Strategic Diversity Plan

--Based on Goals and the 2020 Plan

Using diversity to achieve diversity. Institutions have historically adopted central strategic plans for diversity and placing executive responsibility for those plans in the hands of the University President or Chief Diversity Officers. While a single blueprint and clear line of expertise and accountability may have advantages for measurement and coherence, it runs counter to allowing individual solutions adopted to and for diverse and individual problems and units to be developed and implemented. By allowing for more diverse choices and direct actions to achieve broader university diversity goals in individual units, greater diversity progress across the institution with greater direct buy in should occur at all levels.

This goal versus plan approach is similar to the Strategic Priorities Task Force Recommendations. All units have a vested stake in achieving the Recommendations that broadly touch, but can be specifically applied to each unit of the campus in some manner.

Strategic Diversity Goals

Developing Broad Strategic Diversity Goals for the university provides an institutional framework for Initiatives that are global and allows for each unit on campus to have individual buy in to the specific/broad goals.

The broad goals and framework are structured around four core diversity principles that have been central to and utilized in virtually every diversity document and statement since the Strategic Diversity Plan of 1998. The Core Principles or Goals include the following:

Curriculum/Training

Academic curriculum (Miami Plan, Core Requirements, Domestic/Global Education and Experiences), Research, and Training/Workshops

  • Increase and enhance opportunities for career and professional development, and, campus and community involvement—develop systematic and ongoing dialogue, workshop, and seminar training on diversity related material (new and review).
  • Develop, build, and support academic (co-curricular) and professional development initiatives that promote engagement across difference.
  • Support, enhance, and increase co-curricular and academic offerings, in addition to cultural and social events, that promote and facilitate engagement (interaction and collaboration) across entire community.
  • Support and expand academic research, collaboration, and intellectual initiatives around diversity and inclusion—highlight and encourage, at all levels, practices and intellectual work and conference/workshop presentations on diversity related topics.
  • Support diversity programs and activities through small grants—seek funding to support programs, initiatives, activities not covered by traditional sources or local (unit) funding.

Recruitment

Increase proportion of the underrepresented (non-majority or minorities) and students from other cultures; promote academic success of underrepresented graduate students; increase diversity of faculty; and attract and hire a diverse classified and unclassified staff.

  • Increase diversity in a specified area/increase diversity in measurable way within a school/college/unit.
  • Increase pipelines, develop or enhance strategic relationships with key institutions, local groups and communities, organizations, and alumni.
  • Develop process to periodically review and revise internal structures, policies, and practices that may not support diversity, or highlight those that do support.
  • Examine work/life support systems—support a flexible work and educational environment to ensure operations support individuals from diverse backgrounds.

Retention

Beyond attracting students, faculty and staff, the prime objective is to ensure that undergraduate and graduate students graduate in a timely manner, faulty are tenured and promoted, and staff move through the ranks and remain at the institution.

  • Develop, implement, support strategies to improve retention of students, faculty, staff. Provide opportunities or create ways to review and revise unit structures to support diversity.
  • Improve achievement of diverse populations in relationship to academic honors and awards, research fellowships, publications, participation in programs or career/professional outcomes.
  • Support career development—support/increase participation in leadership training, conference participation, rewards and recognitions, contributions to the institution and specific units, strategic planning, and job assignments/rotations.
  • Develop mentor system in and outside of college, school, department, and unit.

Culture

Develop deep levels of understanding of culture and difference by continuously working to foster a campus environment that supports learning, development, and engagement across and between all members of the community.

  • Develop and improve ways to promote and advance multicultural understanding and create and enhance initiatives that build cross-cultural skills, knowledge and understanding.
  • Increase the dialogue and communication around diversity and underscore the institutional core belief about the positive impact of diversity on learning, collaboration, and achievement.
  • Reward, recognize, and motivate engagement in diversity from an Administrative level—build and support processes and activities that meaningfully recognize engagement in diversity.