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Action Item (as stated with DEI strategic plan launch in 2016)

The university will convene a working group to establish best practices for including DEI-related contributions and training in staff performance reviews. Ultimately, this independent metric for employee evaluation will be used to assure individual accountability, track growth over time and recognize employee contributions.

DEI 1.0 Evaluation Update

This initiative focused on documenting best practices and DEI contributions in staff evaluations. Based on input from U-M units and peer institutions along with a literature review, Organizational Learning (OL) introduced and worked to instill the Michigan Expectations Model, with a specific emphasis on the DEI Lifelong Learning framework. The goal was to help guide staff learning and development as it relates to diversity, equity and inclusion. This model is based on six focus areas representing overall behavioral expectations for faculty and staff as the university works to create a more diverse, inclusive and welcoming environment:

  • Pursues Self-Awareness
  • Exhibits Intercultural Responsiveness
  • Listens Inclusively and Seeks Diverse Feedback
  • Promotes Inclusive Relationships
  • Resolves Conflicts
  • Aligns to Institutional Commitment

Organizational Learning continued to offer virtual training sessions such as Microlearning: Impactful Development Conversations for use by or with supervisors to encourage open and honest dialogue during the performance review process. In addition, many campus units now include DEI course attendance as one of the professional development components of their performance reviews.

Since the launch of the five-year DEI Strategic Plan (DEI 1.0) in 2016 and extending through the end of July 2022, 50,064 staff and faculty members have participated in Organizational Learning and the Office of Health Equity and Inclusion (OHEI) DEI educational sessions. That number continues to grow.

Responsibility: Office of the Provost and University Human Resources