- The president and chief diversity officer report to the Board of Regents annually on DEI plan progress.
- Deans and administrative leaders report on plan progress during the annual budget process.
- Leaders, faculty and staff report on DEI activity as part of their regular job evaluations.
- DEI commitment and proficiency have been incorporated into the search criteria for university leadership positions.
- DEI plans and annual progress updates will be made public for all units.
A Year-Over-Year Assessment Process
During the evaluation year, annual campuswide reporting on DEI plans continued. Over time, this uninterrupted data collection and analysis has enabled us to create a dynamic information resource that streamlines the reporting process and generates rich evaluation results for DEI initiatives across the university.
As in the past, data was aggregated with an electronic, prefilled reporting form developed in Year One with the help of a Reporting Tool Advisory Group that includes DEI Leads. This online tool solicits each unit’s assessment of progress against its DEI plan. The form has been refined each year, based on feedback from the advisory group.
This reporting process provides an opportunity for all units to reflect on their successes, challenges and opportunities for growth. Insights are used to inform changes in coming-year plans, thus allowing the units to tailor their efforts in ways that leverage progress toward both their own and campuswide goals.
This year-over-year assessment workflow, which represents best practice for evaluation of complex organizational change, has been an essential part of implementing DEI 1.0 and, now, producing a university-wide progress report.
It’s important to underscore the fact that the end of the initial five-year strategic plan does not mark the end of our DEI efforts. Rather, it represents an intensive investment in the work of advancing institutional change that produces a continuous and lasting impact on the university community.
