College of Arts and Sciences Diversity, Equity and Inclusion Implementation Plan

IE Framework: 1 Access & Success

Recruitment, retention, development, and long term outcomes (graduation, tenure,career advancement, etc.) are the key focus of this frame.

Strategic Goal	Key Efforts	Key Indicators	Metrics/Basis for Assessment
Recruit and retain more faculty from underrepresented, marginalized groups across all CAS Departments	Revise the Inclusive Excellence Postdoc Program Continue cluster hires in race/social justice and build infrastructure of the program Increase fac retention programs such as mentoring of fac; build retention plans into TT proposal process Development (incl DEI focused research & teaching clusters) Ameliorate housing constraints Monitor service burdens	Outcome: Composition of CAS faculty and research interests across departments Process: DEI focused job outreach & position descriptions Process: analysis of FSSE data and other climate surveys Process: Work w campus leaders on housing strategy Process: Review of FARs, MPRs	Demographics of long list/short list candidates # of Successful hires (postdoc and TT) Increased retention of faculty Losing fewer candidates because of housing prices
Recruit and retain staff from underrepresented, marginalized groups at Department level and Dean’s Office	Participate in compensation review led by President’s Office Add staff representative to Inclusive Excellence Fellows group Build DEI priorities into all new staff job descriptions and searches.	Audit of salaries and benchmarking with peer institutions, calibrated for region Increase staff participation in implementation of CAS DEI strategic plan Increasingly diverse candidate pools, esp with URG candidates	CAS representation on task force and input from Dean’s cabinet Increasingly diverse candidate pools, esp with URG candidates
Review student success data for equity gaps within departments and across the College	Work with LEAD Center and Drahmann to learn about biggest equity obstacles for students Review student success data at the Department level to identify equity gaps Work w Enrollment Management to offer more scholarships to URG students in Arts & Humanities, starting w Sinatra funds	We will review DFW rates in gateway/required courses; diversity of students by major; time to degree, etc.	We will examine various dimensions for equity including race, first gen status, income, disability, gender, etc.

IE Framework 2: Education & Scholarship

The ways in which curriculum, teaching, research, scholarship, and employee and student development contribute to our passion for discovery, innovation, community.

Strategic Goal	Key Efforts	Key Indicators	Metrics/Basis for Assessment
Review and update curricula across the College to reflect disciplinary innovations in social justice and diversity of perspectives	Build DEI curriculum review and DEI assessment practices into the program review process	Assessment office will provide guidelines and examples of DEI assessment practices Depts who have revised their curriculum to highlight DEI work will share their process	Examination of program review materials to see if depts were able to do this and where they need support
Formally propose a Center for Inclusive Teaching and Learning	Work with campus partners, (Faculty Development and the IE Division) to enhance the existing draft proposal (if necessary) and get feedback from key leaders/stakeholders on campus	Get feedback from key stakeholders Submit proposal for consideration by President Identify potential funding sources	same as previous column
Participate in revision of the Core Curriculum to reflect disciplinary innovations in social justice and diversity of perspectives	Strengthen Core diversity requirement Engage in early planning process for revised Core to prioritize student-centered approach and social justice perspectives	Identify who from the Dean’s Cabinet will be the liaison to this work from CAS. Talk with JEDI Council about ideas for the new Core	Representation on Core revision committee Solicitation of ideas from CAS faculty, staff, students re JEDI and the new Core.

IE Framework 3: Infrastructure & Accountability

The policies, resources, organizational and communication structures, and performance measures that inform and enable an intentionally inclusive, equitable, and innovative organization.

Strategic Goal	Key Efforts	Key Indicators	Metrics/Basis for Assessment
Establish baseline data for faculty, staff and student related equity issues	Work with assessment office to review data, and share with college leaders	Identify key measures to focus on for each of the 3 constituent areas	Share baseline data with chairs (and maybe with the college) so that depts can work to improve the baseline
Develop mechanisms to track DEI related contributions at the Department level	Institutionalize the regular inclusion of DEI related work in the review of Faculty Activity Reports (FARs).	Process: Build on piloted DEI section of FAR Process: Recognition of labor//burden Process: Identifying imbalanced contributions	Work with Task Force on Faculty Service and Dean’s Office assess effectiveness of new FAR processes

IE Framework 4: Community Engagement

Engagement with individuals and groups in our local area + Reciprocal relationships with community partners in service of well-being and mental health.

Strategic Goal	Key Efforts	Key Indicators	Metrics/Basis for Assessment
Build student, faculty and staff’s sense of belonging within academic depts	Encourage partnerships between CAS and academic depts with other university offices such as (OML, RRC, LEAD, MCC, alumni networks) Link curriculum to events/activities with above offices to enhance community-building.	Outcome: Increase Department level collaborations with campus organizations on events or programs Support heritage month events and partnerships w OML	Use program reviews to assess the level of partnership academic depts are engaging in with other units
Increase faculty and staff scholarly, creative and pedagogical impacts through community partnerships (research, advocacy, policy, creative projects etc.)	Highlight campus funding opportunities available to support this work. Build networking opportunities with off campus leaders into faculty cluster hire programming	Use program review and FAR process to assess the level of community partner engagement in depts; work with depts to increase engagement where necessary	Measure number and impact of joint partnerships between CAS depts and community orgs

IE Framework 5: Climate & Intergroup Relations

This dimension refers to what it feels like for individuals to be here, and the behavioral experiences and norms that are present. Effective and innovative cultures depend on individuals feeling comfortable to take interpersonal risks and to bring their whole selves to their work and learning. The university and local community are working together to build a living, learning, and working environment where all individuals are supported, are respected, feel a sense of belonging, and are thriving.

Strategic Goal	Key Efforts	Key Indicators	Metrics/Basis for Assessment
Improve faculty and staff experiences of climate (equity & inclusion) within the College	Gather qualitative department level climate data for all CAS Departments through program review Utilize department level climate assessment tool that surveys faculty, students and staff (ODI) Identify incentive mechanisms for survey completion	Disseminate climate tool to all constituencies Outcome: more department level data to help advance CAS DEI goals Process: Identify priority areas for individual departments (hiring, curriculum, climate, mentoring, internships etc.)	Assessment of Department climate Assessment of classroom climate
Improve classroom climate for students by cultivating inclusive learning environments	Develop guidance on inclusive language and harmful terminology and language (work with Fac Dev on this) Set up a regular schedule for academic departments to conduct climate surveys with ODI, possibly link to program review	Training/resources on inclusive language Training/resources on navigating when harmful language or remarks are made in a classroom context Identify college/university-wide measures we can use as a baseline for comparison/improvement	Increase funding for and measure attendance at workshops (on campus and off) on inclusive teaching and use FARs or program review to assess pedagogical changes (partner w Fac Dev)