SPC Framework: Investing in Diversity, Access, and Inclusion

Taking diversity, access, and inclusion seriously requires integrative and multidimensional approaches that hold the greatest promise when carried out in close partnership and collaboration with key offices and units across the University. It also necessitates not only the strategic rethinking of existing resource allocation, but also to commit to identifying and procuring new resources. The University’s investment in a complement of material and human resources dedicated to strengthening Fordham through diversity and inclusion initiatives, including the appointment of a Chief Diversity Officer, while in a nascent phase, offers opportunities for GSAS to further its planning and achieve demonstrable results in this critical strategic priority area.

GSAS will advance ongoing and invest in new initiatives designed to foster a diverse and inclusive community, including through the following:

• Coordinate closely with the Interim Dean of Arts and Sciences Faculty and Interim Associate Vice President for Arts and Sciences Education to advance faculty hiring to realize diversity and inclusion goals that intersect with GSAS programs and departments.
• In partnership with the Provost’s Office, the Chief Diversity Officer, the Office of Research, and Arts and Sciences, distinguish Fordham’s and GSAS’ participation as a member of the AJCU Post Doctoral Diversity Program (PDDP). GSAS has proposed to launch in FY2019 the inaugural George Ames Endowed Post-Doctoral Fellowship initiative, a competitive, two-year appointment with a highly-competitive remuneration package, access to additional research and pedagogy resources, and mentoring, professional development, and networking supports and opportunities.
• Mainstream holistic admissions policies and practices throughout the graduate admissions review and recommendations process, as carried out at the department and program levels. Identified by the Council of Graduate Schools and others as a vital component of mainstreaming diversity and inclusion, holistic or “whole file” admissions comprises broad-based and transparent review of applications based on cognitive and non-cognitive or “success-critical” attributes. Guidance on how to implement and manage holistic admissions is being finalized and will be monitored and assessed during the FY 2019 admission and enrollment cycle.
• Ensure the effectiveness of the newly-launched diversity module within GSAS’ Preparing Future Faculty (PFF) Program. Based on externally-facilitated and train the trainer components, this module is designed to equip participants to teach diverse student bodies and reflect on the ways in which diversity and inclusion contribute to and facilitate new forms of dialogue and learning, both inside and outside the classroom.
• Strengthen diversity across the GSAS student population through the establishment of new resource investments (e.g. focused marketing, financial aid; subsidized housing) and build-out of nascent initiatives from recruitment through to graduation (e.g. rethinking bridge course offerings; boot camps; specialized mentoring).
• Focus on development and fundraising to enhance diversity and inclusion, in partnership with Development and University Relations (DAUR) and Alumni Relations to increase financial aid resources, establish scholarship funds, deepen alumni involvement in GSAS, and create needsbased in addition to merit-based financial aid resources that align with diversity, pedagogy, and academic/professional development goals.