The University of Northern Iowa is committed to championing diversity as a core value of our university community. UNI will create and maintain a diverse, respectful and inclusive work and learning environment in order to prepare the university community for a constantly evolving world and so that inclusive excellence becomes the norm. This work will include challenging beliefs and practices that discriminate against, degrade, or diminish a group within our community based on the group members' innate characteristics. We believe that valuing diversity is a necessary foundation for inclusion, and that inclusive excellence provides a learning environment for our students and our community that prepares us for a dynamic, interconnected world.
Provide a campus culture that reflects and values the evolving diversity of society and promotes inclusion.
Strategic Initiatives:
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Attract and retain diverse students, faculty, and staff who are integrated into the campus community.
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Build and strengthen relationships with underrepresented populations in Waterloo, the Cedar Valley, and Iowa to increase diversity.
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Build and strengthen multicultural and international relationships in the United States and abroad.
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Provide a diversity experience for all students, and deliver programs, services, and events to educate for and celebrate diversity on campus.
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Provide an inclusive decision-making process with broad communication and discussion.
Metric: Increase the percentage of minority students in the freshmen class during the next 5 years (5-year rolling average)
Year by Year Results |
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Base Year |
Current Year* |
5-Year Target |
---|---|---|
5 Year Rolling Average | ||
2012-2016 |
2016-2020 |
2017-2022 |
9.9% |
10.8% |
15% |
Metric: Increase the percentage of minority students of the entire student body over the next 5 years (5-yr rolling average)
Year by Year Results |
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Base Year |
Current Year* |
5-Year Target |
---|---|---|
5 Year Rolling Average | ||
2012-2016 |
2016-2020 |
2017-2022 |
9.2% |
10.3% |
12% |
Metric: Increase the retention rates of minority freshmen to the overall retention rate (5-year rolling average 1st to 2nd year)
Year by Year Results |
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Base Year |
Current Year* |
5-Year Target |
---|---|---|
5 Year Rolling Average | ||
2011-2015 |
2015-2019 |
2017-2022 |
80.7% |
79.5% |
84% |
Metric: Increase the retention rates of first-generation freshmen to the overall retention rate (5-year rolling average 1st to 2nd year)
Year by Year Results |
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|
Base Year |
Current Year* |
5-Year Target |
---|---|---|
5 Year Rolling Average | ||
2011-2015 |
2015-2019 |
2017-2022 |
80.4% |
80.3% |
84% |
Metric: Increase the retention rates of freshmen receiving Pell grants to the overall retention rate (5-year rolling average 1st to 2nd year)
Year by Year Results |
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Base Year |
Current Year* |
5-Year Target |
---|---|---|
5 Year Rolling Average | ||
2011-2015 |
2015-2019 |
2017-2022 |
81.4% |
79.8% |
84% |
Metric: Increase the percent of minority faculty over the next 5 years
Year by Year Results |
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Base Year |
Current Year* |
5-Year Target |
---|---|---|
2016 |
2020 |
2022 |
13.5% |
16.5% |
17% |
Metric: Increase the percent of minority administrators over the next 5 years
Year by Year Results |
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Base Year |
Current Year* |
5-Year Target |
---|---|---|
2016 |
2020 |
2022 |
6.8% |
11.5% |
11% |
Metric: Increase the gender balance of female and male faculty over the next 5 years
Year by Year Results |
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Base Year |
Current Year* |
5-Year Target |
---|---|---|
5 Year Rolling Average | ||
2016 |
2020 |
2017-2022 |
49.1%** |
52.1%** |
50%** |
**% of female faculty