Campus climate

The development of a psychological and behavioral climate supportive of all students, faculty and staff.

1. Partner with students, faculty and staff to create and sustain a campus climate that welcomes, supports, respects and values differing perspecitves, experiences, and social conditions that have created barriers for underrepresented groups.

1.1. Design and administer a climate survey to be repeated every 3-5 years.

1.2. Utilize the results of the climate survey to contribute to university planning and decision-making.

1.3. Define and prioritize an Inclusive Excellence model for our campus that is consistent with and contributes to the university's existing public affairs mission, and promote the model and solicit participation in the model by all faculty, staff and administrators.

1.4. Develop a vigorous advertising campaign that affirms the university's commitment to Inclusive Excellence, especially as it relates to the public affairs mission.

1.5. Maintain a high profile in leadership and collaboration with other higher education institutions, community groups, local government, and regional businesses and organizations in promoting a more inclusive community.

2. Create an institutional infrastructure that effectively supports progress in achieving goals in the diversity strategic plan.

2.1. Maintain high visibility of the three correlates of the public affairs mission (cultural competence, community engagement and ethical leadership), and how this mission is related to Inclusive Excellence. Post these principles in classrooms and offices.

2.2. Expand the employee training program to include diversity competencies, and increase to an annual program.

2.3. Continue to develop affinity groups to facilitate support of campus community.

2.4. Institutionalize the use of campus climate research (both surveys and focus groups) to assess attitudes and perceptions and to monitor the accomplishment of campus climate goals.

2.5. Each university unit should establish diversity plans with accountability procedures that align the division with Inclusive Excellence goals. Performance critieria should be included in staff and administrator evaluation documents.

2.6. Develop guidelines and incorporate into existing documents, criteria which describe how individuals or departments work towards enhancing diversity competence and collegial campus climate.

2.7. Annually recognize faculty, staff, administrators, and departments who have made significant contributions to enhancing the campus climate and achieving diversity goals.