Enhance Campus Diversity and Inclusion

  • Enhance efforts to attract and retain historically underrepresented groups, as well as other diverse groups, of faculty and staff
    • Require each division to set diversity hiring targets for the year with large units encouraged to meet or exceed a 20% goal
    • Continue to implement the campus-wide ADP diversity goal which encourages supervisors to include a goal related to diversity in employees’ appraisal and development plans
    • Continue to support efforts to increase the diversity of faculty and staff through the Faculty Diversity Composition Initiative, the Dual Career Assistance Program and the Diversity Hiring and Recruitment Programs
    • Evaluate opportunities to develop additional programs to enhance faculty and staff diversity, including a Staff Diversity Composition Initiative
    • Pilot networking opportunities and/or affinity groups for underrepresented faculty and professional staff patterned on the young professionals’ affinity group and assess the participation and value of these opportunities for underrepresented employees
    • Increase networking opportunities for underrepresented alumni
    • Develop university-wide and unit-level initiatives specifically tailored to recruit and retain diverse faculty and staff, as assisted by the associate provost for diversity (e.g., faculty mentoring programs, recruiting programs for visiting faculty and pre-doctoral fellowships, work-life programs, etc.)
    • Review tenure and promotion policies with a focus on ways to encourage faculty to engage in diversity and inclusion as part of their professional development activities
  • Enhance efforts to attract and retain historically underrepresented groups, as well as other diverse groups, of students
    • Identify barriers to academic progress and achievement of diverse and underrepresented students
    • Encourage faculty and student mentorship relationships through the Scholar 2 Scholar program
    • Continue efforts to recruit underrepresented students through targeted admissions initiatives, strengthening relationships with access organizations, revising the multicultural scholarship program, and redesigning admissions materials and websites
    • Expand multicultural programming, increase staffing for multicultural programs and upgrade multicultural and veteran facilities
    • Create a fund (administered by the division of student affairs) to support student diversity initiatives and cultural activities
    • Begin to develop a fundraising campaign to fund need-based scholarships and scholarships for veteran, first-generation and underrepresented students
    • Develop university-wide and unit-level initiatives specifically tailored to admit, recruit and retain a diverse student body (e.g., involve diverse, first-generation, low-income and underrepresented students in undergraduate research and experiential learning opportunities)
    • Continue to make accessibility and universal design improvements in campus infrastructure, academic programs and instruction, and student services
    • Incorporate design principles and elements that are inclusive of underrepresented groups when planning, designing and constructing facilities on campus
  • Support initiatives to encourage discussion of, and appreciation for, differences
    • Host the annual Collaborative Diversity Conference and expand student participation
    • Incorporate diversity and inclusion topics, discussions, and presentations into the signature public affairs events
    • Host, sponsor and encourage participation in diversity discussions, presentations, events, activities and projects on campus and in the community
  • Implement effective training and/or professional development to increase cultural consciousness/competence in diversity and inclusiveness for students, faculty and staff
    • Include diversity education as a part of the required orientation process for new faculty
    • Conduct diversity education for the Board of Governors, Administrative Council, new academic administrators and at least 40 current faculty members
    • Conduct diversity education for internal and external community groups and organizations as requested
    • Provide diversity and cultural competence education through Safe Zone, Ally training, Trans 101 training, the Student Diversity Training Team and other programs
    • Implement Green Dot, a bystander intervention program
    • Develop a diversity engagement course for student leaders
  • Ensure academic programs incorporate diversity into the curriculum and co-curricular activities
    • Evaluate curricular changes related to diversity, inclusion, and the university’s public affairs mission
    • Enhance communications to raise awareness of diversity-related courses and programs
    • Establish a chapter of the National Black Graduate Student Association (NBGSA)
  • Collaborate with other major businesses, institutions and organizations in the region to promote, create and value opportunities for diversity and inclusion
    • Create a fund (administered by the division of diversity and inclusion) to support faculty and staff diversity initiatives and research, as well as community-based diversity and inclusion educational and cultural efforts
    • Participate in the Public Entities’ Diversity Initiative Working Group to increase access for minority/women/disabled/veteran in university procurement and contracting opportunities
    • Complete the reorganization of the diversity committee structure to establish the Diversity Council as an advisory committee to the president on diversity and inclusion matters
    • Participate as a partner in the Lumina Grant Project, Diversity MODES and the Brother to Brother (B2B) program
    • Partner with K-12 schools and related organizations to develop and promote programs that target underrepresented primary and secondary students and their families to promote a higher education mindset and preparedness
  • Enhance public transparency and accountability on diversity and inclusion
    • Create and publicize a central diversity mission statement and encourage individual units and employees to develop their own statements and goals that contribute to the central diversity mission statement
    • Develop and publicize a strategic diversity and inclusion plan including a scorecard to detail diversity efforts throughout the university and monitor measurable diversity indicators
    • Continue to create and publicize reports monitoring progress toward the university’s annual and long range goals
    • Continue to encourage instances of perceived bias to be reported to and monitored by the Bias Response Team, and conduct an annual review of team incident reports and interventions
    • Continue to promptly and thoroughly investigate and respond to allegations of discrimination, harassment and retaliation through the office of institutional equity and compliance and the Title IX coordinator

Action plan table of contents