Diversity and Inclusion Priorities

 

In a July 2020 email to campus, Chancellor Black identified seven diversity and inclusion action steps focused on making lasting and significant change at UMD. These action items serve as campus priorities throughout the 2020-2021 academic year. 

The summary table below outlines the actions UMD has committed to in this area. The table identifies the responsible office(s) for implementation and provides updates on the progress of each initiative.

Diversity and Inclusion Action Items

This table provides an overview of UMD's diversity and inclusion action items for 2020-2021. Last updated 12/3/2020
Action Responsible Individual(s) Status
1. UMD is committing to bringing in third-party expertise to advise us regarding any policy adaptations that could help the UMD Police Department to build upon the department’s focus on campus public safety and the uniqueness of law enforcement within our university community. We will encourage other local law enforcement agencies to join us in combating racist and bias behaviors. Chancellor Lynn Black, Interim Vice Chancellor Sue Bosell (Finance and Operations) Chancellor Black, Interim Vice Chancellor Bosell, and UMD Police Chief Huls have contracted with Dr. Cedric Alexander, who is currently engaging with various groups on campus, including students, faculty and staff. Final recommendations are expected by end of June.
2. Expand our ongoing commitment to training by implementing a requirement for all faculty and staff to complete the Diversity, Equity, and Inclusion and Managing Bias online modules. We will layer additional anti-racism training for the campus to these baseline modules beginning with supervisors. Spring 2021 will identify additional anti-racism training for supervisors and will be ongoing. Susana Pelayo-Woodward (Office of Diversity and Inclusion), Assoc Vice Chancellor Mark Yuran (Human Resources) The Diversity, Equity, and Inclusion and Managing Bias online modules have launched with a request of completion date by Dec 31. As of February 1, 2021, 80% of faculty and staff have completed the training.
3. We will expand and broaden our current bystander intervention training and approach for students, faculty, and staff. Vice Chancellor Lisa Erwin (Student Life), Susana Pelayo-Woodward (Office of Diversity and Inclusion) A required training called Preventing Sexual Misconduct, Discrimination and Retaliation has been launched for all system faculty, staff, and student workers. The training includes substantive components on bystander intervention and must be completed by May 27, 2021. Senior administrators at UMD have already completed the training. Susana Pelayo Woodward and VC Erwin have reached out to UMD governance leaders in the Faculty Senate, Staff Senate, and the UMDSA to recruit participants for a brainstorming session on other ways bystander intervention strategies could be expanded in the fall. Subject matter experts Lauretta Perry (Health Services), Dr. Kathryn Schreiner (SCSE), and Dr. Salli Dymond (SCSE) have also been invited to join the brainstorming group.
4. In collaboration with the Faculty Senate, we will review the Cultural Diversity in the U.S. requirement that is part of the UMD Liberal Education curriculum, and challenge academic majors to create an equity/diversity/inclusion upper-division course or equivalent. Executive Vice Chancellor Fernando Delgado (Academic Affairs) EVCAA has met with Faculty Senate about this provision. He and Chancellor Black have also met with the Employees of Color and American Indian (EOCAI) group and the anti-racism committee (ARC) to discuss options for a curricular solution. A meeting is pending with the Chair of Faculty Senate and the Curriculum and Liberal Education SubCommittees.
5. We will implement additional aggressive strategies for hiring and retaining more diverse administrators, faculty, and staff at UMD. Chancellor Lynn Black, Vice Chancellors, Deans, AVC Mark Yuran (Human Resources) After a protracted conversation with EOCAI group and the Faculty Senate we are prepared to move forward with a task group to assess how UMD could build and deploy a successful cluster hire approach for recruiting and hiring faculty.
6. We will leverage current co-curricular programs that include diversity, equity, and inclusion to build a more comprehensive and cohesive set of student options and experiences that complement the academic curriculum. Vice Chancellor Lisa Erwin (Student Life) Presence is the new program/platform for Bulldog Connect. Jessi Eaton and the team in Kirby continue to work on building the tracking/tagging capability in Bulldog Connect to create a way for students to identify programs related to diversity, equity, and inclusion. Kirby will prepare for a fall launch, inviting event planners to tag events and rolling the project out to students. Kirby Lead will pilot the use of the tags to develop an intentional path in diversity, equity, and inclusion programs.
7. Marketing and communication efforts across campus will accurately represent the diversity of our campus community. Lynne Williams (University Marketing and Public Relations), Susana Pelayo-Woodward (Office of Diversity and Inclusion) We have engaged in conversation with communicators across campus, reviewed processes from other institutions, selected a new photo storage solution, and are now working on a new protocol for campus.