CAMBIOS EN POLÍTICAS CONTABLES Nuevas normas adoptadas al 1 de enero 2020

i. Description of the program's under-represented populations, including a rationale for the designation.

ii. A list of goals for achieving diversity and cultural competence within the program, and a description of how diversity-related goals are consistent with the university's mission, strategic plan and other initiatives on diversity, as applicable.

iii. Policies that support a climate free of harassment and discrimination and that value the contributions of all forms of diversity; the program should also document its commitment to maintaining/using these policies.

iv. Policies that support a climate for working and learning in a diverse setting.

v. Policies and plans to develop, review and maintain curricula and other opportunities including service learning that address and build competency in diversity and cultural considerations.

vi. Policies and plans to recruit, develop, promote and retain a diverse faculty. vii. Policies and plans to recruit, develop, promote and retain a diverse staff.

viii. Policies and plans to recruit, admit, retain and graduate a diverse student body. ix. Regular evaluation of the effectiveness of the above-listed measures.

Description of the program's under-represented populations, including a rationale for the designation.

The MPH program is committed to diversity and cultural competence in learning, research and service practices. Table 1.8.1 displays the racial/ethnic distribution of residents in our five county service area. A review of the program’s under-represented populations indicates that the students are predominately female and minority. The program’s rationale for the designation of the under-representation of gender, racial/ethnic and first-generation groups is based on the university’s diversity commitment and affirmative action plan.

Table 1.8.1. Racial/Ethnic Distribution of MPH Program’s Service Area Hispanic African American/ Black Asian American Indian White California 38.1% 6.6% 13.6% 1.7% 39.7% Fresno County 50.9% 5.9% 10.3% 3.0% 32.4% Tulare County 61.3% 2.2% 3.9% 2.8% 32.0% Kings County 51.4% 7.9% 4.2% 2.9% 35.0% Madera County 54.5% 4.4% 2.2% 4.5% 37.5% Merced County 55.7% 4.3% 7.9% 2.4% 31.3%

Source: U.S. Census Bureau: State and County QuickFacts. Data derived from Population Estimates, American Community Survey, Census of Population and Housing, State and County Housing Unit Estimates, County Business Patterns, Nonemployer Statistics, Economic Census, Survey of Business Owners, Building Permits, Consolidated Federal Funds Report . Last Revised: Thursday, 16-Aug-2012 10:28:55 EDT

California State University, Fresno has been designated as a “Hispanic-Serving Institution.” While the program may exceed the university’s diversity goals, there remains a significant gap in our service area for qualified MPH students to meet the needs of a predominately Hispanic/Latino population.

A list of goals for achieving diversity and cultural competence within the program, and a description of how diversity-related goals are consistent with the university's mission, strategic plan and other initiatives on diversity, as applicable.

The goals for achieving diversity and cultural competence within the program include:

 Increase the cultural competence of MPH program students to meet the needs of a diverse service population.

 Increase the number of MPH program students from under-represented populations.

 Increase the number of MPH program faculty from under-represented populations.

 Increase the number of MPH program staff from under-represented populations.

 Increase the number of MPH program military veterans.

California State University, Fresno’s Affirmative Action Plan (AAP) (http://www.fresnostate.edu/hr/eeo-diversity/affirmative/aap.shtml) clearly identifies the need to increase diversity within under-represented groups. The plan identifies females, minorities, disabled, and military as priority areas.

The MPH program’s diversity plan is consistent with the university’s AAP. Students are recruited from

Policies that support a climate free of harassment and discrimination and that value the contributions of all forms of diversity; the program should also document its commitment to maintaining/using these policies.

Fresno State strives to provide a climate free of harassment and discrimination for all faculty, staff, and students. The university has implemented a policy (“Policies and Procedures for Addressing Discrimination, Harassment, and Retaliation,” G-25.1) that clearly denotes the guidelines and procedures that address harassment and discrimination for faculty, staff, and students. A copy of the university’s policy is available in Resource File 1.8.1.

Policies that support a climate for working and learning in a diverse setting.

Fresno State has maintained a strong commitment to ensuring a support climate for working and learning in a diverse setting. This value is further supported at the college, department, and MPH program level. This is reflected on the university website which provides links for university policies, complaint process, resources, and training (http://www.fresnostate.edu/hr/eeo-diversity/index.shtml). Furthermore, the university is committed to ensuring a supportive learning environment for low income and first generation students.

Policies and plans to develop, review and maintain curricula and other opportunities including service learning that address and build competency in diversity and cultural considerations.

As noted previously, the program addresses the development and review of curricula through the department curriculum committee. Faculty can propose course changes to incorporate service learning into the curriculum. An example of this is PH 203 that was converted to a service learning course where students actively participated in community-based projects. The service learning sites have included non-profit agencies that service culturally diverse populations.

In addition, the fieldwork experience provides opportunities to build competency in diversity and cultural considerations. Fieldwork sites provide opportunities for students to gain valuable experiences in working with culturally diverse populations. In addition, the MPH program has maintained an active relationship with the Directors for Health Promotion and

Education to encourage students in minority-serving institutions to apply for CDC internships to gain experience in the public health field.

Policies and plans to recruit, develop, promote and retain a diverse faculty.

California State University, Fresno maintains a strong commitment to the recruitment, development, promotion, and retention of a diverse faculty. As noted on the university’s “Equal Employment Opportunities and Diversity” website (http://www.fresnostate.edu/hr/eeo- diversity/index.shtml), the institution is committed to ensuring a diverse campus environment that promotes academic excellence at all levels. Executive Order No. 883 (CSU Chancellor, available in Resource File 1.8.A (Appendix I) has mandated that the campus president has the responsibility of implementing all state and federal nondiscrimination and affirmative action laws and regulations. Our University President continues to re-affirm his commitment to ensuring a diverse campus community (http://www.fresnostate.edu/academics/diversity/). This

is further reinforced by our Provost’s diversity initiatives

(http://www.fresnostate.edu/academics/diversity/value-diversity.html) that strongly reflect the university, college, department, and MPH program’s values of diversity.

Policies for faculty recruitment are given careful consideration for diversity among the potential pool of applicants. California State University, Fresno maintains aggressive practices to ensure that all state and federal guidelines and laws are observed in faculty searches. Search committees are required to have an Equality Employment (EEO) designee to provide ongoing review of the search process. An example of this is that two faculty (Drs. Perez and Krenz) from the Department of Public Health serve as EEO’s on university search committees. A copy of the university’s policies and procedures for the appointment of tenure track faculty is available in Resource File 1.8.A (Appendix J).

The MPH program continues to strive for diversity among the faculty. To date, there are no immediate plans to recruit a new faculty position for the MPH program. However, the promotion and retention of faculty is a significant consideration. Faculty are encouraged to engage in teaching, research, and service that address the needs of the diverse populations in the CSU service area. New faculty are provided a faculty mentor that assists in the retention and promotion process. While this is intended for probationary faculty, the mentor relationship often continues through the attainment of full professor.

Policies and plans to recruit, develop, promote and retain a diverse staff.

Consistent with faculty searches, California State University, Fresno maintains a strong commitment to the recruitment, development, promotion, and retention of a diverse staff. The Human Resources Department maintains strong policies and procedures to ensure that the university attracts and maintains a qualified and diverse workforce

(http://www.fresnostate.edu/hr/employment/recruitment/index.shtml). The Public Health department and MPH program do not recruit, develop, or promote staff. However, the department and MPH program strive to create an environment that is supportive of diversity in the workplace.

Policies and plans to recruit, admit, retain and graduate a diverse student body.

Fresno State is committed to the recruitment, admission, retention, and graduation of a diverse student body. As noted on the California State University (CSU) website (http://www.calstate.edu/hr/studentequity/), Executive Order No. 1045 states “no student or applicant for admission as a student shall, on the basis of disability, gender, nationality, race or ethnicity, religion, sexual orientation, or age, be unlawfully excluded from participation in or be denied the benefits of any CSU program or activity. Furthermore, The California Equity in Higher Education Act (CA Education Code 66250) prohibits the unlawful discrimination and harassment of students and applicants for admission. In addition, Fresno State, the Public Health Department and MPH program maintain compliance with all federal laws applying to diversity including:

 The Age Discrimination Act of 1975

 Title VI of the Civil Rights Act of 1964

 Title IX of the Education Amendments of 1972

 Section 504 of the Rehabilition Act of 1973

 Title II of the Americans with Disabilities Act of 1990

The Division of Graduate Studies actively recruits potential applicants from a broad range of venues. The MPH program also recruits students from within the Central California region. The MPH program applicants reflect the wide range of diversity of potential students. Efforts are made to identify strong candidates that have the potential to successfully complete the

MPH program. The MPH faculty carefully review applications to admit those candidates that bring a diversity of experiences and perspectives to the program.

The MPH program is structured in cohorts to ensure that students complete the program. This structure has been successful in connecting students and faculty throughout the process. Faculty are invested in the success of the students and are readily available for consultation. The MPH program is vigilant in maintaining an environment that embraces the diversity of students. In addition, the Dean of Health and Human Services has recently implemented a “graduate culture” program for graduate students. This effort has been directed at graduate student retention and success. Once a semester, graduate students in the College meet in an interdisciplinary setting for social interaction and to address the academic issues.

Regular evaluation of the effectiveness of the above-listed measures.

California State University, Fresno provides regular evaluation of all policies pertaining to diversity. The Human Resources Department is the administrative body responsible for ensuring the effectiveness of the university’s diversity policies. This department maintains university-wide faculty, staff, and student data to monitor compliance with the university’s diversity plan. For example, the MPH program monitors student progress closely using semester gpas to identify potential areas of concern. Where possible, additional assistance or resources may be requested to assist student success.

Furthermore, the Human Resources Department is responsible for the identification of areas where improvement is needed. California State University, Fresno has maintained a highly proactive position through its policies and procedures to ensure a diverse academic environment. The College of Health and Human Services, Department of Public Health, and the MPH program continues to be vigilant in creating a environment that embraces diversity.

1.8.b. Evidence that shows that the plan or policies are being implemented. Examples may