At the conclusion of the first year implementation of the University Diversity Plan, the President's Diversity Council and the Chief Diversity Officer encourage all units to meet best practices standards. We are also pleased to provide some key learnings.
Encourage robust communications, collaboration and networking in and among units.
Provide support resources to faculty, staff and students to retain current employees and staff.
Establish either a diversity committee or designate a staff member responsible for diversity efforts.
Provide leadership that reflects diversity and inclusion are an integral part of everyone’s work and should not be seen as a “project”.
Ensure all search processes utilize a diverse candidate pool.
Transactions for goods and services external to the university are conducted using a diverse and open process.
Communicate broadening commitments to others will not diminish the ongoing commitment to race and ethnicity.
Establish a mechanism to ensure a system of accountability.
Create a diversity section on all unit’s web sites linking to the university’s diversity web site.
Establish baseline data for assessment purposes.
Explore opportunities to collaborate across units to maximize resources and university-wide impact.
Explore opportunities to recruit students of color.
Develop mentoring programs for faculty, staff and students.
Leadership for diversity and inclusion begins at the top and is an integral part of everyone’s work.
Diversity and excellence are institutional values that weave a common cloth of inclusion and community.
Diversity is not just a project; it is a way of being and of expressing one’s highest ideals.
Achieving diversity goals requires a system of accountability where objectives are developed and individuals/organizations are held accountable for their accomplishment.
Leadership from the top is necessary; however, “point people” at the unit level is vital to change institutional culture.
Robust communication, collaboration and networking are essential ingredients of a community that aspires to diversity and excellence.
Many resources are already allocated for diversity; however, new funds through the Foundation and other sources will be required to move from good to excellent.
Aggressive marketing to recruit diverse faculty, students and staff is necessary; engagement for retention is essential.
Establishing benchmarks coupled with periodic assessment and evaluation is required to determine progress toward our diversity goals and objectives.