2010 Best-in-Class Workforce Diversity Nonprofit/Government


Case Western Reserve University has created a multifaceted approach to build and maintain a diverse and inclusive student body, faculty and staff. The positive impact is reflected in its 2010 workforce data: 31 percent of the University’s workforce is diverse, along with 40 percent of newly hired employees.

These numbers compare with averages of 24 percent and 25 percent respectively in these categories within the comparison nonprofit/government group. Effective strategies include:

  • The Diversity Leadership Council (DLC) advises on campus diversity initiatives and assists with the development of a diversity strategic action plan. The DLC membership includes deans and associate deans and others representing the eight schools, diversity change agents, the chair of the Staff Advisory Council and the vice president of inclusion, diversity and equal opportunity.
  • The University utilizes these tools for attracting and retaining a more diverse workforce:
         - Presence and partnership with diverse referral groups 
         - Targeted advertising via local and national diversity channels 
         - Talent retention through training opportunities 
         - Mentoring and professional development
  • In addition to obtaining a diverse pool of applicants, the University’s hiring process includes:
          - Determination of underutilized status prior to posting a job on the HR Web pages
          - Coordinating all recruiting through the employment office to ensure compliance with the University's
          -  Affirmative Action Plan and EEO requirements 
          -  Hiring supervisor responsibility for coordinating with the employment office to identify minority
             and women candidates and completing the Recruitment Strategy Checklist.
  • Over the last three years, students assisted in the development of a Mentoring Handbook for Faculty and a companion Mentee Handbook for Students. The handbooks contain information about the importance of the mentor-mentee relationship with a focus on developing rapport with diverse groups of graduate students.
  • The University recently completed a diversity climate survey and is currently developing a diversity strategic action plan (DSAP). For the first time, the diversity climate survey simultaneously polled, staff, faculty and students. The DSAP process will inform the Diversity Leadership Council and other campus leaders and will be aligned with the University's strategic plan, "Forward Thinking."

“The creative energy and variety of insights that result from diversity are vital to intellectual rigor and the social fabric of Case Western Reserve University. We believe in a culture of inclusion that enhances human dignity, and improves the quality of life for everyone in our community.”

Barbara R. Snyder
President
Case Western Reserve University