Making the case

“In the end, what we envision is an institution where equity and diversity are woven into the work and the lives of every student…”
(Reimagining Diversity, U of M,OED, p.i).

Message from Chancellor Black To Members of the UMD Campus Community,

One of my top priorities is to create a learning and working environment that embeds the values of equity, diversity, and inclusion into all aspects of our programs. We accept our fundamental obligation to regard the campus setting as a place for civil and respectful discourse and behavior.

Our success in creating an inclusive campus environment will rest to a large extent on the commitment by each member of the campus community, on his or her willingness to work diligently, respectfully, and collaboratively, and to speak up when the principles of social justice are not upheld. Where we succeed in making progress in realizing our vision of inclusiveness, we will celebrate as a community. And where we fall short, accountability and clarity will characterize our work to fulfill our responsibility as an institution where social justice is valued and realized.

I am well aware that we will not achieve this goal without broad support throughout campus. Last November, I appointed members to the Leadership Team and the Campus Change Team. Since then, Unit Change Teams have been formed at various levels across the campus. This web site serves as central location for communicating the work of these various teams, and calls for feedback and for individuals to join this collective effort. The links in the menu will lead you to these and other elements of the Campus Climate Change initiative.

The following quotation reflects my view of how we can be successful.

"Equity and diversity efforts must be led not only by people with formal authority, but also by faculty, staff, students, and administrators at every level of operation and responsibility."

(Reimagining Equity and Diversity: A Framework for Transforming the University of Minnesota)

Thank you for your cooperation and ongoing efforts to create a more inclusive campus where social justice, equity, and diversity are valued at all levels of UMD.

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Model for Change

To support, advance and embed social justice values of inclusion, equity and diversity into the fabric of the University, the UMD Campus Change Team has organized its efforts around these objectives. We encourage unit change teams to adopt this model and recommend strategies, actions and goals that are aligned with these elements. We hope that this approach will facilitate collaboration and communication across units.

  1. Campus Climate and Intergroup Relations
    1. Develop a shared and inclusive understanding of diversity
    2. Improve campus climate for all who study, work and visit the University
    3. Engage external community partners, alumni and donors in developing strategies to
      advance inclusion, equity and diversity
  2. Representation: Access and Success
    1. Recruit, retain and graduate a diverse student body
    2. Recruit, retain and develop a diverse faculty and staff
  3. Education and Scholarship
    1. Develop curricula, pedagogies, and research that foster inclusivity, accessibility and cultural competencies
  4. Institutional Viability and Vitality
    1. Develop leadership and management capacity around equity and diversity work
    2. Coordinate organizational change to support diversity goals

(1) University of Minnesota Reimagining Equity and Diversity: A Framework for Transforming
the University of Minnesota
(2008?)

(2) Pennsylvania State University A Framework to Foster Diversity at Penn State 2010-2015 (2010)

(3) Irvine Campus Diversity Evaluation Initiative Project (2005)

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Core Values of the University of Minnesota Duluth

To promote student success and to enrich the educational experience, students, staff and faculty at UMD strive to learn, work, and live in accord with the following core values:

Learning. We educate students through an integrative learning-centered environment that fosters a lifelong pursuit of wisdom.

Discovery. We discover, create, and share knowledge.

Engagement. We actively collaborate with each other and the larger community to identify and achieve common goals.

Inclusiveness. We respect and embrace the diversity of individuals, perspectives, and ideas and promote social justice.

Sustainability. We balance current environmental, economic, and social needs with those of future generations.

Integrity. We adhere to the highest ethical standards and take responsibility for our ideas and actions.

Excellence. We achieve excellence through creativity, continuous improvement, and innovation.

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Campus Goals at the University of Minnesota Duluth:

Goal 1: Promote integrated curricular, co-curricular, and living-learning undergraduate experiences that achieve UMD’s student learning goals and prepare students for lifelong learning, globally engaged citizenship, and success in their academic, personal, and professional lives.

Goal 2: Create a positive and inclusive campus climate for all by advancing equity, diversity, and social justice.

Goal 3: Establish UMD as a center of excellence for graduate studies in the Upper Midwest.

Goal 4: Advance UMD’s stature as a major campus for research and creative activities, leveraging our region’s unique natural, human, and cultural resources.

Goal 5: Strengthen ties with Duluth and surrounding communities in an intentional, visible, and mutually beneficial partnership.

Goal 6: Utilize UMD’s infrastructure; technologies; and information, human and financial resources to support the campus in a sustainable manner.

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“… the assertion that diversity is ‘inextricably’ linked to excellence—[are] supported by comprehensive
research that reveals extensive advantages and benefits at educational institutions where equity and
diversity are core values. An August 2004 study published in the journal Psychological Science by
researchers Anthony Antonio, Mitchell Chang, Kenji Hakuta, David Kenny, Shana Levin, and Jeffrey
Milem, for example, found unequivocal evidence of the positive intellectual impact on students of
learning in a diverse environment. This research is part of a growing body of scholarship demonstrating
that exposure to diverse people, cultures, and ideas promotes complex thinking. It does that by challenging
prevailing assumptions and prejudices, and by pushing people to think in new ways about questions for which
they thought they had clear and definitive answers. The dynamic cultural and intellectual transactions that
occur at the intersections of diverse cultures, perspectives, and knowledge systems spur the kind of
questioning and innovative thinking that advance and even define discovery and scholarly excellence.

(OED, Reimagining equity and diversity, p.3)

Ċ
Paula Pedersen,
Jun 23, 2011, 11:44 AM
Ċ
Paula Pedersen,
Aug 16, 2011, 6:41 PM
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