Institutional Diversity Framework

Champlain 2020 Diversity and Inclusion Goals

Recognizing that diversity is both a reflection of our world and a source of rich education, Champlain College is striving to be diverse in ways that reflects the world in which we live and work.

In order to support this goal, our diversity and inclusion plan was revised  and approved in 2012. We used Daryl G. Smith's framework for diversity, which encompasses the four dimensions defined below.  The framework allowed us to create robust, multifaceted initiatives that speaks to multiple stakeholder groups.

Access & Success

The representation goal focuses on historically and currently underrepresented groups

  • Recruiting and Retaining a Diverse Student Body
  • Recruiting and Retaining a Diverse Workforce

Our Champlain 2020 Access & Success goals are:

Access Goals

Champlain will increase the diversity of its student body through deliberate, thoughtful student recruitment practices. 

  • Create Pipeline programs (middle and high school levels, including summer camps)
  • Develop specific scholarship programs for students of color
  • Using strategic recruitment tactics and academic program offerings increase the percentage of female traditional undergraduate students
  • 15% of our traditional student body will be US (citizen and permanent resident) people of color
  • 25% of our students will be Pell grant eligible
  • 5% of our students will attend Champlain on a college visa and 2% will be New Americans (Refugees)
  • 10% of CPS and graduate students will be students of color

Champlain will increase the diversity of our faculty and staff through deliberate and thoughtful recruitment strategies.

  • 15% or more of all employees will be people of color. 10% of all employees will be foreign born (regardless of ethnicity or immigration status) 40% of faculty will be women (Note: Currently 33% of faculty are women)
  • By Spring 2013, Champlain will develop a comprehensive and proactive recruitment strategy, supported by a detailed operational plan that accelerates our progress in the next few years. This operational plan will take advantage of opportunistic hires, strategic forecasting and pipeline initiatives.

Success Goals

Champlain College students will realize consistent educational and student success outcomes regardless of race, ethnicity or socioeconomic status.

  • Retention and graduation rates will be the same across gender, race/ethnicity, socioeconomic status, and first generation status groups.
  • GPAs, Dean's list, employment (both while enrolled and upon graduation) will be the same regardless of racial-ethnic or socioeconomic status.
  • Traditional students from historically under-represented groups will assume student leadership positions at a rate equal to majority students.

Champlain will ensure that faculty and staff in historically under-represented groups achieve professional success at the College on par with other employees.

  • Faculty and staff retention rates will be the same across gender and race/ethnicity groups.
  • Faculty from historically under-represented groups will fill the same proportion of positions at each faculty rank (when years of service are taken into consideration) and will be promoted as frequently as all other employees.
  • Staff from historically under-represented groups will fill the same percentage of positions at each staff classification level (taking experience into consideration) and will be promoted as frequently as all other employees.

Click here for Access & Success Resources

Climate & Intergroup Relations

The College strives to be an institution that harnesses the productive power of difference. By creating a strong climate of mutual respect, the College can create an open and inclusive community with an emphasis on cultural differences associated with age, ethnicity, gender, physical ability, race and sexual orientation. Employees and students will live and work in an environment where it is safe to take risks and challenge others.

The climate goal focuses on everyone, with an eye to groups that might be non dominant on campus.  Our climate and intergroup relations goals are:

  • Developing a Shared and Inclusive Understanding of Diversity
  • Creating a Welcoming Campus Climate

Our Champlain 2020 Climate Goals are:

  • There will be parity across culturally diverse student and employee groups in terms of satisfaction, engagement and perception of climate as measured by Noel-Levitz SSI and NSSE surveys for students, the Modern Think survey for employees and the Intercultural Development Inventory for employees and students.
  • We will take a proactive approach to preventing bias incidents and a zero-tolerance approach in response to those that do occur, as we seek to reduce the frequency of formal bias complaints.
  • The College will provide multiple opportunities for faculty, staff and students to interact in previously unexplored cultural context.
  • The College will actively celebrate individuals from a variety of individual identities.

Click here for Climate Resources

Education & Scholarship

As one part of our mission to create graduates who are effective professionals and engaged global citizens, we will intentionally promote and assess student development of intercultural competence.

Education and scholarship is focused on all campus stakeholders. Intercultural competence involves the creation of effective and appropriate relations across cultural backgrounds and differences. This involves differences of culture and worldview across multiple groups and identities within the  United States and across national borders

  Our Education & Scholarship Relations Goals are:

  • Developing a Curriculum That Fosters United States cultural competencies
  • Developing a Curriculum That Fosters  International Cultural Competencies 

Our Champlan 2020 Education and Scholarship Goals include:

  • As one part of our mission to create graduates who are effective professionals and engaged global citizens, we will intentionally promote and assess student development of intercultural competence.
    • By fall 2013, CPS and graduate studies will create a comparable plan to develop the intercultural competence level of students.
    • Our graduating traditional undergraduate students will attain an acceptance orientation (as measured by the Intercultural Development Inventory).
  • In order to create an inclusive campus, provide culturally competent services and intentionally and effectively support our students' intercultural development, Champlain College faculty and staff will engage in their own personal learning about issues of diversity and inclusion.
    • Employees will exhibit an acceptance or higher orientation on the IDI.

Click here for Education & Scholarship resources.

Institutional Planning: Viability and Vitality

Senior leadership development and holistic organizational change are the focus of this dimension.

Our Institutional Planning Relations Goals are:

  • Diversifying University Leadership and Management
  • Coordinating Organizational Change to Support Our Diversity Goals

Our Champlain 2020 Institutional Planning goals include:

  • Champlain College's senior leaders will create an infrastructure and coordinate organizational changes necessary to achieve the diversity and inclusion goals contained within this Strategic Plan
    • Senior leadership of the College will develop the competency required to successfully lead diversity and inclusion initiatives by exhibiting an adaptation orientation.
    • Practices and policies regarding recruitment and hiring, promotion, performance management, merit, and succession planning will align with, and support, our diversity and inclusion goals.
    • Senior leaders and managers at all levels of the organization will expect and support the development of intercultural competence for themselves and their employees.
    • The Diversity Council will monitor and evaluate progress, inspire and lead.
    • By fall 2015, the student government will establish its own plan for supporting the diversity and inclusion goals of the College.
    • We will establish an identity as a leader in diversity and inclusion efforts within our local community, regionally and nationally.

Click here for Institutional Planning resources.


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