Strategy: Equip the community to reduce bias, combat discrimination and eliminate sexual misconduct
President
  • Ensure that senior leadership engages in cultural competency training
Office of Diversity, Equity and Inclusion (ODEI)
  • Develop and recruit for a Bias Reduction Initiative
  • Work with Deans to choose  anti-discrimination/bias reduction training and plan for on-going follow-up
  • Continue facilitated process; develop resources for faculty searches
  • Clarify outcomes and scale up for Promising Pathways; develop year 2 of project to improve first year student retention; support holistic and co-advising model; engage enrollment management
Academic Affairs
  • Establish an Ombudsperson for each college and develop training needed to perform the role
  • Equip toolkit from faculty to implement search and hiring protocol
Student Life/Athletics
  • Access NCAA resources for Athletics diversity training
  • Understand and address bias in student conduct.  Expand mediation initiatives
  • Work with Public Safety to clarify protocols for campus incident response
  • Develop graduate assistantships to enhance diversity with each unit
Enrollment Management
  • Develop ongoing professional development opportunities for staff to promote diversity
Mission and Ministry
  • Staff take Intercultural Development Inventory, followed growth plan with specific Spring 2017 focus on increasing appreciation and adaptation with respect to the African American community