Diversity and Inclusion

  • Attract and retain underrepresented faculty and staff and promote cultural competence in the university’s workforce
    • Increase the percentage of underrepresented faculty and staff
    • Require each division to create diversity hiring targets for the year with large units encouraged to meet or exceed a 20 percent goal
    • Enhance faculty and staff diversity through new and existing diversity employment programs (e.g. Faculty Diversity Composition Initiative, Staff Diversity Composition Initiative, Dual Career Assistance Program, Diversity Hiring and Recruitment Programs)
    • Enhance faculty and staff cultural competency through training and development initiatives and activities
    • Encourage faculty and staff connections through mentorship, affinity groups, networking, and volunteer opportunities
    • Consistent with the university’s Inclusive Excellence Strategic Plan, implement college, department and unit level programs designed to attract and retain underrepresented faculty and staff and promote cultural competence in the university’s workforce
  • Attract and retain underrepresented students and promote cultural competence in the student body
    • Increase the percentage of underrepresented students
    • Increase the retention and graduation rates of underrepresented, Pell eligible and first-generation students
    • Develop and implement a transition support program for at-risk students (ACT score less than 24, first-generation and Pell eligible) and evaluate other opportunities to connect new students with appropriate support programs
    • Develop and implement the Bear POWER program, a two-year program for students ages 18 to 26 with intellectual disabilities
    • Invite politically diverse speakers to campus to encourage balanced political discourse among faculty, staff and students
    • Evaluate curricular changes related to diversity, inclusion and the public affairs mission and raise awareness of diversity courses and programs
    • Continue to expand multicultural programming
    • Collaborate with college access programs and other groups to attract and retain underrepresented students
    • Consistent with the university’s Inclusive Excellence Strategic Plan, implement college, department and unit level programs designed to attract and retain underrepresented students and promote cultural competence in the university’s student body
  • Encourage diversity and cultural competence on campus and in the community
    • Expand student participation in the Collaborative Diversity Conference and continue to offer a business track for members of the local community
    • Continue to host, sponsor and encourage participation in diversity discussions, presentations, events, activities and projects
    • Re-establish the Facing Racism Institute and conduct diversity education for internal and external community groups and organizations as requested
    • Participate in the Public Entities’ Diversity Initiative Working Group to increase access for minority/women/disabled/veteran in university procurement and contracting opportunities
    • Participate as a partner in the Lumina Grant Project, Diversity MODES, Talent Hub, the Brother to Brother (B2B) program and similar programs and initiatives
  • Implement the Inclusive Excellence Strategic Plan and Scorecard
  • Continue to make accessibility improvements and incorporate design principles and elements that are inclusive of underrepresented groups when planning, designing and improving infrastructure on campus

Action plan table of contents