273 – Number of positions at the 17 University of North Carolina system schools that have responsibilities related to Equal Opportunity, Diversity and Inclusion (EO and D&I) work, according to a new report delivered to the UNC Board of Governors last week. The board is now considering whether to centralize this work rather than have it done at individual institutions.
The report concludes: “[B]ased on the opinions and actual experiences of the constituent institutions, while it is possible consolidation may yield some cost savings, the degree of cost savings in the near term is not believed to be significant.”
6 – The number of schools that have a centralized model for EO and D&I work with one leader. Those schools are: Elizabeth City State, Fayetteville State, N.C. State, UNC Chapel Hill, UNC School of the Arts and N.C. School of Science and Math.
11 – The number of schools that have a decentralized model without a single leader above all offices or programs for this work. Those schools are: Appalachian State, East Carolina, N.C. A&T, N.C. Central, UNC Asheville, UNC Charlotte, UNC Greensboro, UNC Pembroke, UNC Wilmington, Western Carolina and Winston Salem State.
198 – The number of EO and D&I-related institution-specific policies reported.
11 – Number of policies that are system-wide. Many of those (and the compliance activities associated with them) are required by federal and state regulations and/or executive orders.
527 – Number of EO and D&I-related institution-specific programs reported that had cost associated with them. For purposes of the study, programs refer to programs and other events, trainings, etc. that support EO and/or D&I. These are in addition to standard compliance training for all employees and students.
47 – Percentage of programs reported that have outcomes and/or measures of success referenced. Almost none are quantitative in nature. Quantitative metrics and measures are difficult to obtain, according to the study, because there is no consistent tool in place for EO and D&I-related issue/case management. Some constituent institutions perform regular climate surveys with questions related to D&I as a source for metrics and trend analysis, according to the study.
$14,713,412 – Personnel salary costs for those engaged in EO and DI&I work, according to the study. Especially at smaller institutions – and even at some larger ones, like N.C. State, personnel engaged in this work often have other duties as well.
$7,336,656 (50%) – The amount of that larger salary number being spent on compliance-related duties.
$11,843,689 (81%) – The amount of personal salary costs that is state funded.
$1,902,312 – Non-personnel costs related to EO and D&I, according to the study. These costs include things like budgeted supplies, technology, space (if directly charged), business entertainment, publications and training.
$397,954 (21%) – The amount of non-personnel costs spent on compliance-related activities.
$697,570 (37%) – The amount of compliance-related non-personnel costs that is state funded.