Applicants for such positions must address any past contributions pertaining to diversity, equity, and inclusivity, as well as any plans for future contributions, in their application materials. While the plan states that having such diversity skills is not required for a faculty position, in the next breath the plan provides that having them will be positively considered. Given that all hiring decisions must also be mindful of the diversity plans and goals and support the university-wide objective of increasing faculty diversity, the claim that diversity skillswhatever those areare not actually required for employment appears to be nothing but window dressing. That growth is driven by individuals and families who come from around the country and world seeking jobs, economic opportunities, and personal fulfillment. But there is more to achieve. Our three-year DEI Strategic Direction has been published in parallel with Change Starts Here, and our full Plan for an Equitable and Inclusive Campus will be published in the fall of 2022. UT Community - Create a distinctive UT culture. We are called to integrate the values of diversity, equity, and inclusion into all aspects of our university. Similarly, perhaps in response to criticism from NAS and FIRE, the introduction to the plan now notes in passing the need for having a variety of ideas and viewpoints among the faculty. Last summer, a working copy of the University of Texas at Austins (UT) Faculty Diversity, Equity, and Inclusion Strategic Plan was leaked by a UT employee. A recentsupplier diversity survey aimed to identify and quantify barriers for small, local, and diverse businesses that have an interest in doing business with the university. CU Boulder's goal by 2026 is to have a 90% retention rate for minority faculty. Universitywide Diversity Strategic Planning Process Building on the University Equity Audit, diversity strategic planning is the process through which we assessed and aligned our efforts across the Chancellor-led units and the central administration recognizing that diversity, equity, and inclusion lead us to excellence. To support the implementation of theuniversity-wide diversity strategic planning process at Rutgers Biomedical at Health Sciences (RBHS), a steering committee was formed with co-chairs tied to each priority supporting the creation of goals. (Again, given the activitiesof current UT diversity and inclusion deans to date, concern for diversity of opinion, free speech, and academic freedom does not appear to be part of a UT diversity officers job description. PDF UCA Minority Recruitment and Retention Plan - University of Central It coincides with rapid changes in the labor market that affect how employees work and the skills that employers seek and creates new educational needs and opportunities for traditionally enrolled students and learners of all types. Faces & Voices tells the Rutgers story through its greatest asset the students, faculty, staff, and alumni who make it a dynamic place of discovery. The University of Texas Rio Grande School of Medicine (UTRGV SOM) is committed to diversity and the . The 2022-25 You Belong Here: Our Plan for an Equitable and Inclusive Campus is part of UTs Change Starts Here plan and will include both the Strategic Direction and Operational Plan, which will assign responsibility to specific offices and units for implementation. Objective 4: Support Innovative and Diverse Scholarship, Teaching, and Service. (I rather doubt that anyone whose opinions are deemed insufficiently woke would ever be, even if having faculty with such viewpoints increase the breadth of opinions available at UT. Our strategic goals for the next five years are as follows: Recruit and hire diverse faculty, staff, and students Provide a welcoming, inclusive, and nurturing environment conducive to attracting and retaining a diverse group of individuals Meet or exceed national diversity demographics for the group of faculty hires in the next five-year period For decades, American colleges and universities have sought greater racial and gender diversity in their students, faculty, and administrative staff. Increase access and points of entry to honors programs for students of all backgrounds who demonstrate outstanding performance once they are at UT. This plan is Rutgers declaration that we will.. Invest in intentional growth that allows us to provide additional students and learners with the opportunity to realize their potential and change the world. The. Engage more alumni in a broader set of lifelong cultural enrichment, continuing education, and service opportunities. Conversations with campus communities and stakeholders involved in the process of implementation will happen over the spring and summer. Diversity Strategic Plan | Office of the President ), (Page 7) UT has established a special Provosts Faculty Recruitment and Hiring Program, which will hire new faculty with diversity-related skills as a principal or important criterion. The Provosts Office will clarify with deans as to who would be eligible for such positions. All of these units offer special training on a request basis as well. The proposal, which Ill refer to as the Plan, is based on a 2017 UT Austin blueprint plan called the Diversity and Inclusion Action Plan (UDIAP). You Belong Here will highlight action items for supporting our exceptional and diverse learners, both undergraduate and graduate students, and it addresses ways to improve staff and faculty diversity. Attention to equity involves ensuring access, opportunity, and advancement for all students, faculty, and staff in every stage of education and career development. The Office of Women's Careers (OWC), led by Helen Yin, Ph.D., was founded in April 2012 as a division of the Office of . U. Texas Approves Identity Politics "Strategic Plan for Faculty Rutgers, The State University of New Jersey, is an equal access/equal opportunity institution. A: UT Austin has placed a high priority on DEI initiatives while creating a strategic plan. Both of my parents (who were the first generation in their families to attend college) received their degrees from UT, as have other family members. Action items, which outline goals with specific details. A Culture of Inclusion // Beyond Boundaries: The Strategic Plan Learn how we will realize our institutional commitment to inclusive excellence. I guess it allows white minorities, who were never legislated against at the University to be in the pity party conversations of the public square.. Expand training programs that prepare faculty for leadership in research, university administration, and high-impact public activities. (Page 6) Every job posting must affirmatively include such diversity skills as a desired skill set for the position. Assessment of diversity-based approaches used by American To submit comments and feedback, please email asdei@tufts.edu. Strategic Direction This strategic approach represents the ongoing equity, diversity and inclusion work at UT Austin that supports increasing our impact. Initiative areas for the entire community of students, staff, faculty, and alumni, Advance Diversity, Equity, Inclusion, and Belonging among students, staff, and faculty. As part of the strategic planning effort, UT has accelerated the development of a university-wide plan for an equitable and inclusive campus. But with UTs increasing abandonment of fundamental principles such as free expression, free inquiry, equal opportunity, and individual achievement in favor of cancel culture, groupthink, identity politics, and equality of results, I no longer recognize the institution that I once attended and have long supported. OBJECTIVE 1:ATTRACT, RECRUIT, AND EMPLOY A DIVERSE FACULTY The primary objective of the strategic plan is to attract, recruit, and employ a diverse faculty. Faculty Appointments and Promotions Guidelines, Academic Reappointment, Promotion Instructions, Rutgers Connect Email for Volunteer Faculty, AAUP-BHSNJ Extramural Support Incentive Awards Program, Extension to Timetables for Tenure Consideration, Extension to Timetables for RBHS Instructors and RBHS Lecturers, OneSource Rutgers Faculty & Staff Service Center, RBHS Vice Chancellor for Faculty Development, Faculty Development Opportunities at RBHS, Rutgers Biomedical and Health Sciences Core Mentors, Executive Leadership in Academic Medicine, Faculty Development Opportunities Across Rutgers University, RBHS Diversity, Equity and Inclusion Leadership Team, RBHS Diversity, Equity and Inclusion Statement, Diversity, Equity, and Inclusion at Rutgers University, Diversity, Equity, and Inclusion Resources, Fostering Equity and Inclusion During the COVID-19 Pandemic, university-wide diversity strategic planning process, Report Accessibility Barrier or Provide Feedback Form. Diversity Strategic Plan Through the Lens of Diversity Challenges and opportunities to help shape UIC's strategic plan. Our Texas Exes are diverse, vibrant, and committed to the universitys mission and success. Individuals with disabilities are encouraged to direct suggestions, comments, or complaints concerning any accessibility issues with Rutgers websites to accessibility@rutgers.edu or complete the Report Accessibility Barrier / Provide Feedback form. In addition, this plan calls for amplifying mentorship and professional development networks for students, as well as increasing the knowledge around and connections to campus resources. CU Boulder makes progress towards 2026 strategic plan goals ), (Pages 12-14) Each colleges faculty salaries, teaching awards, and selection for endowments, leadership positions, and committee memberships will be annually audited (apparently by its required diversity commissar and/or the Provosts Office) to detect disparities, with particular focus on faculty members of historically underrepresented groups. If the diversity commissar makes findings of any improper disparities, action plans must then be developed to address them. It strengthens learning opportunities of inclusive classroom trainings for faculty and instructors, and it recommends the inclusion of diversity training for all students during orientation sessions. University Diversity Strategic Plan | Rutgers University Equity and Current UT faculty who believe in equal opportunity and individual merit, rather than equality of results and identity politics, should stay mum lest their departmental diversity commissar deem them lacking in diversity skills., UT faculty have warned of the dangers of this approach. Expand our social media following among alumni to increase their awareness of our impact and the connectivity of our community. A: We hope so. Grow community-building through mentorship and the creation of small, inclusive communities. We will invest to make sure that UT is a premier destination of choice for outstanding, high-potential students, faculty, and staff. The Coalition of Diversity, Equity, and Inclusion (DEI) Officers is currently a group of 16 individuals who oversee and advise their deans on matters of diversity, equity, and inclusion for faculty, staff, and students, and lead initiatives for their colleges/schools. Further, efforts in diversity, equity, and inclusion are to be a factor in all merit and promotion considerations. We continue toaim to attract talented students, staff, and faculty of all backgrounds by ensuring that we continue to draw from diverse talent sources, pursue equitable enrollment and hiring practices, and offer an inclusive environment. To achieve our bold aspiration, we will leverage our excellence and diversity to attract and retain even more highly talented people of all backgrounds: people who are passionate about our pursuits; committed to a culture of excellence, inclusivity, equity, belonging, and innovation; and dedicated to the free and open inquiry, discourse and debate that drive knowledge forward. The plan does contain the usual formulaic pronouncements that quotas are not allowed, and that employment decisions must not be made on the basis of race, color, religion, sex, national origin, age, or any other impermissible basis. To further attract and retain even more outstanding staff members, we will: Be a premier staff employer and career destination in Austin and Texas. In 2021, we educated more than 50,000 students from 50 states and 123 countries, and in 2020, we proudly earned the Hispanic Serving Institution (HSI) designation from the U.S. Department of Education, adding to our successes as part of the Asian American and Native American Pacific Islander Serving Institution (AANAPISI) Program. Providing a respectful workplace, showing a commitment to veterans, and valuing diversity and inclusion are just some of the many reasons why Rutgers is a great place to work. Grow undergraduate and Continuing Professional Education enrollment to better serve Texans and the nation, Improve yield rate for undergraduate, graduate, and professional students while continuing to elevate our standards, Reduce student debt-to-income ratio for undergraduate, graduate, and professional students, Earn recognition as a top higher education and public sector employer from Forbes, Glassdoor, or other workplace rating organizations, Increase yield rate among staff members who receive competitive employment offers while continuing to elevate our standards, Succeed in establishing supportive financial and non-financial practices competitive with other mission-based higher education and public employers, Increase yield rate among leading faculty who receive competing offers while continuing to elevate our standards, Succeed in establishing supportive financial and non-financial practices in line with public peer universities, Expand social media following among alumni, Attract more annual donors than any public university in the nation, Increase alumni engagement of all types, including direct engagement and support of UT programs and students, Complete and publish an updated university-wide, Achieve the commitments established in our, Define UTs cultural aspiration, including what it means to be a Longhorn, and embed this across our community. Box 1709 Newark, New Jersey 07101-1709, (973) 972 7595 rbhsfacultyaffairs@ca.rutgers.edu, 2022, Rutgers University Department.