Diversity, Equity and Inclusion

  1. Enhance intervention strategies for the university’s bias response team to address incidents of bias involving race or another protected class that occur on campus or between members of the university community.
  2. Design and develop a facility expansion of the Multicultural Resource Center.
  3. Enhance and expand diversity, equity and inclusion training and educational opportunities for students, employees, and the external community.
    • Implement curricular modifications to enhance education on cultural consciousness and competence.
    • Promote classes with diversity, equity and inclusion content through the university’s searchable class schedule.
    • Expand the Facing Racism Institute and encourage administrative and academic leadership teams to participate.
    • Create a Student Diversity Leadership Institute for student leaders and encourage SOAR leaders, resident assistants, and all students across campus to participate.
    • Create and expand cultural consciousness educational opportunities for incoming students in residence halls, GEP101 classes, the Public Affairs Conference, and elsewhere on campus.
    • Create and expand cultural consciousness training for faculty, staff, and administrators.
  4. Improve access, retention and graduation rates of underrepresented students.
    • Support underrepresented and first-generation student needs through Bears L.E.A.D., college access programs, and programming through the Multicultural Programs and Multicultural Services offices.
    • Connect students who complete the Jump START program with other campus student support services.
    • Increase involvement with NASPA’s First-gen Forward and First Scholars Network to enhance our support for first generation students.
    • Consolidate student accommodations services under the Disability Resource Center and redefine the role of the Learning Diagnostic Center to enhance accessibility for students with disabilities.
  5. Implement a diversity education initiative in athletics.
  6. Implement recruitment and retention strategies for underrepresented faculty and staff in furtherance of the revised diversity goals established by the Board of Governors (16%).
    • Develop a diverse faculty mentoring program and a diverse staff mentoring program.
    • Expand faculty and staff diversity composition initiatives and the diversity hiring program.
  7. Review and modify university policies and procedures to ensure equal opportunity throughout the university system.
    • Revise admission policies to establish a test-optional admission pathway.
    • Review and modify WBE/MBE bidding requirements to promote WBE/MBE participation on capital improvement projects.
  8. Continue developing internal and external partnerships to promote diversity, equity and inclusion at the university and in the broader community.
    • Develop accelerated paths into graduate programs for undergraduate students enrolled in HBCUs.
    • Enhance participation with the National Black Graduate Students Association.
    • Enhance participation with the Student African American Brotherhood.
    • Continue to collaborate with the Diversity Talent Hub program to promote the hiring of underrepresented students and graduates.
  9. Increase communication with stakeholders about the university’s efforts and positions on diversity, equity and inclusion matters.
  10. Provide opportunities for the university community and the local community to engage in celebrations, events, and activities that promote diversity, equity and inclusion on campus and in the community.
  11. Seek external funding to support the university’s diversity, equity and inclusion initiatives and efforts.