questions posed in advance of and during the listening session

Diversity Metrics How can the president and provost DEEPLY embed a value of diversity in the infrastructureColor Blocks–Horizontal of the University? How will college deans drive this message to department heads? Howcan the promotion and tenure system and annual reviews measure progress in actiontoward greater diversity and inclusion?COLOR BLOCKSAs a whole, how do we measure how we’re doing with equity and diversity? Are there waysto measure equity and diversity in place?Irregular shapes in multiple colors froHave you established diversity goals for the University? If so, what are they? If not, do youhave plans to do so?How does the University define diversity and how can we respond to a world in which"diversity" is continuously changing? Are there opportunities for centralized research anddata collection to help gauge the reach of our programs, events, and services to help usunderstand what pockets we might be missing that would make the University moreappealing to diverse staff and students?All aspects of diversity need to be recognized and valued, including disability.palette add movement and energy toI do recruiting for biomedical science programs in the Medical School and College ofBiological Sciences. The National Institute of Health is really looking at the scientificworkforce for the future. There is a real problem when looking at applicant pools in that theGRE general tests are really biased against people who are not Caucasian and yet thosemetrics are being used by the graduate school. We are trying to figure out ways to attractthese students because once on campus, very often those students impress and thosecredentials give way to their experiences and their ability to articulate their scientificpossibility. I don't know the best way to have a discussion about providing a way to havemetrics that allow UMN to assess how it's doing yet doesn't exclude students that UMNdesperately needs to recruit.I do understand that with Kaler's leadership and the provost’s leadership that we’re at acrossroads of really looking at the metrics for undergraduate admissions but would stronglyencourage us to look beyond ACT scores in thinking about the quality of students we wantto bring to this institution.I think many would agree that the employee makeup of an organization should reflect themakeup of the student body. We have a very diverse student body (from many countries)--what is the conglomerate ratio of non-US born employees to non-US born students? Whatwere your initial thoughts when you saw the data?What specific feedback have you received that’s driving this initiative to improve servicesand support for diverse staff members? What are the U's stats as far as diversity isconcerned and how do they compare to other Big Ten Universities?What's the best way to measure diversity and equity on campus and in our work? How canwe provide ongoing diversity and equity support and training?AccountabilityHow can we make departments accountable when hiring new staff? How do we reach out tounderrepresented students?The university has a spoken about increasing diversity and equity but has yet to followthrough on specific actions. There is too much talk and no action, accountability, orincentives to change the climate. Tangible actions needed!What is your plan or vision for requiring and ensuring the accountability of supervisors,managers, faculty and other authoritative figures' in creating inclusive and welcomingenvironments? Comment: Currently, this aptitude is not mandated for those in authority andCOLOR BLOCKSIrregular shapes in multiple colors frpalette add movement and energy9