The Office of Diversity & Inclusion (ODI), in collaboration with the Office of Civil Rights & Sexual Misconduct (OCRSM), developed definitions of diversity, equity, inclusion and social justice as part of their mission-building project of 2020. To find these definitions, please visit the ODI Mission & Vision page.
These definitions are not intended to be exhaustive. Rather, they provide clarity for how our work embodies these terms as found in our Vision and Mission statements.
The full spectrum of human identities, backgrounds, experiences, and their intersections.
Full participation by all.
Justice in terms of the distribution of resources, opportunities, and privileges within a society.
Why Diversity & Inclusion?
Increasing student diversity of race, gender, income, disability, etc.
Land Grant Mission
Responsible to serve our whole community, one of the most diverse in the nation.
Diverse Student Needs
Greater mental health challenges, more financial need, generational expectation of more holistic support.
Bias incidents reported every year; representation of employees does not match population we serve.
Diverse & inclusive classrooms & faculty lead to better retention, more complex thinking, better preparation for "real" world.
Diverse & inclusive workplaces lead to higher job satisfaction, lower turnover, higher productivity, better earnings, etc.
How Do We Create a Diverse & Inclusive Culture?
Treat employees with respect. Feeling respected is a top priority for employees, but 54% in the US say they don't receive respect from leaders. Respect leads to open dialogue & better ideas.
Develop and recognize strengths for increased self-awareness, better interpersonal relationships, and greater likelihood of feeling included and seeing the value in each other.
Do What's Right
Build trust through transparent, compassionate discussions of diversity. Set clear, high expectations and provide sufficient resources. Make the tough calls. Inclusion does not mean anything goes.
Look for problems in the employee lifecycle, identify points where bias is more likely, & track how changes impact employees.
Create objective processes that allow you to review for potential bias. Use professional development to uncover personal biases and control for them.
Lift up marginalized voices. Make sure you cite diverse experts. Create an environment where diverse people want to work.