Dear Campus Community,
As another academic year gets underway, I wanted to take this opportunity to provide an update to the campus community of our ongoing efforts advancing the Diversity Framework.
The Diversity Framework Implementation Document that I have shared with the community last spring, Affecting R.E.E.L. Change for Diversity & Inclusion, outlines 18 major initiatives that will guide our activities for the next decade. Although many of these initiatives are already moving forward, it is our intention to emphasize two initiatives per year. I’m happy to announce that Chancellor Blank and Provost Mangelsdorf have already approved supporting initiative 1: a campus-wide climate survey to better understand our strengths and opportunity areas regarding diversity and inclusion; and initiative 8: the Diversity Inventory Project (DIP) that will help us institutionally gain a better sense of what our collective commitment to diversity and inclusion looks like in terms of resources, staff and research. The work to undertake those initiatives is now underway and the impacts that these initiatives are expected to have on our campus include:
- Greater access to knowledge of promising practices that lead to culturally competent decision-making processes and increased retention of diverse faculty, staff, and students.
- Improved communications about diversity through clear and consistent messaging.
My office will continue to seek out and work with units across campus with the Diversity Framework Implementation process. It is important to note that partnerships between my office and the broader community are essential for the success of the overall framework. For example, OHR is will be taking the lead on two initiatives, including initiative 4: strengthening relationships between campus and community organizations that will include actionable outcomes of collaboration with Wisconsin Center for Education Research (WCER) and the UW-Madison Opportunity Gap Working Committee, as well as building UW’s partnership with Outreach Staff Network; and initiative 5: integrating a consistent message about diversity and inclusion throughout internal and external campus communication.
I am excited to have the opportunity to possibly work with each and every one of you during the upcoming academic year in our efforts to improve campus climate and enhance support for diversity and inclusion. As always, I continue to welcome any thoughts or questions via email@example.com that you may have about this process.
Patrick J. Sims
Vice Provost & Chief Diversity Officer
Division of Diversity, Equity and Educational Achievement