuristics (from all cultures, contexts, arenas of life)

All diversity-related Level 6 - Social Agency & Action

Designing Actions, Personal-Social Responsibility

events were examined in Able to see connections across differences

Problem-solving, Responsive decision making
Constructive-Resistive (from the marginalized side)
terms of our Diversity Action, Advocacy, Allies,
Sharing with/Teaching Others

Engagement Learning Level 5 - Evaluation-Critique

Evaluation/Critique of Power Differences, Positionality/
Taxonomy Assessment Compassion
Posing Complex Questions

(DELTA).

Engagement
Level 4 - Advanced Analysis
Perspective-Taking/ Reflection/ Analysis, Self-Other Dynamic
Higher Personally invested in diversity
Unscripted/Off the Beaten Path
Free-flying among concepts, areas to ferret out the big, difficult questions and
major problematics, stakes, urgencies

Level 3 - Interaction
Active Involvement in Intercultural Interactions
Motivation, Seeking Out, Participating
Behavior

Level 2 - Skills
Engagement

Application/Intercultural Competence/Skills-based
Lower

Level 1 - Knowledge-Awareness
Knowledge, Awareness, Appreciation
Touches on Social Approvability Level
 Make Decisions About Your
Diversity Efforts
Events - DELTA
• Events = Mid-Levels
of DELTA (Diversity 1-Knowledge Awareness (134) 12%

Engagement/
Learning) 2-Skills (3) 0%

• Focuses On 3-Interaction (37) 3%

Advanced Analysis
or Critical 4-Adv. Analysis (707) 61%

Evaluation & Beyond

5-Evaluation-Critique (269) 23%

• Leverage Points
6-Social Agency & Action (3) 0%
• Target engagement
levels for events &/ 7-Innov. & Prob. Solving 0%

or life-stage these. 0% 18% 35% 53% 70%

 Make Decisions About Your
Diversity Efforts

• Events = Focus Definitions of Diversity in Events

on Race/ Race/Ethnicity (1083) 24%

International/Global (687) 15%
Ethnicity, Nationality (648) 15%
International/ Language (574) 13%
Gender (469) 11%
Global, Various Intersectionalities (465) 10%
Aspects Socioeconomic Status (342) 8%
Sexual Orientation (73) 2%
• Focus more on Religion (65) 1%
Broad Culture/Diversity (20) 0%
Disability, Disability (15) 0%
Veterans, Political Age (12) 0%
Active Duty/Veterans (6) 0%
Ideology, Political Ideology (5) 0%
Generation Region (2) 0%
Generation 0%
0% 8% 15% 23% 30%
 Make Decisions About Your
Diversity Efforts
• One-Time = Various Definitions; Recurring Events = More on
Religion, SES One-Time
Recurring Vs. One-Time Events - Definition of Culture Recurring

100%
95% 84% 90% 88% 98% 100% 97% 50% 33% 100%

75%

67%

50% 50%

25%

16%
13%
10%
5% 2% 3%
0%
Brd. Culture R/E Gender Disability Sex. Ortn. Lang. Interntl. SES Relign. Pol. Ideology
 Action Step/
Recommendations

*Integrate Events into Academic Learning

via a Passport Program

*Events Aligned to SLOs in a Course, To an

Assignment, & Assessed

*Powerful Curricular-Co-Curricular
Initiative
 Make Decisions About Your
Diversity Efforts

• Efforts for mainstream Efforts By Topical Focus (All)

& differentiated groups

Mainstream (283)
• Differentiated groups 14%

= Race/Ethnicity
• Ample Range of
Academic Support
Services, Clubs, Events
& Group-Specific Specific Group Focused (1683)
86%
Retention-Graduation
Initiatives
 Action Step/
Recommendations

*Continue to Develop Specific-Group

Focused Retention-Graduation Initiatives

*Overall Graduation Rate = 77% (2008

cohort for full-time beginners
*Latino (67%)
*African Americans (61%)
*URM/Diverse Students
 Make Decisions About Your
Diversity Efforts
• Recruit Efforts - Recruit Function - Target
Population
Solid for 100% 4%
Undergraduate
15%
Students &
Graduate Administrators 75%
Staff 18%
Students Community Members
Faculty
Graduate Students
Undergraduate Students
Employees
All Students
All Campus Members 50%
• Not as much as
expected for
61%
Faculty or Staff
25%

1%
2%
0%
 Action Step/
Recommendations

*Push Forward With Its Diversifying

Faculty Initiative & Efforts

*Explore Creative Strategies

*Firmly Resolute & Steadfast!
 Limited Guarantee of
Continued Action
• Diversity efforts are not stable/institutionalized
• Actions framed for the short-term

Enduring Factor (All)

1 = Immediate, short-term (1057) 54%

2 = The next 1-2 years (308) 16%

3 = The next diversity strategy cycle (590) 30%

4 = Transcending (11) 1%

0% 15% 30% 45% 60%

 Questions 

and/or

Comments?