(Originally adopted by the faculty on March 8, 1993, and revised April 30, 2007, May 13, 2015 and Oct. 5, 2015.)
The A.Q. Miller School of Journalism and Mass Communications is committed to vigorous pursuit of diversity in its employment, its educational programs and its activities.
This commitment requires actively recruiting underrepresented faculty, staff and students; developing targeted advising and retention plans; integrating the contributions of diverse journalists and mass communicators in the School's curriculum and programs; and preparing students to work in a global society.
To carry out our commitment to diversity in recruitment, hiring, retention, teaching, programming and culture, the A.Q. Miller School of Journalism and Mass Communications has adopted the following plans of action and goals of achievement:
ACTION PLAN 1.
Actively recruit and mentor underrepresented faculty and staff members through networking at academic institutions and academic and professional organizations.
Outcome 1: Maintain a minimum goal of having a faculty and staff makeup that is balanced in its representation of diversity. The goal of the A.Q.Miller School shall be to meet or exceed the percentages in the total make up of underrepresented faculty and staff across campus.
ACTION PLAN 2.
Aggressively work to retain faculty through departmental and campus mentorship programs, including but not limited to the new faculty orientation, New Faculty Institute, Teaching and Learning Center and human capital services. Information about professional and personal development opportunities offered through these programs and by the A.Q.Miller School will serve as guides to support newly hired faculty and staff alongside mentorship they receive from JMCs senior and experienced employees.
Outcome 2: Retain and mentor underrepresented faculty and staff in percentages that meet or exceed the total makeup of underrepresented faculty and staff across campus.
ACTION PLAN 3.
JMC faculty members will work with the university office of admissions to conduct visits to Kansas high schools, conferences, or other programs and events with underrepresented students to promote the A.Q. Miller School and encourage them to consider attending K-State, where they could qualify for JMC scholarships.
Outcome 3: Maintain a minimum goal of having student diversity in the A.Q. Miller School’s pre-majors and majors that meets or exceeds the percentages in the total makeup of underrepresented students across campus
ACTION PLAN 4.
Aggressively work to retain and mentor underrepresented students by establishing an advising plan aimed at their retention and guiding them to participate in professional organizations, contests, scholarship programs, and other diversity-centered opportunities, including workshops, lectures and speeches.
Outcome 4: To retain underrepresented pre-majors and underrepresented students beyond their first year as majors, and to annually graduate underrepresented students in the A.Q.Miller School in numbers that meet or exceed the percentages in the total makeup of underrepresented students across campus.
ACTION PLAN 5.
Develop cultural sensitivity by including the contributions of underrepresented people throughout the curriculum and preparing students to work in a global society. JMC's faculty will be inclusive in their course content and classroom discussions, and develop an awareness of and sensitivity to negative displays of bias, prejudice and discrimination that would inhibit underrepresented students’ successful matriculation, involvement in student media and overall ability to feel welcome.
Outcome 5: This undertaking requires full cooperation and participation off all JMC faculty who should offer a regular slate of diversity-centered graduate and undergraduate courses, including but not limited to: MC 612 Gender Issues in the Media, MC 572 Global Mass Communications, and MC 531 Media, Race and Social Change. Syllabi for classes in the A.Q. Miller School should include diversity-related material and support this standard in one of three ways: 1) as a learning objective, 2) as a statement of support for diversity in the classroom or 3) actual course content that covers multicultural subjects.
ACTION PLAN 6.
Monitor and promote the School’s diversity efforts.
Outcome 6: The diversity committee will be appointed by the Director each year, and will review diversity activities within the School and report its findings to faculty taking into consideration challenges to acquire resources to implement the goals successfully.