Institutional leadership and commitment

Issues related to the degree of integration of policies, practices, finances and institutional support of Inclusive Excellence. Recognition that inclusion is necessary for true excellence in higher education.

1. The university will undergo regular review of policies and practices to determine impact on historically excluded groups (HEGs)/historically underrepresented groups (HUGs).

1.1. Inclusion will be stated as a core value in the university's values statements.

1.2. Develop strong organizational/financial support for diversity programming, activities, and cultural competence professional development.

1.3. Assistant to the President/Chief Diversity Officer will be consulted as new policies are developed.

1.4. Each college will develop a diversity committee or work group to develop and review Inclusive Excellence strategic planning.

2. The Office for Diversity and Inclusion will be structured to maximize institutional impact.

2.1. Develop and widely distribute and organizational chart designed to educate campus constituents about the structure of the Office for Diversity and Inclusion.

2.2. The Assistant to the President/Chief Diversity Officer will lead efforts to foster understanding of and commitment to a diverse and inclusive campus.

2.3. Enhance and maintain a centralized electronic calendar of diversity related eventss.

2.4. Enhance training for members of search committees to address the issue of implicit bias in searches and hiring decisions.

2.5. Develop the process for the collection and reporting of diversity and inclusion data for the university scorecard and for recommendations for improvement.