1.1 Action Item: Demonstrate a commitment to diversity and inclusion through strategic and budgetary priorities.

Status: On Target

Summary:

• President Greg Fenves has made diversity and inclusion a priority since he took office in 2015. He meets with diverse student groups to discuss campus climate-related issues and has established a campus climate task force, which meets three times a month, to discuss climate issues and progress.
• The commitment to diversity and inclusion is ongoing as a jointly held priority of the President, Provost, Senior Vice President and Chief Financial Officer, Vice President for Diversity and Community Engagement, and Vice President for Student Affairs,  as evidenced by the work in all portfolios on UDIAP.

1.2 Action Item: Achieve and maintain a diverse university leadership team.

Status: On Target

Summary:

• President Fenves’ administrative hires demonstrate that achieving this goal is paramount and on target. He has hired a diverse group of university leaders in the following positions: the Provost, Senior Vice Provost for Enrollment Management, Vice Provost for Diversity, Vice President for Student Affairs and Dean of Students,  the Senior Vice President for Financial and Administrative Services, and the Dean of the Graduate School.

1.3 Action Item: Establish diversity, equity, and inclusion committees within each CSU.

Status: On Target

Summary:

• In fall 2016, the Office of the Provost instructed each college and school to create a Diversity and Inclusion (D&I) committee to develop a list of college-level recommendations regarding three major themes listed below. Committees were to take into consideration faculty, undergraduate students, graduate students, postdoctoral fellows, and staff.
  • Diversify the units through recruitment, reviewing posting language, search committee makeup and training, how review rubrics are set up, and review of diversity of interview pool;
  • Address college, school, or department climate for faculty, students, and staff; and
  • Address equity issues related to salary, endowments, teaching/service assignments, leadership positions, space assignments.
• Each college or school submitted an initial report on their findings and plans to the Provost’s Office in spring 2017.
• The Council on Racial and Ethnic Equity and Diversity (CREED) reported the following efforts had been carried out by fall 2017: faculty candidates were asked to provide a diversity statement which documents their experiences increasing diversity and inclusion; workshops for faculty, staff, and students were held on critical race theory, implicit bias, and importance of diversity; a Latino Media Center was established; and collaboration with historically black colleges to create a pipeline for students of color in pharmacy.

1.4 Action Item: Monitor campus climate on ongoing basis.

The Campus Climate Task Force was established by the Office of the President with representatives from across campus. The group meets bi-weekly to discuss current and potential issues that might affect campus climate and discuss ways to address those issues.

Continue to 2. Campus Climate and Culture.