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Tier 1 Initiatives


Tier 1 Initiatives

Establish a racially diverse group of faculty and staff who offer insight on recruiting diverse faculty.

Conduct regular focus groups and/or surveys consisting of faculty, staff and students related to diversity issues in order to solicit recruiting and advertising recommendations as well as to inform institutional marketing staff and Senior Leadership.
Require diversity training for faculty and staff.
Establish a process for connecting with alumni to obtain recruitment recommendations and referrals of diverse individuals for job openings.
Ensure diverse membership of the Ambassadors and Bruin Recruiter groups.
Support the “Bridges to Belmont” program. 
Enhance diversity options for students.
Add a diversity competency to staff performance evaluations.
Add diversity competency to the 360 degree evaluations for all Provost and Dean-level positions.
Provide focused professional development and training for diverse faculty to assist with teaching, promotion and tenure issues.
Expand involvement of diversity-based student organizations in undergraduate and graduate recruitment.
Develop a “Supplier Diversity Pilot Program” to mutually benefit minority and women-owned businesses and Belmont.
Highlight and communicate university diversity efforts.
Initiatives that are already established and continuing

Survey to assess how new faculty first heard about their respective positions and ask them to comment on their recruitment experience. Compare responses from all applicants with minority only applicants to assess differences.

Conduct workshops for all staff and faculty to ensure understanding of Belmont’s commitment to diversity and inclusion.
Consult with every hiring manager and search committee to ensure understanding of appropriate hiring and interviewing processes, including discussion of Belmont’s affirmative action goals.
Provide consultations to the Belmont community regarding civil rights and diversity-related policies.

Require that diverse candidates be added to the short list for all new faculty searches.

Advertise both broadly and in publications targeted to minority and underserved communities with regard to employment recruitment.
Attend the Compact for Faculty Diversity conference each year.
Conduct regular marketing, communications and community relations meetings with key figures at local diverse media outlets that target diverse audiences.
Send requests to area department leaders for stories that reflect Belmont’s commitment to diversity and inclusion.
Maintain a webpage on the HR site targeted toward faculty and staff recruitment with “Why work at Belmont testimonials” from current diverse faculty and staff.
Update the website’s hero image with news or events that reflect Belmont’s commitment to diversity and inclusion.
Identify diverse speakers for campus events and partner with all departments in identifying and securing diverse speakers.
Support the Belmont Supplemental Grant for undergraduate students from diverse backgrounds who require need-based aid after all state/federal resources are exhausted.
Fund and offer the Dreamer’s Scholarship during the financial aid packaging process for students who are unable to file the FAFSA.
Call diverse admitted students who have not yet deposited to offer financial aid consultations.
Conduct reception-type events in the Nashville area to engage students of diverse backgrounds as prospects.
Acquire new prospective leads of regional diverse high school students from ACT/SAT.
Pending funding approval/allocation, work with feeder high schools and community groups to establish ACT prep sessions targeted to diverse students.

Fund and offer scholarships to students from the Edgehill and Rose Park communities.

Ensure that institutional marketing collaterals reflect a diverse student, faculty and staff population through the use of photographs and testimonials reflective of Belmont’s diversity goals.
Encourage faculty and staff to serve on diverse community and government boards and organizations.
Partner with human resources individuals at local institutions to discuss recruitment and retention strategies and best practices.
Regularly invite targeted groups to attend specific events to build relationships that attract diverse faculty, staff and students.
Identify a number of key community sponsorship events to build relationships that attract diverse faculty, staff and students.
Co-host community meetings on campus to expose the community to Belmont, its academic programs and contributions to the community.


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