Enhance campus-wide diversity, equity, and inclusion accountability, effectiveness, and collaboration.

STRATEGY 4-A: Enhance institutional, unit, and individual accountability for achieving diversity, equity, and inclusion-related outcomes.

Critical Tasks

  • Require central administrative units to integrate diversity, equity, and inclusion-related goals, strategies, and metrics in their unit strategic plans beginning in FY20 and colleges to integrate diversity, equity, and inclusion-related goals, strategies, and metrics in their strategic plans and/or develop diversity, equity, and inclusion action plans by FY21, as currently required by the UI Strategic Plan 2016-2021 metric. 
  • Provide resources, tools and support to central and collegiate leadership to develop effective, measurable plans (e.g., model templates, key metrics and data sources for faculty/staff composition and retention, student success metrics, diversity, equity, and inclusion climate survey profiles; campus training, coaching, and facilitation resources to assist with plan development, clear accountability structures and processes).
  • Publish the action plan, the digest, and the diversity, equity, and inclusion climate survey and listening sessions reports on the Diversity, Equity, and Inclusion at Iowa website to allow for campus-wide access.

STRATEGY 4-B: Facilitate the increased use of data to inform diversity, equity, and inclusion-related decision making.

Critical Tasks

  • Explore the development of an institutional research office to support units in using existing institutional data to inform unit-level planning, including strategies to advance diversity, equity, and inclusion.
  • Create a dedicated data specialist role in the Division of Diversity, Equity, and Inclusion to provide instruction and resources regarding use of campus diversity, equity, and inclusion-related data sources to inform unit efforts.
  • Bring together representatives of the multiple campus surveys to coordinate implementation and explore collaboration through use of match questions and common demographic categories. Surveys include: Working at Iowa, the Faculty/Staff Diversity, Equity, and Inclusion Campus Climate Survey, SERU diversity, equity, and inclusion-related questions, the National College Health Assessment, Excelling@Iowa, employee exit surveys, and the Speak Out Iowa campus climate survey on sexual misconduct.
  • Explore the integration of a Middle East/North Africa (MENA) racial/ethnic demographic designation on admissions and other university records to collect better statistical data and recognize the challenges faced by this population, per the resolution adopted by all Big Ten student government.
  • Provide centralized training and resources to strengthen program evaluation across campus.

STRATEGY 4-C: Provide central support and resources to assist central units and colleges in integrating diversity, equity, and inclusion-related goals and strategies into their strategic planning processes.

Critical Tasks

  • Establish key institutional diversity, equity, and inclusion success metrics regarding faculty and staff recruitment, retention and advancement, as well as student recruitment, retention and success; communicate success metrics to units and provide data sources to assist in planning processes.
  • Develop unit-level diversity, equity, and inclusion data profiles containing campus climate survey results, compositional data and trends, and outcomes disparities (e.g., underrepresentation, and graduation rates) to campus units and engage unit leadership via a train the trainer model in understanding how to use the data in unit planning.] 
  • Ensure that departments and programs reflect on the ways in which their departmental mission and goals support collegiate and university diversity, equity, and inclusion values during the departmental and program review process (OM II 28.3).