University Policies, Practices, and Organizational Changes

The University's commitment to an equitable and inclusive University community is expressed through a range of actions. In addition to training and collaborative partnerships and new programs and events, these include the following policy and organizational initiatives.  

  • LeadershipSenior Diversity and Inclusion Officer Christopher Jones is leading the effort to create a University-wide diversity and inclusion plan that includes strategies that focus on equity, diversity, and inclusion.

  • Campus climate survey. This survey evaluates where change is necessary.

  • Anti-racist statement. The University's anti-racist statement acknowledges the painful experiences of so many, and endorses our commitment to positive change.

  • Anti-Racism committee. The University's anti-racism committee, composed of faculty, staff, students, cabinet members, and alumni, is developing an antiracism plan and ways to better elevate and consider the voices and perspectives from our communities of Black, Indigenous, Latina/o/x/Hispanic, and people of color.

  • Inclusive strategic plan. The new strategic plan will incorporate the University's diversity, equity, and inclusion work. 

  • Anti-discrimination policy. The University's robust policy prohibiting discrimination, harassment, and retaliation outlines the procedures for making a report and the process the University will follow to investigate complaints/reports received. 

  • Performance evaluation change. Performance evaluations include accountability for the advancement of an inclusive and diverse work environment (e.g. “Please assess employee’s commitment to, and what you believe they have done, to make the University more diverse and inclusive.”). 

  • Hiring procedure modification. Candidates are expected to submit a statement about what they will contribute to the diversity and inclusiveness of the University; this also helps set expectations for our future employees.

  • Board member recruitment priority. Trustee recruitment strategies are prioritizing demographics to increase racial, ethnic, and gender diversity over the next three years to keep our University in touch with the needs of all our constituencies and to help hold the Board accountable to those they serve. 

  • Trustee resources and training. Diversity, equity, and inclusion resources and training are available to support members of the Board of Trustees as they work to be more intentional in their critical role in leading an institution that prioritizes, supports, and invests in diversity, inclusion, and equity.

  • Advisory body. The UCIC continues to act as an advisory body to the Cabinet, the Board of Trustees, and the entire University community.