THE UNIVERSITY OF ARIZONA
COLLEGE OF NURSING

MILLENNIUM PROJECT UPDATE

Prepared by Jody Glittenberg, Committee Chair
October 4, 2002

Overview

 The Academic Program Review of Spring 2002 Report on Diversity provides
baseline data on diversity priorities that remain of foremost importance in
the College.  Recruitment of ethnic minority students remains a very high
priority, however, the success of increasing the numbers remains
discouraging.  Recruitment for graduate students has remained stable over the
past 7 semesters, and for undergraduate students it has increased
approximately 6 %. Male recruitment remains under the national average at 7 %
versus 9 % nationally. On-time graduation for undergraduates has improved from
75 % in 1998-1999 to 80% in Fall, 2001. (On-time graduation for non-minority
students was the same in 2001--80%).  The percentages of minority graduates
awarded at the College of Nursing are encouraging, as they are above the
national averages: 26% for undergraduates; 15% for master's degrees and 22%
for doctoral degrees awarded to minority students.

 A key element in retention of minority students, including ethnic and males
is mentoring them through the programs. An improved system of enrolling
students and assigning faculty advisors was instituted through a revitalized
Office of Student Affairs with the appointment of an Assistant Dean of
Admissions, Vicki Radoye.  Entrance into the Office is now on the ground
floor, and the decor and setting are more welcoming. These fairly minor
changes already seem to have improved the morale of incoming students and
especially minorities.

 Other strategies have been used to recruit and retain ethnic minority
students including formal and informal contacts with minority nursing
organizations such as the National Association of Hispanic Nurses and the
Black Nurses Association at national and local meetings. Targeting minority
students who are transitioning from Pima Community College nursing program
into the BSN completion and Fast Track PhD program is one of the ongoing
strategies used in recruiting these important students.

 Increasing the diversity among faculty continues to be a challenge for there
are few males  or minorities represented in any faculties of nursing across
the nation. According to the 2001 American Association of Colleges of Nursing
(AACN) Report on Enrollment and Graduations in Baccalaureate and Graduate
Programs in Nursing, 2001 the rate of minority graduates who received doctoral
degrees from 1999 to 2000 ranged from 9-10 % and represent only 8.7% of
faculty and 6.5% of deans. And, men represent only 3.5% of faculty and 2.4% of
deans. Currently there are no males on the faculty. The AACN continues to
promote increasing diversity among faculties throughout the nation.

 Among the 26 individual staff members at the College, 27% represent an ethnic
minority group, including five who are Hispanic, 1 is American Indian, 1 is
Black and 1 only stated she was a minority. Four of the five Hispanic staff
hold positions of either Administrative Assistant or Program Coordinator, and
the one Black staff person is also an Administrative Associate.

Strategic Plans

 There is a strong commitment in the College of Nursing to recruit and retain
diversity in faculty, students, and staff.  The Strategic Plan developed
annually by the Administrative Council, made up of heads of elected committees
in the College of Nursing, has clearly stated a goal to increase the diversity
in ethnicity, gender, life experiences, and interests and abilities on all
levels. The major goal of the College of Nursing is to meet health care needs
of diverse populations at the local, state, national, and global level. This
goal undergirds the Millennium Project, yet meeting this goal is an awesome
task and demands enormous attention and strategic planning. The nursing
shortage that plagues the state and national scene also places more demands on
recruiting people who have competing, multiple career options with higher
salaries, benefits, and working conditions. Nursing has become a less
appealing career for many making their career development decisions.   As a
profession nursing was historically, and even currently, viewed as a "female
profession", and with this designation carries some burden for lower salaries
and less power within the health care industry.  Much of the current shortage
problems have their origin in this devalued public view.  Our plans include
countering that perception with a new image of a career with multiple rewards,
including financial. Health care reform which intends to reduce the hierarchy
in the industry as well as address health disparities is part of our
strategic.

 We intend to counter this trend through a strategic plan that will
incorporate community leaders into an Millennium Project Advisory Board that
will critique our ongoing recruitment and retention activities, lend us
counsel and support in increasing recruitment of diverse students, faculty and
staff.  This Advisory Board is still being constituted and will begin meeting
later in the Fall, 2002 under the direction of Chair Glittenberg.  A Co-Chair
is being recruited with Chair Glittenberg's planned retirement May, 2003. In
addition to increasing the diversity within the College, the Board will strive
to augment a culture within the College that addresses inequities and fosters
a climate of valuing differences.