Athletics News - UNLV
Appendix D
UNLV Department of Athletics
Minority Opportunities Action Plan
 

  • UNLV will be characterized by a civil, inclusive campus climate that demonstrates a respect for individual differences and a commitment to equity and free expression.

    (UNLV, Goal #5, 1997)

  • UNLV Department of Athletics is committed to providing an environment that values diversity for its student-athletes, coaches, and staff.

    (UNLV Department of Athletics, Goal #5, 1997)

  • 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

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