Following a yearlong evaluation of the University of Michigan’s initial diversity, equity and inclusion five-year strategic plan, university leadership presented findings and gathered community feedback ahead of the fall launch of DEI 2.0.
Findings from DEI 1.0 were outlined Jan. 10 in the Michigan Union’s Rogel Ballroom during an information session and conversation between President Santa J. Ono and Tabbye Chavous, vice provost for equity and inclusion and chief diversity officer. Provost Laurie McCauley delivered welcoming remarks.
“Institutions have to be committed to continuous, positive momentum,” Ono said. “It’s important for me to show I’m behind DEI 1.0 to make sure when we embark on DEI 2.0 as an institution, we do so with even more vigor, determination and support.”
The interactive session, hosted by the Office of Diversity, Equity and Inclusion, allowed members of the U-M community to attend in-person and virtually to learn and provide immediate feedback about DEI 1.0.
A question-and-answer session with Chavous considered how the university can leverage successes and opportunities for growth in developing its next strategic plan.
Watch the full DEI 1.0 evaluation report information session.
Chavous shared insights and lessons learned from DEI 1.0, including the need for strategic unit plans that are more focused, increased collaboration across plans, enhanced infrastructure such as data and evaluation support resources, as well deeper engagement with the community.
Since the first campuswide DEI strategic plan launched in 2016, it has outlined strategies and actions to support the 50 school, college and unit plans, which address unique local needs and opportunities.
While progress has looked different across units, Chavous said all units have made progress forward in advancing diversity, equity and inclusion.
A critical component to advancing the DEI efforts across the university has been the DEI Implementation Leads Group, which is charged with ensuring that the 50 school, college and unit plans are executed within their respective areas.
Chavous said U-M now has more than 100 DEI leads on the Ann Arbor campus and more than 120 leads at Michigan Medicine.
Following the evaluation process at both the unit and university levels, U-M reported that during the DEI 1.0 period 37 university-level action items and more than 2,800 unit-level action items were completed.
A portion of the session also included an overview of demographic data for students, faculty and staff over the five-year DEI 1.0 timeframe.
Data patterns showed that regarding racial minorities, the number of people of color increased substantially during DEI 1.0 across tenure and non-tenure tracks, staff, undergraduate and graduate students.
Chavous said that while overall demographic diversity has increased among students, staff and faculty during this time, there is a need to intensify a strategy and increase DEI efforts in 2.0.
An example from the data showed that the number of Black students on U-M’s campus increased from 2016, but not to a degree that has kept up with the growing student body overall.
Chavous explained that while the number of Black undergraduate students on campus has increased over time, the percentage of total Black undergraduate students has remained low and has not kept pace with the rate of growth for the overall student body. In contrast, the number of Black graduate students and their overall percentage increased, suggesting different progress in recruiting and enrollment for those two educational pathways.
Similarly, the number of Native American undergraduate students decreased from 2016, as the number of Native American graduate students showed an increase suggesting different progress at undergraduate and graduate recruitment efforts.
Data from staff and faculty representation showed the number of women and people of color increased from 2016, with the exception of Native American staff and tenure-track faculty.
Chavous said the university’s faculty and staff hiring efforts were more diverse during DEI 1.0, with a higher percentage of people of color hired during the DEI 1.0 timeframe than in the prior decade.
Some examples highlighting the DEI recruitment efforts, to support enrollment and initiatives developed to enrich the community, include the Wolverine Pathways and LSA Collegiate Fellows programs.
The Wolverine Pathways program, which launched in 2016 and provides year-round academic and social support for students, families and their schools in selected underserved Michigan communities, saw 470 scholars graduate from the program in the first five cohorts.
It reported 81% of its graduates enrolled in or graduated from college.
The LSA Collegiate Fellows program, which recruits early-career scholars in all liberal arts fields who are committed to DEI in the academy, received nearly 4,000 applications since 2016 and reported that 98% of those who have completed their fellowships are now in tenure-track positions.
Highlights from the evaluation report also focused on the university’s accessibility efforts, including the development of resources and attention to remove physical barriers, disability awareness training, digital accessibility policies and development of programs such as the Adaptive Sports and Fitness Program.
Programming developed during DEI 1.0 also made significant gains in creating spaces and opportunities for students, faculty and staff to learn about, build comfort with, and learn skills to engage across differences.
Some of these DEI skill-building opportunities include:
A full evaluation report with an interactive website will be available and posted online Jan. 13 at diversity.umich.edu.
Data presented during the evaluation session was developed through the examination of enrollment and employment data, campus climate surveys, institutional reports, budget documents and other materials developed through the DEI 1.0 evaluation period.
This article originally appeared in the January 12, 2023 edition of The University Record
President Santa J. Ono and Vice Provost and Chief Diversity Officer Tabbye M. Chavous are pleased to invite you to attend the DEI 1.0 Evaluation Report Information Session on Tuesday, January 10 from 2:30 — 4 pm in the Michigan Union Rogel Ballroom (rescheduled from November 17, 2022).
Refreshments to be served. The event will also be live-streamed on diversity.umich.edu.
This interactive session will give participants an opportunity to learn about the impact and outcomes of DEI efforts in our initial five-year strategic plan (DEI 1.0) and discuss how we can leverage the successes and opportunities for growth in the development of our next strategic plan, DEI 2.0.
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DEI 1.0 school, college and unit summaries are now available. The full DEI 1.0 Evaluation Report and Climate Survey Results will be available on January 13.
With the launch of several new websites under the Office of Diversity, Equity & Inclusion (ODEI) in 2022, updated resources with improved accessibility are now available to the University of Michigan’s student, staff and faculty communities in support of DEI initiatives. Learn more about these programs and initiatives to connect with this ongoing work at U-M.
Office of Diversity, Equity & Inclusion (ODEI)
The Office of Diversity, Equity and Inclusion relaunched its website, odei.umich.edu, in fall 2022, which serves as the home base for major DEI initiatives across the University of Michigan campus, including the implementation of the University’s diversity, equity and inclusion strategic plan. In tandem with the diversity.umich.edu website, ODEI promotes many of the internal operations driving DEI work forward. Information available through the site includes the DEI Strategic Plan, which is currently evaluating the impacts of DEI 1.0 as DEI 2.0 prepares to launch in fall 2023; the Center for Educational Outreach; Wolverine Pathways; and the Office of Academic Multicultural Initiatives.
Additionally, the website redesign process placed a greater emphasis on web accessibility, aiming to create a more efficient and accessible web resource. The site also features news updates, initiative information, program and award information, and point-of-contact resources related to the work of ODEI.
The First Generation student program is a collaborative initiative supported by ODEI and the Office of Academic Multicultural Initiatives (OAMI). The site was relaunched at the end of summer 2022 with an increased focus on web accessibility and an improved user interface. U-M’s FirstGen website provides students with resources, insight, inspiration and community. In particular, the FirstGen Gateway (a physical space within OAMI) provides opportunities for FirstGen students and allies to meet and connect. The newly-designed website provides additional resources, including news and stories about what it’s like to be a FirstGen student.
U-M received designation as a First Forward institution, a national recognition, that “acknowledges our leadership and dedication to first-generation student support,” according to former First-Generation Project Manager Adan Hussain. “As an advisory institution, we are part of a network of institutions, all of which are innovating their efforts to foster first-generation student success across the nation.” Learn more by visiting firstgen.umich.edu.
AFFILIATE WEBSITES
Beginning in 2022, ODEI began the sponsorship of affiliate groups. ODEI affiliates are University of Michigan groups or organizations that receive sponsorship status from the Office of Diversity, Equity & Inclusion but are not official units of the office. These affiliates include the Women of Color in the Academy Project (WOCAP), the Black Employee Association at the University of Michigan (BEAM) and the Women of Color Task Force (WCTF). Information about these organizations can now be found on the ODEI website.
The Women of Color in the Academy Project aims to achieve a university where all women of color faculty experience success, leadership, visibility and representation at all levels of governance. They provide professional development opportunities, including writing retreats, weekly writing sessions and bi-annual dinners, in addition to hosting the Shirley Verrett Award, which recognizes a faculty member whose work supports the success of female artists from diverse cultural and racial backgrounds. Looking to get involved? Email [email protected].
Founded in 1979 as a staff organization, the Women in Color Taskforce provides professional development, networking and training opportunities, focusing on the needs of women of color staff. Their general meetings are held on the third Thursday of each month, and on March 3, 2023, they will host the 41st Annual Career Conference.
“The Black Employee Association at the University of Michigan (BEAM) website is a hub for black employees. The website is designed to share campus resources, BEAM meetings, sign up for the weekly newsletter, and highlight campus resources,” according to Nichole Burnside, BEAM president. The organization formerly known as the Association of Black Professionals, Faculty, Administrators, and Staff, BEAM has provided a forum dedicated to creating a work environment that allows black employees to flourish for more than 30 years. Information, resources, and dates for their upcoming 2023 meetings are available at beam.umich.edu.