diversity plan - university of toledo law students association – shawn nelson outlaw (glbt) ‐...

DiversityPlanCollegeofLaw

Date Original Plan Completed: February 3, 2003 Date of Most Recent Revision: December 2, 2013

Page | 2

Table of Contents

Diversity Committee Members…………………………………………………………………………………………………………… 3

Executive Summary…………………………………………………………………………………………………………………………….. 3

College Mission Statement (Relating to Diversity)…………………………………………………………..………………….. 4

Diversity Action Items, Goals, Initiatives, Strategies, and Challenges ……………………………………………………5

Trend Data and Analysis……………………………………………………………………………………………………………………… 11

Page | 3

Diversity Committee Members

Chairperson

Robert S. Salem

Title: Clinical Professor of Law

419‐530‐4236

[email protected] Committee Members Faculty Members Ben Davis, Associate Professor of Law

Jelani Jefferson Exum, Associate Professor of Law, College of law Kelly Moore, Associate Professor of Law Lee A. Pizzimenti, Associate Dean of Student Affairs and Professor of Law, College of Law Student Liaison Committee Members Asian and Pacific Island Law Students Association – Alex Chang Black Law Students Association – Shawn Nelson OUTLaw (GLBT) ‐ Daniel Brewer Women’s’ Law Student Association ‐ Rebecca Facey Middle Eastern Law Student Association – Brian Abbas Asian and Pacific Law Student Association – Alex Chang Executive Summary The College of Law is committed to diversity in all of its forms. This Diversity Plan sets out goals and initiatives designed to foster this commitment. We are committed to ensuring student diversity through national, regional and local outreach programs, a strategic scholarship plan and a community support effort that will expand the numbers of those from under‐represented groups who qualify for law school admission. We are committed to enhancing faculty diversity through national recruiting efforts and competitive faculty pay and benefit policies. We are committed to ensuring an atmosphere that encourages diversity of thought and understanding of all cultures through programs, speakers and support of student and community organizations.

Page | 4

II. College Mission Statement (Relating to Diversity) A. Our Commitment to Diversity and Multiculturalism As a public, state‐supported law school, we will maintain our commitment to having a diverse faculty, staff, and student body, encouraging a diverse law school atmosphere and expanding our efforts to recruit faculty, staff and students from diverse backgrounds and life experiences, especially those from demographic groups historically underrepresented in law school, the legal profession, or who are likely to return to and serve communities that are historically or currently under‐served by the legal profession. B. Our Commitment to the American Bar Association (ABA) and Association of American Law Schools (AALS) Diversity Statements As a law school accredited by both the ABA Section on Legal Education and a member of AALS, the College of Law endorses the diversity statements of both organizations. The AALS Statement on Diversity, Equal Opportunity and Affirmative Action provides that its objective is: to create an educational community—and ultimately a profession—that incorporates the different perspectives necessary to a more comprehensive understanding of the law and its impact on society; and to assure vigorous intellectual interchanges essential for professional development. It also implies changing the culture of educational institutions—making learning, the curriculum, and pedagogy more responsive to the needs of a changing student population and a changing world. It presumes an obligation to create a greater sense of belonging, of connectedness, and of place for all members of the educational community. The ABA Standards on Equality and Equal Opportunity Standard 211 provides: A law school shall foster and maintain equality of opportunity in legal education, including employment of faculty and staff, without discrimination or segregation on grounds of race, color, religion, national origin, gender, sexual orientation, age or disability. C. Our Commitment to the University’s Mission The College adheres and is committed to the University’s nondiscrimination policy, which states that the University is committed to a policy of equal opportunity in education, employment, membership and contracts, and that no differentiation will be made based on race, color, religion, sex, age, national origin, ancestry, sexual orientation, gender identity and expression, military or veteran status, the presence of a disability, genetic information, familial status, political affiliation and participation in protected activities, except as mandated by pertinent legal requirements.

Page | 5

III. Diversity Goals, Actions, Initiatives, Strategies and Challenges A. Statement of Goals (See section B for Law School Faculty and Staff Members Responsible for

implementing Action Items to meet goals.)

1. To recruit and retain a diverse student body that includes law students from groups traditionally under‐represented in law schools or the legal profession at levels that better reflect their representation in society and at levels that are at or above those found in other Ohio law schools.

2. To recruit and retain faculty members of color and women faculty members at levels that meet or exceed their level of representation in the legal profession, and to recruit and maintain a diverse staff. 3. To maintain a law school atmosphere that encourages diversity of thought, celebrates differences, respects diversity, and includes diversity awareness in both our curricular and extracurricular programming. 4. To reach out to minority and disadvantaged youth in the region to provide early academic support and an orientation to the legal profession to help expand the future pool of those qualified for law study.

B. Goals, Action Items, Initiatives, Strategies, and Challenges (Note: Dean Daniel Steinbock requests periodic reports assuring that action items are being pursued. Faculty or staff members to serve as point persons will be noted below where appropriate.)

GOAL 1: To recruit and retain students with diverse viewpoints and experiences, which include law students from groups traditionally under‐represented in law schools or the legal profession at levels that better reflect their representation in society and at levels that are at or above those found in other Ohio law schools. (Activities and results will be monitored by Associate Dean for Academic Affairs Kenneth Kilbert, Chair of the Admissions Committee, and the Assistant Dean for Admissions.

1. Action Items, Initiatives and Strategies:

a. Item: Schedule recruiting visits to at least 75 colleges and universities across the country. Action: On target to complete this goal by January 1, 2014.

b. Item: Send a representative to Law School Admissions Council Recruiting Forums across

the country including Washington, D.C., New York City, Chicago, and Atlanta to interact

Page | 6

with students from distant locations. Action: Visits by Asst. Dean Mehl, Asst. Director of Admissions Tara Thompson, College of Law Recruiters, and alumni volunteers have taken place at each of these forums.

c. Item: Schedule recruiting visits at historically black colleges and universities and at forums and other events designated to aid recruitment of students from groups historically under‐represented in the legal profession. Action: Visits to Howard University, Central State University, Wilberforce University, the Houston Law School Admissions Council (LSAC) Forum and the National Black Law Students Law Fair have occurred during fall 2011 and 2012. Similar visits are planned in the future.

d. Item: Identify prospective minority and female students, with the help of the Toledo Bar Association Diversity Committee, and send those applicants targeted correspondence from the law school’s Black Law Students Association (BLSA) and the Women’s Law Student Association (WLSA). Action: Each minority student applicant for 2012 – 2013 received mailings from the Black Law Students Association and a faculty member of the Admissions Committee. Prospective female students received letters from female faculty members. Self‐identified prospective LGBT students received letters from OUTlaw, a student organization for LGBT students and allies; the process will continue in the future.

e. Item: Correspond with minority prelaw clubs at undergraduate institutions across the country. Action: This process has been ongoing and will continue indefinitely. Of particular note: Formal partnership agreement signed with Central State University September 2011,

Lourdes University in 2012 and Bowling Green State University in 2013.

Communications have been increased with UT Undergraduate Colleges of Criminal Justice, Paralegal Program, Law and Social Thought, Women’s Studies, and the Honors Program. Persons of color are well represented in the Criminal Justice, Law and Society, and Paralegal programs; Women’s Studies has a high percentage of female representation.

Admissions Office has contacted minority groups at Central State University, Lourdes University, Wilberforce University and Bowling Green State University. Admissions Office hosted an event at Monroe Community College for minority undergraduates in April 2012.

BLSA students are affiliated with undergraduate BLSA at the University of Toledo.

f. Item: Invite prospective minority candidates to law school events such as the BLSA/Torrence Greene Scholarship Banquet and Diversity Day. Action: Summer High School Minority Students Program participants, Central

Page | 7

State University Students and other prospective minority students attended the 2012 and 2013Diversity Day; Invitations will be sent to students for the 2014 Diversity Day; Admissions Office secured funding for event from LSAC.

Minority students participated in Summer High School Minority Program at the College in 2012 and 2013. The program will continue indefinitely; Admissions Office secured funding from LSAC.

Undergraduate BLSA Students will be invited to relevant presentations at the College of Law throughout the academic year.

Torrence Greene Scholarship Banquet will continue to be held during each Spring semester. Faculty members at the College of Law provide tickets to undergraduate BLSA members.

Minority students were invited to the College of Law for “A Taste of the Diaspora,” which included lunch and discussion during Black History month. This practice will

continue.

Minority and female undergraduate students were invited to “A Day in the Life of the

Law Student” event, during which students experience a law school class and speak

with law students.

g. Item: To the extent allowed by law, provide as much scholarship support as possible from University and donated funds to support minority and economically disadvantaged candidates and students. Action: Legal Equal Opportunity Grants have been awarded in the past to minority students.

The College of Law has a small, short term loan fund for students with pressing financial issues. h. Item: Work with state and local bar associations, lawyer groups and law firms to expand support services for minority law students, including provision of summer law clerkship experiences. Action: Students are placed in summer law clerkships and in work

study positions with local non‐ profit organizations.

i. Item: Utilize enrolled students of color to serve as liaisons to undergraduate schools. Action: Minority alumni have attended recruiting events. Efforts will be made to continue this program.

j. Item: Work with College of Law student organizations such as BLSA, APALSA and WLSA to sponsor law school awareness events for high school and college students of color and those from disadvantaged backgrounds. Action: WLSA and BLSA students provided

Page | 8

significant support for the Law and Leadership Institute (pipeline for high school students) and Day in the Life of a Law Student ‐ an event organized for undergraduates who are women and persons of color.

2. Challenges to Recruiting a diverse student body:

There is a limited pool nationally of qualified diverse students, and the national market is an extremely competitive one. Other law schools provide support beyond tuition and fees, which the College of Law is unable to do. Moreover, the economy and climate in Toledo make it less attractive to potential students who have options to attend law school elsewhere.

GOAL 2. To recruit and retain faculty members of color and women faculty members at levels that meet or exceed their level of representation in the legal profession, and to recruit and retain a diverse staff. (Associate Dean for Academic Affairs Kenneth Kilbert and Professor Geoff Rapp, Chair of Appointments Committee will monitor faculty issues; Associate Dean for Student Affairs Lee Pizzimenti will monitor staff issues.) 1. Action Items, Initiatives and Strategies:

a. Item: Advertise all faculty openings in the AALS Placement Bulletin to assure the widest

possible dissemination and include in such advertisements the statement that we value diversity and encourage minority and women applicants. Action: Completed.

b. Item: To supplement our reliance on entry‐level new faculty, seek to recruit experienced faculty members who will add diversity to the extent allowed by University funding. Action: During academic year 2013//2014, for a faculty position to begin in academic year

2014/2015, the College initially interviewed 27 candidates – 24 of them were women and 11

were minorities. The College invited 4 candidates for full‐day interviews; all 4 were women

and one was a minority. . We will continue to recruit experienced faculty members who will

add to the diversity of our faculty.

c. Item: Seek to restore the size of our faculty to previous levels to permit us to consider

diverse candidates rather than being limited to hiring for critical curricular needs. Action: We continue to seek university support for this goal.

d. Item: To ensure staff diversity, the College of Law will, for every position, seek a diverse applicant pool from which to choose the best candidate. Action: Since 2011, five staff members were hired; advertisements were placed in The Blade, The Toledo Journal, La Prenza, and The National BLSA and Hispanic National Bar Association websites. The applicant pools for each position included minorities. All of the hires were white females.

Page | 9

2. Challenges to Meeting Goal of Recruiting and Retaining Diverse Faculty and Staff Members: There is a limited pool nationally of qualified diverse potential faculty members, and the national market is an extremely competitive one. University pay scales below the national average and teaching loads above the national average make the University of Toledo less attractive to potential faculty members, as does the general economy and climate in Toledo. The problems in the economy make it especially difficult to recruit potential faculty members with professional spouses or partners. The same economic and environmental factors make it difficult to recruit professional staff.

GOAL 3. To maintain a law school atmosphere that encourages diversity of thought, encourages the valuing of those from different backgrounds, respects diversity, and includes diversity awareness in both our curricular and extracurricular programming. (Various faculty and staff members will monitor, as indicated below.)


a. Item: Invite leaders of the profession, including leaders of color and women leaders, as

featured speakers in our Speakers Series and Law School Events Action: Recent diverse speakers during 2013 include Professor Marc Spindelman, Emily Bazelon and Professor Laura Rothstein. Action: The Office of Professional Development will also continue to focus on including speakers from diverse backgrounds in its annual programming for students. Associate Dean for Academic Affairs Kenneth Kilbert will monitor activities and achievements for this goal.

b. Item: Sponsor conferences and symposia that address issues of inclusion and diversity. Action: The College of Law sponsored the Central States Law Schools Symposium over the weekend of October 28 – 30, 2011. We welcomed several scholars who were women and persons of color, and presentations dealt with several issues of interest to a diverse community, including the Americans with Disabilities Act; employment discrimination; financial history discrimination; gender selection; and voting rights. The Fall 2013 Law Review Symposium included a panel on the development of modern disability law and the legal requirements of Individuals with Disabilities Education Act (IDEA), Section 504 of the Rehabilitation Act and the Americans with Disabilities Act (ADA). The symposium also featured panels on affirmative action, desegregation and fundamental rights. The College co‐sponsored an event in September, 2013 for the university community that addressed the Trayvon Martin case and race issues on campus. Associate Dean for Academic Affairs Kenneth Kilbert will monitor activities and achievements for this goal.

c. Item: Sponsor an annual Black History Month speaker. Action: Plans are underway for an event during Black History month in February, 2014.

Page | 10

d. Item: Provide support systems, sensitivity and accommodation to differently‐enabled students and staff. Action: Professor Nicole Porter, who is an expert in disability law, assures that the policy at the College of Law provides adequate support, and Associate Dean for Student Affairs Dean Pizzimenti coordinates with the Office of Accessibility to assure that students who are differently‐enabled receive the accommodations they need.

e. Item: Support events sponsored by student organizations such as the Asian Law Students Association, Black Law Students Association (BLSA), OUTLaw (GLBT), Middle Eastern Law Student Association and the Women’s Law Student Association (WLSA) with funding and administrative and faculty attendance. Action: Each of these organizations has a faculty advisor, receives funding for speakers when appropriate, and draws several faculty members to their events. Associate Dean for Student Affairs Lee Pizzimenti will monitor this action plan.

f. Item: Conduct faculty discussions to ensure sensitivity to issues of concern to diverse populations. Action: Faculty discusses issues at faculty meetings on a regular basis. Faculty received training for Safe Places program. Deans Steinbock and Kilbert will continue to coordinate speakers for faculty regarding issues of diversity and cultural sensitivity.

g. Item: Raise diversity issues in all classes where relevant to course content. Action: Faculty members have been encouraged to raise diversity issues where relevant. Courses having regular references to diversity issues include Bioethics and Law; Civil Law Clinic; Civil and Political Rights; Civil Procedure Pleading and Practice; Constitutional Law I and II; Criminal Procedure – Investigations; Criminal Procedure‐Adjudications; Disability; Domestic Violence and Juvenile Law Clinic; Education Law; Employment Discrimination; Employment Law; Family Law; Feminist Legal Theory; Sexual Orientation and the Law; Gender and the Law; Health Law; Interviewing and Counseling; International Human Rights; Jewish Law; Jurisprudence; Juvenile Law; Legal Ethics and Professional Responsibility; Mediation Clinic; Mental Health Law; and Sentencing. Associate Dean for Academic Affairs Kenneth Kilbert will monitor this action item.

h. Item: Support Clinic activities representing minorities, the disadvantaged, women, the disabled and the LBGT community. Action: All clients served come from underserved populations: 70% of those served were members of racial, ethnic, or social minorities; this number rises to 90% if women are included. Associate Dean for Academic Affairs Kenneth Kilbert and Clinical Professor Robert Salem will monitor this action item.

i. Item: Work with the Toledo Bar Association to expand summer law clerkship opportunities in support of racial and gender diversity. Nine minority law students were placed in courts or government offices and 8 minority law students were placed with private employers. Organizations having participated in this initiative include: Ohio Sixth District Court of Appeals, Lucas County Court of Common Pleas, Lucas County Juvenile Court, Ohio Attorney General Office, Maumee Municipal Court, Eastman & Smith, Ltd., Nationwide Insurance, Trial Division, Shumaker, Loop & Kendrick, LLP, MacMillan, Sobanski & Todd, LLC, and Reminger. Action: Assistant Dean Heather Karns continues to work with TBA Diversity Committee to increase minority clerkship opportunities.

Page | 11

j. Item: Maintain and expand our Public Service Commendation Program under which our students assist pro bono and legal aid lawyers providing legal service to the region’s underserved and needy. Action: Students have provided over 18,000 hours of service, approximately 2,500 which have been provided in the last year. Assistant Dean Heather Karns will monitor this action item.

k. Item: Publicize and enforce our Career Services Diversity Policy which provides:

NOTICE OF NON‐DISCRIMINATION POLICY The University of Toledo College of Law is committed to a policy of equal opportunity in

education, employment, membership and contracts without regard to race, color,

religion, sex, age, national origin, ancestry, sexual orientation, gender identity and

expression, military or veteran status, the presence of a disability, genetic information,

familial status, political affiliation and participation in protected activities, except as

mandated by pertinent legal requirements. The College of Law will take affirmative

action as required or permitted by federal or state law.

* The United States military recently revised their employment policies through the

repeal of “Don’t Ask, Don’t Tell”; however, their policies continue to discriminate on the

basis of gender identity and expression. Although the military is permitted to recruit on

campus, the College of Law in no way endorses their discriminatory employment

practices.

Action: Posted on website and at Career Services. (http://www.law.utoledo.edu/students/career/index.htm; http://www.law.utoledo.edu/students/career/oncampus_reservation.asp; and http://www.law.utoledo.edu/students/career/resumecollect.asp), in the Office of Professional Development, and on the employer job posting portion of Symplicity. Policy is enforced. Assistant Dean Heather Karns will monitor this action item.

l. Item: Support law school student organizations that foster a diverse atmosphere such as the Black Law Students Association, the Asian Pacific American Law Association, the Jewish Law Students Association, the Arab‐ American Students Organization, the Women’s Law Student Association, and OUTLAW, the law student organization that works for LBGT rights. Action: Student groups have faculty advisors; groups report to Dean Pizzimenti regarding issues and ways the College can support them; the College of Law supports speakers and events such as the Torrence Greene Memorial Banquet. Executive boards of these groups have met with the Diversity Committee during the last two years, and they will continue to meet with the Committee on a regular basis to provide guidance regarding issues of importance to students. Associate Dean for Student Affairs Lee Pizzimenti will monitor this action item.

Page | 12

m. Item: Support interaction between student groups at the College of Law and in the greater

University. Actions: BLSA interacts with undergraduate BLSA. Associate Dean for Student Affairs Lee Pizzimenti will contact Vice President Kay Patton Wallace to discuss ways that international students and diverse students can interact to a greater extent.

2. Challenges to Goal of Maintaining Supportive Atmosphere: Students who met with the Diversity Committee reported that the atmosphere was a supportive one. However, it is unclear whether funds are available to maintain the current level of activity.

GOAL 4: To reach out to minority and disadvantaged youth in the region to provide early academic support and an orientation to the legal profession to help expand the future pool of those qualified for law study.


a. Item: Expand and develop pipeline initiatives to increase the number of qualified minority and disadvantaged students through our intensive five‐week Law and Leadership Institute (LLI) and Minority High School Students Program. Action: The LLI is a statewide program sponsored by the Supreme Court of Ohio and the Ohio Bar Foundation. The program at the College of Law has expanded from thirty ninth graders in its first year to include continuing students in tenth, eleventh and twelfth grade classes. The Toledo program has the highest retention rate among all Colleges of Law in the state, and both ninth and tenth grade students won a state wide moot court program for LLI students at the University of Dayton. The College of Law will sponsor a High School Minority Law Program annually in June. Recent pipeline activities include signing an agreement with Central State University and creating the UT Advantage admission program. Discussions for a similar relationship with Wilberforce College have begun. Professor Marilyn Preston will monitor the LLI program; Chair of Admissions Committee Professor Geoff Rapp and Assistant Dean Jessica Mehl will monitor the other pipeline activities in this section.

b. Item: Expand community outreach. Action: Clinic Professors and students have participated in anti‐bullying programs to benefit students in area school districts. The programs benefit minority students, who are disproportionately affected by bullying. The Clinical Professors, along with students, have also become involved in the Northwest Ohio Prison Re‐Entry Coalition to ease the transition from incarceration to freedom. The coalition is comprised of several community institutions and organizations and strives to reduce the rates of recidivism for released inmates. The Clinical Programs at the College routinely seek out community‐based learning projects for students. The Law and Leadership Program and the Minority High School Program also engage in community outreach. Clinical Professor Robert Salem and Assistant Dean Jessica Mehl will monitor this action item.

Page | 13

2. Challenges to Goal of Reaching Out to Minority and Disadvantaged Youth in the Region: Funding to continue LLI at the state level is currently under review. It is unclear at this point whether the pipeline programs will lead to increased matriculation at the College of Law. C. Qualitative and Quantitative Measurement: Results of action items are included in section B, above. Quantitative measurement of diversity in our faculty, staff, and students are included in the trend data, attached as Appendices.

II. Trend Data and Analysis: Please see Appendices A, B and C.

Arne-rican Il'Idian or Alaska

Native Asian

Ethnklty

Black Of African

American

Hlspaonlt or

L,.;otlno

Native

Hawaiian or

Other Paciflc

Islander White Unknown

Gender

Female Male

American

Indian or Alaska

Native

-

"'~n

~ -Ethnicity

Black or African

Americ.an

.,---

Hisj)anic or

latlno

Native

Hawallanot Other Padfk

Islander Wh'" Unknown

Gender

Female Male

0 0 0 0 0 , 0 1 2

0

0

0

0

, 0

0

0

0

0

19

8

0

0

9

6

13

2

American

Indian or Alaska

Native Asian

Black or African Hispanic or

American latino

...."."" HawaIIan or

Other Pacific

Islander White Unknown Female Male

0 0 0 0 0 , 0 2 1

0 0 3 0 0 19 0 7 15

0 0 0 0 0 7 0 S 2

Appendix Al - Faculty by Ethnicity and Gender

College of Law

hll20U

Asst!Assoc/Dean Department Chal~ Tenure(Tenure Track Faculty

lecturer

Totals

Fall 2012

A5.st/Awx/Oeao Department Chair;

Tenure(Tenure Track: foJcuity

Lecturer Other Non-tenure faculty

Asst/ A$soc/Oean Department Chairs

TenurefTenure Track Faculty

lecturer

Other Non-tenure faculty

Totals o o , o o o "'" Office of InsilUtian,,! Research

16-0«-13

,Totals o o o o 30 o 16 17

Fall lOll Ethnieity GenderI

,.

jfitzge7

Typewritten Text

jfitzge7

Typewritten Text

jfitzge7

Typewritten Text

jfitzge7

Typewritten Text

jfitzge7

Typewritten Text

jfitzge7

Typewritten Text

AmericaI'

Indian or

Alaska Native As ian

Ethnklty

Slack o r Afrk a n

Ame rkan

Hispanic or

Latino

Native HawaIIan or

Otne r Pacific Islander White UnknOwn

Gender

Female M.1J le

,

--

American

Indian or

Alaska Native

~

Asi an

Ethnlc1ty

Black o r African

Ame rican

----

Hispank: or

La tino

Na thle

HawalLan o r

Ot ner PacifIC

Islander White Unknown

Ge nder

Female M'~

0 0 0 1 0 6 0 6 1

0 0 0

0 0 0

0 1

1

0

0 0

0 0 0

5 0 4 1

I 3

0

0

I 3

1

1

Appendix A2 - Staff by Ethnicity and Gender

College of Law

Fall 2013

Clerical & Secret aria l

Other Professional Service/ Main! enance

Skilled Craft

Technical &Paraprol essional

Olher

TOtals

Fa112012

Clerical and Secretarial

becutive/Admin and Manager'

Other Professionals " Technica l and Paraproft'Ssional

Totals o o 2 o 16 o 15

Totals o o 2 1 o 20 o 19 • Office of Insi tulionat Research

l 6-Oct · 13

fa il 2011

Clerica l and Secretarial 0 ,EICecul lve!Admin and Manageri 0 Other Professionals 0 Technical ilnd Para professional 0

==' ::.:.:h.... ~

Liltlno is lander White Unknown female M.~

0 0 1 0 10 0 10 1

0 0 0 0 3 0 I 1

0 1 0 0 3 0 3 1

0 1 0 0 4 0 4 1

3 ' Hispanic or

Native

HiJWlIila n or

Other Paclflc

I ",""w"'

4

jfitzge7

Typewritten Text

Appendix B - Enrollment and Gender

College of Law

Academic Year Ethnic Group Total Enrollment Female Male 2012-13 American Indian or Alaska Native 3 2 1 2012-13 Asian 17 8 9 2012-13 Black or African American 27 10 17 2012-13 Hispanic or Latino 18 10 8 2012-13 White 286 106 179 2012-13 Multiracial 2 0 2 2012-13 Unknown 52 19 32 2011-12 American Indian or Alaska Native 3 2 1

Asian2011-12 18 10 8 2011-12 Black or African American 21 7 14 2011-12 Hispanic or Latino 19 9 9 2011-12 White 332 131 200 2011-12 Multiracial 2 0 2 2011-12 Unknown 64 22 41 2010-11 American Indian or Alaska Native 2 1 1 2010-11 Asian 20 9 11 2010-11 Black or African American 21 8 13 2010-11 Hispanic or Latino 17 10 7 2010-11 White 323 128 194

2010-11 Unknown 93 34 58 2009-10 Asian 17 7 10 2009-10 Black or African American 20 11 9 2009-10 Hispanic or Latino 15 8 7 2009-10 White 342 138 204

2009-10 Unknown 117 39 78

2008-09 American Indian or Alaska Native 1 10 2008-09 Asian 13 6 7 2008-09 Black or African American 17 8 9

Hispanic or Latino 182008-09 8 10

2008-09 White 323 129 194

2008-09 Unknown 130 45 85

jfitzge7

Typewritten Text

jfitzge7

Typewritten Text

Appendix C - Student Retention and Graduation Rates [College Name Here]

Graduation Rates

First to Sewnd Vr

Cohort Vear Ethnic Group Retention Rates 4-Year 5-Year 6-Vear

2012 American Indian or Alaska Native

Asian Black or African American

Hispanic or Latino

Native Hawaiian or Other Pacific Islander

White

Unknown


Asian

Black or African American

Hispanic or Latino


White

Unknown


Asian


Hispanic or Latino


White

Unknown


Asian


Hispanic or Latino


White

Unknown


Asian


Hispanic or Latino


White

Unknown

jfitzge7

Typewritten Text

jfitzge7

Typewritten Text

Daniel J. Stei ock, Dean of the 0 lege of Law and Harold A. And rson Professor of Law &Values

Robert S. Salem, Chair of the College of Law Divmsity Committee

Page I 18

diversity plan - university of toledo law students association – shawn nelson outlaw (glbt) ‐...

Documents