ÌÒñ«ÉçÇø embraces diversity in its many forms, including but not limited to sex, race, color, national origin, disability, gender identity or expression, sexual orientation, age, military or veteran status, marital status, genetic information, ethnicity, religion, spiritual belief, geographic origin, socio-economic status, language, political beliefs, and first-generation status. ÌÒñ«ÉçÇø strives to address the impact of injustice and to overcome barriers to achievement by establishing conditions of equity that encourage all students, staff, and faculty members to be successful socially, educationally, and professionally.
- The Office of Diversity, Equity, and Inclusion (ODEI) is focused on educational equity. We believe that all community members should have access to the right resources they need at the right moment in their education, regardless of their background.
- We develop this type of environment by understanding the socio-historical, policy andÌýÌýinstitutional context while proactively working to improve the lived experiences of community members and developing sustainable structures.
ÌÒñ«ÉçÇø commits to being an inclusive learning community characterized by the purposeful development and utilization of curricula and organizational resources that enable respect for the dignity and contributions of all members.
The Charge
- A centralized approach to diversity, equity and inclusion (DEI) efforts
- Optimize the use of resource allocation toward DEI efforts
- Greater campus diversity across staff, faculty and students
- Institutional emphasis upon inclusive and equitable practices throughout the operations
The Office of Diversity, Equity, and Inclusion Current Goals:
- Develop a strategic plan for diversity that is connected to ÌÒñ«ÉçÇø's strategic priorities. This plan will be actionable and accessible and includes collaborative work across all areas of the institution. This plan will focus on improving inclusivity and belonging for faculty, staff and students.
- Educate the campus community on issues related to diversity, equity and inclusion while building awareness and competence in navigating difference, dialogue and cultural humility. Develop an institutional approach.
- Focus on academic, personal and professional development of underrepresented community members to support retention and long-term success. Develop an institutional approach.
- Build resources that support community collaborations and deepen investment in the work of DEI at the University.
- Work collaboratively with the office of enrollment management and human resources to develop an actionable strategy to attract, yield and retain community members from diverse backgrounds and experiences to the ÌÒñ«ÉçÇø community.
As a result of these efforts ÌÒñ«ÉçÇø will:
- Improve the climate and sense of belonging for members who identify as under-represented across all constituencies.
- Continue to diversify its student body, faculty across all ranks and staff at all levels.
- Improve the retention and experience of community members from under-represented backgrounds and cultivate talent within the community.
