Goal 2: Improve coordination of campus diversity planning. Continue to foster an inclusive, equitable campus community that embraces diversity of backgrounds and ideas and makes a positive impact on campus, the state of Texas, and beyond. Collaborate across campus to increase transparency of and access to DEI efforts and data. Grow our communities of high-performing scholars across colleges and schools and better connect them to one another in order to build community and enhance learning opportunities. Conversations with campus communities and stakeholders involved in the process of implementation will happen over the spring and summer. For tenured and tenure-track faculty, this means creating environments and structures that enable them to flourish in scholarly and teaching pursuits. Develop a pipeline of future graduate students to advance diversity and equity across the academy. Our distinctive identity as Longhorns will guide our commitment to excellence, inclusivity, equity, innovation, open discourse, and the free exchange of ideas, while enabling each member of our community to be their authentic self. Explore options to create new interdisciplinary honors programs, inspired by the Plan II model. Provide more resources, financial packages, housing support, community, recognition, awards, and other offerings for current and prospective faculty members. 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 accelerate these students journeys, we will: Attract outstanding staff members who are inspired by UTs mission. Rutgers, The State University of New Jersey, is an equal access/equal opportunity institution. 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. Diversityrefers to the variety of personal experiences, values, and worldviews that arise from differences of culture and circumstance. As Prof. Butler observed in his typical to-the-point style, I have never understood the concept of diversity. 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. And we will serve more students and families from around Texas, across the nation, and throughout the world whose careers, lives and economic mobility will be elevated with UT degrees. OBJECTIVE 2: RETAIN, DEVELOP, AND PROMOTE A DIVERSE FACULTY Many of the items included are already in place at the university, and the plan calls for continuing and strengthening these existing efforts. Every department can benefit from purposeful skill-building to support the creationof an inclusive community. 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. To more fully engage the alumni community, we will: To attract and develop an even more exceptional, inclusive community of Longhorns, we will focus on a series of specific goals: 110 Inner Campus Drive Seek to enroll more students in high-impact, high-demand fields. Expand continuing professional education (CPE) opportunities for the benefit of our community, state, nation, and world. The Institute for the Study of Global Racial Justice is a conduit for new knowledge and ideas, providing opportunities for Rutgers faculty whose inquiries address racism and social inequality to work collaboratively and effect meaningful action and positive change. Objective 2: Retain, Develop, and Promote a Diverse Faculty. People are the bedrock of our university. What is clear is that UT is not merely focused on guaranteeing equal opportunity and nondiscrimination (and perhaps enhanced faculty recruiting/retention efforts among certain groups) in hiring and promotion, but is instead implementing an equality-of-results identity-politics model. We are called to integrate the values of diversity, equity, and inclusion into all aspects of our university. Recruiting, attracting and retaining a culturally diverse faculty, staff and student body on campus is at the core of our efforts. Every department can benefit from purposeful skill-building to support the creationof an inclusive community. Strategic Diversity Plan 2018-2023 Shared Values Integrity: We act ethically and do what is right. Individuals with disabilities are encouraged to direct suggestions, comments, or complaints concerning any accessibility issues with Rutgers web sites [email protected] complete theReport Accessibility Barrier or Provide Feedback Form. She said that dream has only intensified since the U.S. Supreme Court recently barred affirmative action in college admissions.. Berry, a professor of engineering who lives with her family near Indianapolis, and other Black parents have taken to Twitter to lament the . The University of Texas Rio Grande School of Medicine (UTRGV SOM) is committed to diversity and the . [emphasis added]. But we have to look for it, we have to nurture and cultivate it, we have to remove barriers to it, and we have to reward and celebrate it throughout the university. To learn more about why David no longer writes under this name, click here. Building on the University Equity Audit, diversity strategic planning was the process through which we assessed and aligned our efforts across the Chancellor-led units and central administration in service of our goal to pursue excellence and inclusion deliberately. The newly formed Diversity Strategic Planning Implementation and Assessment Committee (SPIAC) will implement the strategic plan and support the forward movement at RBHS. Through this dialogue and in-depth discovery, define What it Means to Be a Longhorn in a way that creates a sense of belonging across our diverse constituency and promotes the ambitious pursuit of excellence, inclusivity, equity, innovation, respect, and open discourse that all community members can make their own. Increase access to and better communicate UTs expansive services for personal and professional development, well-being, and exploration for staff members. Faculty diversity, equity and inclusion are central to the mission of the Dietrich College. . Learn how we will realize our institutional commitment to inclusive excellence. LPC, ACSDirector, Marketing and CommunicationsRBHS Diversity Leadership CouncilCo-Chair, UBHC Diversity, Equity, & InclusionRutgers University Behavioral Health Care, Joseph A. Barone, PharmD, FCCPDean and Professor IIRutgers Ernest Mario School of Pharmacy, Nataki C. Douglas, MD, PhDAssociate ProfessorRBHS Diversity Leadership Council Director, Translational Research, Department of Obstetrics, Gynecology and Reproductive HealthRutgers New Jersey Medical School, Kyle D. Warren, PhD, MAESenior Vice Dean, Administration and Student ServicesRutgers School of Nursing. This plan specifies objectives, policies, prioritized actions, and timetables to be undertaken over the next four years to meet our institution's strategic goals with regard to equity and inclusivity. The University of Texas aspiration to become the worlds highest-impact public research university will be driven by our outstanding people. Further, efforts in diversity, equity, and inclusion are to be a factor in all merit and promotion considerations. The Plan's objectives devote the entirety of . An Office von the Board Vice President press Provost is pleased in announce that President Jay Hartzell has approved the Strategic Map for Faculty Diversity, Equity, and Inclusivity for UT Attn. It also examines ways to recruit and retain more diverse faculty, including strengthening the pipeline of diverse candidates through postdoc programs. Strategic Plan for Diversity ADOPTED AUGUST, 2019 Download PDF version Vision Statement We aim to create an equitable and inclusive environment for learning, research, and service by honoring, respecting, and embracing diversity within the School of Education (SoE) and the surrounding communities. Importantly, the Operational Plan assigns responsibility to specific colleges, schools and units for implementation. self-learning into your organizational routine. A: The Presidents Office and the Office for Vice President for Diversity and Community Engagement both oversee this plan. Build and support a culture of belonging. Continue to elevate our excellence as a flagship residential university as we serve more students. Download an accessiblePDF version of the Diversity Strategic Plan here. A: All members of the UT Austin community can enroll in a number of diversity trainings offered in UT Learn through the DDCEs Dynamics of Diversity including the LGBTQIA+ Ally Training and the DisABILITY Advocate training. will be better situated to begin strategic planning to meet long-term equity goals. We have an unparalleled opportunity to strengthen the bonds between alumni and the UT community that amplify our impact and support our ambition to attract the most annual donors of any public university. We will invest to make sure that UT is a premier destination of choice for outstanding, high-potential students, faculty, and staff. To reduce cost as a barrier to UT, we will: Strengthen and grow our honors programs to foster greater community and success. We will become a premier place to work for the talented staff members who are vital to our mission and whose creativity, passion and professionalism support excellence in teaching, learning, research, and daily operations. Alana Goodman, a student at the University of Massachusett A recent survey suggests that professorial ideological bia continue to seek faculty with a wide range of political, religious, philosophical, ideological, and academic viewpoints., 420 Madison Avenue, 7th Floor, New York, NY 10017, Copyright 2023 National Association of Scholars, Foundation for Individual Rights in Education, UT quietly announced that the plan had been approved, his ignoring other examples of illiberal wokeness at UT. 2 . Embrace and expand upon our distinctive Longhorn identity, which already engenders pride among students and their families, alumni, staff, and faculty. This training will focus on evaluation of demonstrated skill in promoting or achieving diversity, equity, and inclusivity in teaching, service, or research within applicant portfolios. (This phrase is repeated in a formulaic fashion throughout the plan, and rather than repeat it Ill refer to it as diversity skills.) Particularly in light of the UT Provosts Offices past involvement in developing and investigating alleged violations of UTs unconstitutionalspeech codes, I daresay that the concepts of diversity of viewpoint and freedom of expression will likely not be a focus of such reeducation, if they are mentioned at all. All rights reserved. Acknowledge the cost-of-living increases in Austin and implement financial and non-financial practices to address these challenges for staff members. Create a more coordinated and connected network of DEI practice and advancement across campus. 1:04 The University of Texas released its strategic plan on Tuesday morning outlining its 10-year blueprint to become the "highest-impact public research university in the world." The. Engage more alumni in a broader set of lifelong cultural enrichment, continuing education, and service opportunities. Launch a strategy to increase diversity among staff leaders. Rutgers expands on the Garden State Guarantee to increase access to a college degree. To compel more high-potential, high-talent students to come to UT, we will: Across the state and around the nation, paying for college can be difficult for families, and too many students take on significant debt to earn their degrees. Both of my degrees (BA [Plan II] 83, JD 86) are from UT. Launch an intentional, collaborative, UT community-wide dialogue and discovery on how to build upon our identity to ensure a meaningful experience for all across our Longhorn community. 512-471-8102 (Fax) Rutgers is an equal access/equal opportunity institution. We also recognize that creating processes and policies that cultivate a diverse, equitable, and inclusive campus brings tangible benefits to our whole community, and our students in particular, while increasing our potential for impact. Become known as a top employer in higher education and the public sector by developing outstanding processes, tools, and a workplace environment that cultivates success. As detailed in an earlier National Association of Scholars article, this plan included political litmus tests for hiring, promotion, and even scholarship. Strengthen community and support between faculty and staff members. Build on our decades of work and experience in Latino Studies, Black Studies, Women and Gender Studies, and other programs to develop distinguished and diverse academic leaders. To better serve our growing state and nation and increase our impact, we will: Personalize and enhance our recruiting efforts to persuade more top students to apply and enroll at UT. Edith H. Jones of the US Court of Appeals for the Fifth Circuit. The annual impact reports will provide updates on which goals have been completed and, once completed, the reports will track benchmarks and then change over time. We will aim to keep tuition, fees, and cost of living for middle and low income families from being a significant barrier to attending and thriving at UT. Complete and publish an updated university-wide Plan for an Equitable and Inclusive Campus by fall 2022 that supersedes the current DEI Action Plan, builds upon the new DEI Strategic Direction, and creates clear measures of success for diversity, equity, and inclusion. The. Assessment, which explains how goals will be measured. A: Dr. Smith and the DDCE will work with committees to identify specific actions and goals across our campus. Building on the University Equity Audit in 2020, diversity strategic planning from January 2021 to March 2022 was the process through which we assessed and aligned our efforts across the Chancellor-led units and the central administration to create the university plan, recognizing that diversity, equity, and inclusion lead us to excellence. Faculty will have to include on their syllabi and court catalogs indications of whether they have completed these required reeducation courses. Highlight our distinctive assets from academics and athletics offerings to campus events and lectures to our location in Austin and Texas to illustrate the UT experience.