DEI Strategic Planning Implementation Steering Committee fall updates
November 7, 2023 - Henry Mochida
Michigan State University is committed to fostering diversity, equity and inclusion across its academic and administrative endeavors. In this update, we'll explore the progress made in DEI initiatives in key offices: Faculty and Academic Staff Affairs, Health Sciences, Human Resources, Infrastructure Planning and Facilities, or IPF, and the Office of Civil Rights and Title IX. These ongoing efforts are aligned with the DEI Report and Plan recommendations and exemplify MSU's dedication to creating an inclusive and equitable campus community.
Faculty and Academic Staff Affairs
The Faculty and Academic Staff Affairs, or FASA, office continues to make significant strides in fostering diversity and equity. One noteworthy achievement is implementing mandatory online search training for academic search teams, emphasizing equity and bias reduction. There's also a heightened focus on including DEI in reappointment, promotion and tenure with ongoing consultations. FASA actively collaborates with the Council of Diversity Deans to identify critical DEI issues and explores opportunities for the Office of the Provost to provide support.
To ensure equity, FASA conducts various training sessions on behavioral standards policies in collaboration with the University Committee on Faculty Affairs, policy reviews for necessary updates and initiatives like the Safe Environment task force. Furthermore, they are enhancing data analysis capabilities to make informed decisions regarding DEI. FASA is involved in work groups to operationalize the Religious Observance Policy and the handling of religious accommodations.
Health Sciences
MSU Health Sciences, encompassing the colleges of Human Medicine, Osteopathic Medicine, Nursing and MSU Health Care, is steadfast in pursuing DEI. This commitment manifests through curriculum transformations for students, increased staff professional development and a focus on inclusivity and fairness in faculty promotion and tenure.
Key initiatives involve expanding programs to support underrepresented first-year students, actively recruiting diverse undergraduate students for community-engaged learning and creating best practices for engaging with diverse communities. The College of Human Medicine's 1964 Project emphasizes justice, inclusion, equity and diversity. The College of Osteopathic Medicine champions inclusive excellence in medical education, offering comprehensive courses addressing diverse populations. The College of Nursing has launched its Health Equity Series and formed student affinity groups. MSU Health Sciences also collaborates with partners to expand healthcare access and research, including improving cancer treatment accessibility.
Human Resources
In alignment with the MSU 2030 Strategic Plan, Human Resources has spearheaded initiatives to create an inclusive and supportive workplace, and the first year of our Strategic DEI team witnessed tangible outcomes, such as the university's closure for MLK, Jr. Day, fostering an environment that recognizes and respects diverse observances. Introducing additional personal observance days demonstrates our commitment to accommodating various religions and traditions, enhancing flexibility and bolstering a sense of belonging among employees. Recently, we announced the New Hire Orientation pilot program that is running weekly, where a different executive leader will join to conduct a 15-minute overview of their area and welcome new employees to MSU. In addition, the appointment of a director of talent management reflects our dedication to strategic progress in recruiting and retaining diverse talent.
Moreover, securing the Creating Inclusive Excellence Grant marks a pivotal step, enabling the development of materials aligned with DEI best practices. This includes a toolkit of training materials and resources to enhance educational programs and teaching, emphasizing equity, integrity and respect. MSU HR is expanding these efforts by collaborating with specialists, learning professionals and event planners across the university. Year 2 measures include creating an LGBTQIA2S+ new employee resource guide. These efforts help to foster an environment that embraces belonging and success for all MSU employees.
Infrastructure Planning and Facilities
MSU made significant strides in 2023 toward key action items outlined in the university's DEI Report and Plan, particularly concerning accessibility and supplier diversity. The university piloted a new tool designed to enhance business inclusion, streamlining processes for strategic sourcing and promoting sustainable, safe and socially responsible procurement. The tool facilitates understanding market availability, supports strategic sourcing and encourages diverse outreach.
Office of Civil Rights and Title IX
The Anti-Discrimination Policy, or ADP, workgroup has been diligently reviewing and proposing changes to the policy. Additionally, ADP has transitioned from a Board of Trustees policy to a presidential policy. Feedback sessions have been integral to the review process, and a final draft is anticipated for the summer.
In the context of education and prevention, MSU is actively working on a comprehensive approach to ADP education across campus. Success is gauged through collaborative recommendations and evaluations of educational initiatives. Regarding alternative practices, MSU is forming a task force to assess recommendations from both the RVSM Restorative Practices Initiative and the Workplace Bullying and Incivility Task Force.
In addition, in partnership with IPF, the ADA Coordinator's Office within the Office for Civil Rights secured resources to bolster web and digital accessibility compliance efforts. This includes creating new positions, forming a centralized Digital Accessibility Team and developing an Annual Accessibility Survey. The survey, with an 87% liaison survey response, will be distributed to faculty and staff this fall. An automated process for providing Equally Effective Alternate Accommodation Plans for inaccessible platforms has been established, and a steering committee is revising the University's Web Accessibility Policy.