GOAL -- The UNLV Department of Athletics will increase the awareness of and appreciation for diversity among student-athletes, coaches, staff, and administrators.
APPENDIX D - PAGE 1
Intended Result 1: The UNLV Department of Athletics will encourage the recruitment and retention of ethnic minority student-athletes for sports where they have been traditionally underrepresented.
*RECRUITMENT Identify sports' teams with a low percentage of ethnic minority student
AND RETENTION athlete participants and monitor progress toward change.
STRATEGY 1
EXPECTED Increase the awareness of participation of underrepresented ethnic OUTCOME minority in identified sports.
RESPONSIBLE Director of NCAA Academic Services
INDIVIDUALS
TIME-TABLE Review Annually
COMPLETION DATE
*RECRUITMENT Develop recruitment strategies to increase the representation of ethnic
AND RETENTION minority student-athletes on these teams.
STRATEGY 2
EXPECTED Target recruiting efforts and expand the talent pool to include greater
OUTCOME opportunity for ethnic minority student-athletes.
RESPONSIBLE Director of NCAA Academic Services
INDIVIDUALS Head Coaches
Assistant Coaches
TIME-TABLE Spring, 1999
COMPLETION DATE
*RECRUITMENT Require coaches to identify in their recruiting logs the contacts and
AND RETENTION evaluations made on prospective student-athletes that are from
STRATEGY 3 underrepresented ethnic minority groups.
EXPECTED Identify those student-athletes who are being overlooked and those
OUTCOME sports that are not effectively recruiting minority student-athletes.
RESPONSIBLE Director of NCAA Compliance
INDIVIDUALS Head Coaches
TIME-TABLE Spring, 1999
COMPLETION DATE
APPENDIX D - PAGE 2
*RECRUITMENT Coordinate efforts with the Office of Admissions for ethnic minority
AND RETENTION student-athletes to attend prospective student programs such as Senior
STRATEGY 4 Night, Scholar Day, and the Clark County Fair.
EXPECTED Identify and create a potential recruitment population of ethnic
OUTCOME minority student-athletes.
RESPONSIBLE Senior Athletic Administrative Staff
INDIVIDUALS Director of Community Outreach
Director of Admissions
TIME-TABLE Spring, 1999
COMPLETION DATE
*RECRUITMENT Plan opportunities for UNLV ethnic minority student-athletes to
AND RETENTION participate in outreach activities such as the "Adopt a Rebel" Program
STRATEGY 5 and High School Visits.
EXPECTED Extend a sense of inclusion to ethnic minorities within the community
OUTCOME and retain those individuals who are currently participating in sports.
RESPONSIBLE Director of Community Outreach
INDIVIDUALS Director of NCAA Compliance
Head Coaches
Director of Admissions
TIME-TABLE Spring, 1999
COMPLETION DATE
APPENDIX D - PAGE 3
Intended Result 2: The UNLV Department of Athletics will encourage the recruitment and retention of ethnic minority student-athletes, coaches, professional staff, and senior-level administrators.
*RECRUITMENT Continue to follow University guidelines for the recruitment of
STRATEGY 1 prospective ethnic minority employees.
EXPECTED Appropriate procedures for recruitment.
OUTCOME
RESPONSIBLE Athletic Human Resources Specialist
INDIVIDUALS Campus Human Resources
TIME-TABLE Ongoing
COMPLETION DATE Review Annually
*RECRUITMENT Advertise available job announcements on the UNLV Employment
STRATEGY 2 Opportunities home page and on the UNLV Athletic Department web page.
EXPECTED Reach a wide range of individuals through the use of the internet.
OUTCOME Effective tool for maintaining diversity in recruitment.
RESPONSIBLE Athletic Human Resources Specialist
INDIVIDUALS
TIME-TABLE September, 1998 (Campus)
Spring, 1999 (Athletics)
Ongoing Thereafter
COMPLETION DATE September, 1998 (Campus)
*RECRUITMENT Access NCAA and Conference personnel job banks, as well as other
STRATEGY 3 conferences' personnel job banks, to identify and recruit ethnic minority candidates for available coaching and professional staff positions.
EXPECTED Create a more diverse recruitment pool of potential candidates and
OUTCOME increase the recruitment network.
RESPONSIBLE Athletic Human Resources Specialist
INDIVIDUALS
TIME-TABLE Spring, 1999
Ongoing Thereafter
COMPLETION DATE
APPENDIX D - PAGE 4
*RECRUITMENT Contact NACDA (National Association of Collegiate Directors of
STRATEGY 4 Athletics), NACWAA (National Association of Collegiate Women Athletics Administrators), and BCA (Black Coaches Association) to enlist their assistance in identifying potential candidates for available positions.
EXPECTED Develop a pool of qualified and diverse candidates.
OUTCOME
RESPONSIBLE Athletic Human Resources Specialist
INDIVIDUALS
TIME-TABLE Spring, 1999
Ongoing Thereafter
COMPLETION DATE
*RECRUITMENT Advertise coaching and professional staff positions in publications such
STRATEGY 5 as Hispanic, Black Issues in Higher Education, and NCAA News.
EXPECTED Create a more diverse candidate pool and provide the opportunities for
OUTCOME minorities to advance.
RESPONSIBLE Athletic Human Resources Specialist
INDIVIDUALS
TIME-TABLE Spring, 1999
Ongoing Thereafter
COMPLETION DATE
*RECRUITMENT Contact predominately black college and university athletic departments
STRATEGY 6 to advertise coaching and administrative position openings.
EXPECTED Create a more diverse candidate pool and provide the opportunities for
OUTCOME minorities to advance.
RESPONSIBLE Athletic Human Resources Specialist
INDIVIDUALS
TIME-TABLE September, 1997
Ongoing Thereafter
COMPLETION DATE
APPENDIX D - PAGE 5
*RECRUITMENT Provide the fiscal support necessary for effective ethnic minority
STRATEGY 7 recruiting.
EXPECTED Increase the availability of resources for minority recruitment.
OUTCOME
RESPONSIBLE Director of Athletics
INDIVIDUALS
TIME-TABLE Request Annually
COMPLETION DATE
APPENDIX D - PAGE 6
*RETENTION Hold diversity initiatives planning forum for the Athletic Department.
STRATEGY 1
EXPECTED Increase interaction among staff members as issues and concerns are
OUTCOME raised. Expose people to issues, questions, challenges.
RESPONSIBLE Director of Athletics Diversity Initiatives Office
INDIVIDUALS
TIME-TABLE February 8, 1998 (Employees)
COMPLETION DATE February 8, 1998
*RETENTION Encourage staff to participate in Campus Cultural Diversity Audit and
STRATEGY 2 subsequent surveys.
EXPECTED Given opportunity to voice perceptions on campus about diversity and
OUTCOME strategic plans for change.
RESPONSIBLE Director of Athletics
INDIVIDUALS Director of Diversity Initiatives
TIME-TABLE September 10, 1998
COMPLETION DATE September 10, 1998
*RETENTION Hold diversity training workshops such as those provided through the
STRATEGY 3 Diversity Initiatives Office for the Athletic Department staff.
EXPECTED Increase interaction among staff members as issues and concerns are OUTCOME raised. Eliminate stereotypical views with the exposure to diverse people and ideas.
RESPONSIBLE Director of Athletics
INDIVIDUALS Diversity Initiatives Office
TIME-TABLE December, 1998 (Sr. Administrative Staff)
Spring, 1999 (Athletic Dept. Personnel)
COMPLETION DATE
APPENDIX D - PAGE 7
*RETENTION Solicit perceptions of staff and student-athletes about the fair and
STRATEGY 4 equitable treatment of ethnic minorities in the department.
EXPECTED Retention of qualified minorities. Identify areas which need
OUTCOME improvement. Communicate the department's commitment to diversity and fair treatment.
RESPONSIBLE Director of Athletics
INDIVIDUALS Athletic Human Resources Specialist
TIME-TABLE Spring, 1998
Bi-Annually Thereafter
COMPLETION DATE Spring, 1998
*RETENTION Evaluate and compare regional, institutional, and departmental
STRATEGY 5 demographics on ethnic minority staff members.
EXPECTED Identify areas for improvements in designated areas in regards to
OUTCOME diversity.
RESPONSIBLE Athletic Human Resources Specialist
INDIVIDUALS Director of Diversity Initiatives
Department of Institutional Analysis
TIME-TABLE Review Annually
COMPLETION DATE
*RETENTION Establish quarterly meetings of the UNLV Department of Athletics'
STRATEGY 6 Minority Opportunities Committee.
EXPECTED Maintain consistency of goals and purpose. Evaluate effectiveness of
OUTCOME Plan.
RESPONSIBLE Minority Opportunities Committee
INDIVIDUALS
TIME-TABLE August February
November May
COMPLETION DATE August 11, 1998
November 10, 1998
APPENDIX D - PAGE 8
*RETENTION Perform an annual review of the Minority Opportunities Action Plan.
STRATEGY 7 This includes continuing the committees' charge to monitor the plan and assure implementation.
EXPECTED Ensure the plan is achieving its expected goals. Make changes,
OUTCOME additions, omissions as needed to improve the plan.
RESPONSIBLE Minority Opportunities Committee
INDIVIDUALS
TIME-TABLE November, 1999
COMPLETION DATE
APPENDIX D - PAGE 9
Intended Result 3: The UNLV Department of Athletics will increase leadership opportunities for ethnic minority coaches, professional staff, and administrators
*LEADERSHIP Communicate and share the department's commitment to diversity
STRATEGY 1 through written and verbal information.
EXPECTED Expose people to issues, questions, and challenges regarding diversity
OUTCOME issues with a goal to provide a just and inclusive campus.
RESPONSIBLE Director of Athletics
INDIVIDUALS
TIME-TABLE September, 1997
Ongoing Thereafter
COMPLETION DATE Ongoing
*LEADERSHIP Establish a Minority Opportunities Committee to facilitate the
STRATEGY 2 philosophy of a just and inclusive campus within the Department and charge committee to increase minority opportunity.
EXPECTED Identify perceptions regarding diversity and provide a regular assess-
OUTCOME ment of progress. Increase the awareness and hold accountable the plan of action for minority issues.
RESPONSIBLE Director of Athletics
INDIVIDUALS Minority Opportunities Committee
TIME-TABLE August, 1998
Quarterly Meetings Thereafter
COMPLETION DATE August, 1998
August 11, 1998
November 10, 1998
*LEADERSHIP All possible efforts should be made to include ethnic minority at the
STRATEGY 3 senior administrator level of the Athletic Department.
EXPECTED This representation will enhance visibility and responsibility within
OUTCOME the department.
RESPONSIBLE Director of Athletics
INDIVIDUALS
TIME-TABLE January, 1999
Ongoing Thereafter
COMPLETION DATE
APPENDIX D - PAGE 10
*LEADERSHIP Involve more ethnic minorities on committees, boards, planning groups,
STRATEGY 4 search committees, etc.
EXPECTED Provide opportunities for interaction and leadership development for
UTCOME minority staff members and improve visibility. Offer the individual professional growth and enhancement.
RESPONSIBLE Director of Athletics
INDIVIDUALS Senior Athletic Administrative Staff
Director of Diversity Initiatives
TIME-TABLE Ongoing
COMPLETION DATE
*LEADERSHIP Arrange for ethnic minority Athletic Department representatives to
STRATEGY 5 speak at various functions through-out the community or at on-campus events and act as mentors and role models to minority populations.
EXPECTED Influence the perception of the community and promote minority
OUTCOME individuals as role models.
RESPONSIBLE Director of Community Outreach Program
INDIVIDUALS UNLV Speaker Bureau
TIME-TABLE Spring, 1999
Ongoing Thereafter
COMPLETION DATE
*LEADERSHIP Encourage coaches to include underrepresented student-athletes in
STRATEGY 6 various roles in the community (speaking at camps, community groups, booster functions, etc.).
EXPECTED Develop the total student-athlete through community involvement;
OUTCOME develop positive role model of minority student-athlete.
RESPONSIBLE Director of Athletics
INDIVIDUALS Head Coaches
Director of Multicultural Student Affairs
Director of Community Outreach
TIME-TABLE Spring, 1999
COMPLETION DATE
APPENDIX D - PAGE 11
*LEADERSHIP Involve ethnic minority administrators, coaches, and student-athletes in
STRATEGY 7 such campus functions as the Welcoming Reception for Multicultural faculty, staff, and student.
EXPECTED Provide a variety of perspectives and enhance morale among minority
OUTCOME students and staff members in the Athletic Department.
RESPONSIBLE Director of Athletics
INDIVIDUALS Director of NCAA Compliance
Director of Multicultural Student Affairs
TIME-TABLE September 15, 1998 (Student Function)
October 19, 1998 (Faculty Function)
Ongoing Thereafter
COMPLETION DATE
*LEADERSHIP Continue to select the number of student-athletes holding positions on
STRATEGY 8 the Student Athlete Advisory Board to be reflective of the ethnic minority's representation in the student-athlete population.
EXPECTED This proportional representation by minority student-athletes will
OUTCOME enhance visibility and responsibility within their teams and the department. Also develops self-esteem and confidence and enhances leadership skills.
RESPONSIBLE Director of Athletics
INDIVIDUALS Director of NCAA Compliance
Head Coaches
TIME-TABLE Ongoing
COMPLETION DATE Ongoing
