V. Campus Culture and Communication

Initiatives of The Plan for Diversity, Equity and Inclusion

In an effort to share knowledge and promote transparency, ��߲ݴ�ý will develop and implement a bias incident log for the purpose of recording, without any personally identifiable information, a descriptive summary of bias-related incidents on campus. This log will be available to all members of the campus community. DEI staff will regularly review bias incident logs to develop educative and/or outreach interventions.

Responsible: Office of equity and diversity, Executive director for equity and inclusion, equal opportunity, and affirmative action, Senior adviser to the president
Target date: By summer 2020

The institutional advancement division will compile demographic data regarding alumni participation to better understand current levels of engagement in alumni programming and giving (as an important marker of engagement with the University). Low engagement can be a function of past experiences at ��߲ݴ�ý, but it can also reflect the need to strengthen University efforts today, with an eye towards engaging effectively with all segments of our alumni body.

Responsible: Institutional Advancement division
Target date: By spring 2020

��߲ݴ�ý’s Office of Institutional Analysis will institute — on a regular rotation, and no less than every three years — a faculty/staff climate survey. The results of this survey will be shared with the campus community, and senior administration will prioritize responsive action items, actively engage in implementing them, and report annually on progress made in addressing concerns identified through this survey. The following elements were recommended for inclusion by the DEI working groups:

experience of the campus;
the equity grievance policy and process;
engagement with professional development opportunities related to diversity, equity, and inclusion;
interacting across difference.

Responsible: Office of Institutional Analysis
Target date: Beginning in the 2020-21 academic year

Beginning in the 2020-2021 academic year, ��߲ݴ�ý will review and assess campus-wide programming and events designed to support inclusiveness and cultural competency for the campus community, including assessing impact. This information will serve as the basis for efforts to better engage the campus community in the shared work of inclusion, and will be shared through ��߲ݴ�ý’s annual DEI report to the campus.

Responsible: Office of equity and diversity, Senior adviser to the president
Target date: By fall 2020

��߲ݴ�ý began to update its web presence in the 2018–2019 academic year, and the communications division will carefully review the ways in which diversity, equity, and inclusion issues are represented there to ensure that these representations are reflective both of the University’s philosophy and also of the work being done and the work that remains to be done on becoming an inclusive institution.

Responsible: Communications division, senior adviser to the president
Target date: Winter 2020

The dean of the college division will develop educational programs and policies designed to support fraternity and sorority organizations in incorporating the University’s strategies on equity and inclusion into their activities and educational programs. Individual chapters will be led to engage with the commentary of ��߲ݴ�ý’s Middle States Accreditation Report on the role of fraternity and sorority organizations on our campus (see Appendix B of this plan), and required to respond.

Responsible: Dean of the college division
Target date: By summer 2021

��߲ݴ�ý will analyze recent requests for accommodations required by employees and define a budget to support appropriate requests. Recent experience suggests that the legal standards with which ��߲ݴ�ý must comply in terms of such requests are not well understood across campus; educational materials will therefore be prepared by the executive director for equity and inclusion, equal opportunity, and affirmative action and the senior adviser to the president to help departments more effectively respond to requests for needed accommodations.

Responsible: Executive director for equity and inclusion, equal opportunity, and affirmative action, senior adviser to the president
Target date: By spring 2020

The dean of the college division will annually review scholarship and practices from other institutions to continually enhance its efforts to orient new students to the complex issues related to living and learning in a diverse community, and will report on findings and new strategies through ��߲ݴ�ý’s annual DEI report to the campus.

Responsible: Dean of the college division
Target date: Ongoing; new diversity training was arranged beginning with the Class of 2022, utilizing external consultants from the Washington Group and Third Settlements

���߲ݴ�ý

��߲ݴ�ý