2019-2021 Excellence Through Diversity, Equity, And .

3y ago
50 Views
2 Downloads
3.18 MB
33 Pages
Last View : 6d ago
Last Download : 6m ago
Upload by : Isobel Thacker
Transcription

2019-2021Excellence through Diversity, Equity, and Inclusion Action Plan

Executive Summary52017-2019 Campus-wide Assessment and Planning Process5Aspirational Goals and Expected Outcomes7Moving Forward with Accountability and Engagement82019-2021 Action Plan - Goals Strategies Critical Tasks 10GOAL ONE: Create and sustain an inclusive and equitablecampus environment10GOAL TWO: Recruit, retain, and advance a diverse campuscommunity of faculty, staff, and students15GOAL THREE: Integrate diversity, equity and inclusion intothe university’s core academic mission of teaching, research,and service.23GOAL FOUR: Enhance campus-wide diversity, equity, andinclusion accountability, effectiveness, and ty, Equity, and Inclusion2

Dear members of the University of Iowa community,Excellence through diversity, equity, and inclusion is a core value on our campus, andUI leadership reflects on the phrase often as we continue to strengthen effortsrelated to those important areas. The 2019-2021 Excellence through Diversity, Equity,and Inclusion Action Plan outlines goals and defines outcomes we hope to achievethrough campus-wide collaboration over the next two years.The detailed action plan could not have been created without your invaluable inputand participation in the campus climate survey, listening sessions, and contributionsto the FY19 Diversity, Equity, and Inclusion Digest. You told us where and how wecould be better, and the action plan steering committee used your thoughtfulfeedback to create challenging but achievable goals.As outlined in our statement of purpose and mission (OM 2.1.3), the university is acommunity of faculty, staff, students, alumni, and friends who seek to advanceknowledge and foster learning across a broad range of academic endeavors, whichrequires us to take seriously our obligation to protect academic freedom and freeexpression while maintaining an inclusive community in which people of differentbackgrounds can encounter one another and flourish in a spirit of cooperation,openness, and shared appreciation. When we work together, we are better. Whenwe understand each other, we are stronger. When we value our fellow communitymembers, we are a more connected community.This plan will build on our legacy, advance a more equitable environment, andpromote inclusiveness on every level and for every person. It is designed to be aliving road map to a better university—and the next step on our historic journey.Thank you for being in partnership with us as we engage in the important work ofmaking the UI a place where everyone matters.J. Bruce Harreld, presidentSue Curry, interim executive vice president and provostMelissa Shivers, vice president for student life and interim associate vice president fordiversity, equity, and inclusionDiversity, Equity, and Inclusion3

Renewing our Commitment to Excellence through Diversity, Equity, and InclusionThe University of Iowa’s status as a premier research university depends on the robust exchange of ideas. The diversity of our students, faculty, and staff helps usfulfill our mission to explore, discover, create, and engage. Thus, we are committed to supporting every Hawkeye’s pursuit of excellence. As we enhance thebreadth and depth of our perspectives, we purposefully prepare for our future. Our ability to foster an equitable and inclusive environment for all who join the UIfamily will determine our collective success. We eagerly accept this challenge.At the UI, we achieve excellence through diversity, equity, and inclusion.PRESIDENT’S CABINETSHARED GOVERNANCE LEADERSCOUNCIL OF DEANSGary Barta, director of athleticsBrent Gage, associate vice president forenrollment managementSteve Fleagle, associate vice president and chiefinformation officerJ. Brooks Jackson, vice president for medicalaffairs and dean of the Roy J. and Lucille A. CarverCollege of MedicineJohn Keller, interim vice president for research,associate provost for graduate education, anddean of the Graduate CollegeRod Lehnertz, senior vice president for financeand operationsPeter Matthes, vice president for externalrelationsCheryl Reardon, chief human resources officerand associate vice presidentCarroll Reasoner, vice president for legal affairsand general counselRussell Ganim, Faculty Senate presidentDexter Golinghorst, Graduate and ProfessionalStudent Government presidentMichael Hesseltine, Staff Council presidentHira Mustafa, UI Student Government presidentDaniel Clay, dean of the College of EducationJohn Culshaw, university librarianSarah Gardial, dean of the Henry B. Tippie Collegeof BusinessJ. Brooks Jackson, vice president for medicalaffairs and dean of Carver College of MedicineDavid Johnsen, dean of the College of DentistryJoe Kearney, interim dean of the College ofLiberal Arts and SciencesDonald Letendre, dean of the College ofPharmacyEdith Parker, dean of the College of Public HealthAlec Scranton, dean of the College of EngineeringDowning Thomas, associate provost and dean ofInternational ProgramsTanya Uden-Holman, associate provost forundergraduate education and dean of theUniversity CollegeKevin Washburn, dean of the College of LawJulie Zerwic, dean of the College of NursingDiversity, Equity, and Inclusion4

Executive SummarySince its founding, the University of Iowa (UI) has been at the forefront for diversity, equity, and inclusion efforts in higher education. The“university of firsts” moniker reflects the many pioneering actions taken by administrators, faculty, staff, and students to create a more diverseand inclusive campus community. The legacy of the university’s longstanding commitment to diversity, equity, and inclusion lives on in the workof the numerous programs, offices, and people on campus today.The UI’s 2019-2021 Excellence through Diversity, Equity, and Inclusion Action Plan represents the culmination of a multi-year assessment andengagement process. The plan has been designed to provide a roadmap to guide diversity, equity, and inclusion initiatives for the next two yearsin anticipation of a campus-wide strategic planning process that will commence in 2021. This action plan should be regarded as a livingdocument—one that sets a course but remains responsive to campus needs and priorities as they arise. The plan’s goals, strategies, and criticaltasks for moving forward have been informed by the campus climate survey and listening session results, as well as by the assessment of currentcampus efforts as inventoried in the FY19 Diversity, Equity, and Inclusion Digest. Many committed individuals have contributed to thedevelopment of the action plan, including members of the Diversity, Equity, and Inclusion Action Plan Development Group, the CharterCommittee on Diversity, the Path Forward Diversity, Equity, Inclusion, and Collaboration Committee, and numerous others who have offered theirinsight and experience to the process. Please see the acknowledgments section at the end of the plan for a listing of the many individuals whohave played a role in developing this plan, as well as advancing diversity, equity, and inclusion in their respective corners of the university.2017-2019 Campus-wide Assessment and Planning ProcessThe 2019-2021 Excellence through Diversity, Equity, and Inclusion Action Plan represents the culmination of a two-year process that began in Fall2017 when Professor Lena Hill, serving as the senior associate to the president and interim chief diversity officer at the time, convened a forum ofdeans, vice presidents, and campus diversity leaders to receive an update from the Chief Diversity Office and engage in dialogue about how bestto move diversity, equity, and inclusion forward at the UI. In response to the forum, Dr. Hill announced several campus priorities during the annualUpdate on Diversity, Equity, and Inclusion in January 2018, including a commitment to assessing and improving campus climate and enhancingclear communication and accountability for advancing diversity, equity, and inclusion at the University of Iowa. As a result, the Charter Committeeon Diversity led by Sarah Bruch, an assistant professor of sociology, collaborated with the Chief Diversity Office and the Office of the Provost toconduct a comprehensive data collection process to assess campus climate.In May 2018, Vice President for Student Life Melissa Shivers agreed to serve as the interim chief diversity officer upon Dr. Hill’s departure. Dr.Shivers expressed her whole-hearted commitment to move forward with a wide-reaching assessment of campus climate and the development ofa data- and research-informed action plan, aligned with the UI Strategic Plan 2016-2021, to advance diversity, equity, and inclusion at theUniversity of Iowa.Diversity, Equity, and Inclusion5

Throughout this process, the University of Iowa’s historic legacy and ongoing efforts to advance diversity shone through; the work the institutionhas yet to do to achieve an inclusive and equitable campus also become evident. In keeping with James Baldwin’s assertion that “nothing can bechanged until it is faced,” the following documents provide snapshots of the university’s strengths as well as its challenges, and they will serve asguideposts as the university builds on its legacy and renews its commitment to action in the days ahead: 2018 Faculty and Staff Diversity, Equity, and Inclusion Climate Survey Report and Listening Sessions Report,2013-2018 Undergraduate Student Diversity, Equity, and Inclusion Campus Climate Survey and Listening Sessions Report,2018 Graduate Student Diversity, Equity, and Inclusion Climate Survey and Listening Sessions Report,2019 Professional Students, Post-Doctoral Scholars, and Post-Graduate Trainee Diversity, Equity, and Inclusion Climate Survey (inprogress), and theFY2019 Diversity, Equity, and Inclusion Digest.Diversity, Equity, and Inclusion6

Aspirational Goals and Expected OutcomesThe 2019-2021 Excellence through Diversity, Equity, and Inclusion Action Plan is a call to action in support of four goals that emerged from thecampus assessment process: Create and sustain an inclusive and equitable campus environment. Recruit, retain and advance a diverse campus community of faculty, staff, and students. Integrate diversity, equity, and inclusion into the university’s core academic mission of teaching, research, and service. Enhance campus-wide diversity, equity, and inclusion accountability, effectiveness, and collaboration.If effectively implemented, the plan’s goals, strategies, and critical tasks will result in an institutional framework that will achieve the followingoutcomes: A stronger sense of belonging and inclusion on campus by all members of the UI community. Increased ownership of diversity, equity, and inclusion efforts by all students, faculty, and staff members. Improved competence and commitment among all members of the UI community to advance diversity, equity, and inclusion Reduced intergroup disparities between underrepresented and majority groups, including but not limited to disparities in hiring,enrollment, retention, and graduation rates. Increased ability of each member of the university community to bring their authentic selves to their living, learning, and workingenvironments.Campus-wide Paradigm Shift from “Diversity” to Diversity, Equity, and InclusionDIVERSITYEQUITYINCLUSIONDiversity refers to all aspects of humandifference, social identities, and socialgroup differences, including, but not limitedto race, ethnicity, creed, color, sex, gender,gender identity, sexual identity, socioeconomic status, language, culture, nationalorigin, religion/spirituality, age, (dis)ability,military/veteran status, politicalperspective, and associational preferences.Equity refers to fair and just practices andpolicies that ensure all campus communitymembers can thrive. Equity is different thanequality in that equality implies treatingeveryone as if their experiences are exactlythe same. Being equitable meansacknowledging and addressing structuralinequalities—historic and current—whichadvantage some and disadvantage others.Equal treatment results in equity only ifeveryone starts with equal access toopportunities.Inclusion refers to a campus communitywhere all members are and feel respected,have a sense of belonging, and are able toparticipate and achieve to their potential.While diversity is essential, it is notsufficient. An institution can be bothdiverse and noninclusive at the same time,thus a sustained practice of creatinginclusive environments is necessary forsuccess.Diversity, Equity, and Inclusion7

Several important changes have already resulted from the two-year development process. The institution has embraced a paradigm shift from a commitment to diversity alone to an intentional focus on advancing diversity,equity, and inclusion that includes a broad understanding that advancing these goals is the responsibility of all offices and individuals oncampus.The Chief Diversity Office was renamed the Division of Diversity, Equity, and Inclusion and the title of its lead administrator wasreconceptualized as the associate vice president for diversity, equity, and inclusion from its former title of chief diversity officer.At the time of the release of this plan, the campus is in process of recruiting an excellent candidate to fill the redefined role and lead thecampus into the next phase of development.An external review of the Division of Diversity, Equity, and Inclusion occurred in March 2019 to ensure that the organizational structureand programs are appropriately aligned and situated to advance diversity, equity, and inclusion at the university.Numerous presentations, workshops, and resources have been provided to support units and individuals in mirroring the paradigm shift intheir strategic planning and professional development initiatives.Moving Forward with Accountability and EngagementThe UI Path Forward

Sarah Gardial, dean of the Henry B. Tippie College of Business J. Brooks Jackson, vice president for medical affairs and dean of Carver College of Medicine David Johnsen, dean of the College of Dentistry Joe Kearney, interim dean of the College of Liberal Arts and Sciences Donald Letendre, dean of the College of Pharmacy Edith Parker, dean of the College of Public Health Alec Scranton, dean of .

Related Documents:

tion diversity. Alpha diversity Dα measures the average per-particle diversity in the population, beta diversity Dβ mea-sures the inter-particle diversity, and gamma diversity Dγ measures the bulk population diversity. The bulk population diversity (Dγ) is the product of diversity on the per-particle

diversity of the other strata. Beta (β) Diversity: β diversity is the inter community diversity expressing the rate of species turnover per unit change in habitat. Gamma (γ) Diversity : Gamma diversity is the overall diversity at landscape level includes both α and β diversities. The relationship is as follows: γ

AFMC Diversity, Equity, Inclusion and Accessibility (DEIA) Training 2 2 Diversity in BusinessDiversity in Business 3 Minutes 3 The Importance of Diversity The Importance of Diversity3 Minutes 4 The Power of Diversity 4 Minutes The Power of Diversity 5 The Threat of Diversity 2 Minutes The Threat of Diversity 6 Diverse Teams Deliver Results 1 Minute Diverse Teams Deliver Results

alpha, beta, and gamma diversity. Alpha (α) diversity is local diversity, the diversity of a forest stand, a grassland, or a stream. At the other extreme is gamma (γ) diversity, the total regional diversity of a large area that contains several communities, such as the eastern deciduous forests

Alpha, gamma and beta diversity are theoretical constructs that describe the hierarchical, multiscale nature of diversity. Phyto-chemical alpha diversity is the average diversity at the scale of a single sampling unit (i.e. ‘local’ diversity). Gamma diversity is

local diversity (alpha diversity) and the complement of species composition among sites within the region (beta diversity), and how these diversities contribute to regional diversity (gamma diversity) [35, 37]. The influence of alpha and beta diversities on gamma diversity is an essential aspect of local and landscape level conservation plans [38].

2019 Alfa Romeo Giulia 2019 BMW X7 2019 Alfa Romeo Stelvio 2019 BMW Z4 2019 Audi A3 2019 Buick Cascada 2019 Audi A4 2019 Buick Enclave 2019 Audi A5 2019 Buick Encore 2019 Audi A6 2019 Buick Envision 2019 Audi A7 2019 Buick LaCrosse 2019 Audi A8 2019 Buick Regal 2019 Audi Allroad

August 2, 2021 15 August 2, 2021 16 August 2, 2021 17 August 3, 2021 18 August 4, 2021 19 August 5, 2021 20 August 6, 2021 21 August 9, 2021 22 August 9, 2021 23 August 9, 2021 24 August 10, 2021 25 August 11, 2021 26 August 12, 2021 27 August 13, 2021 28 August 16, 2021 29 August 16, 2021 30 August 16, 2021 31