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Strategic Priority #3: Community Well-Being and Equity

¶¶Òõpro will prioritize creating a culture of holistic well-being for all students, faculty and staff.

A teacher leading a yoga class in front of a mirror with students facing her
 

Goal 3.1

Implement programs, policies and processes that help create a culture of well-being for students, faculty and staff.

Priority Actions
  • Complete the implementation the near-term recommendations from the Student Well-being Task Force 
  • Lay the necessary groundwork to implement the mid- and long-term recommendations from the Student Well-being Task Force 
  • Fully implement the JED Campus partnership
  • Create a Faculty/Staff Well-being Task Force (similar to the Student Well-being Task Force) and charge them to develop recommendations for faculty and staff well-being

Goal 3.2

Prioritize equitable academic success of all students as we continue to increase the diversity of the student body.

Priority Actions
  • Finalize and implement student success recommendations for support structures, services and programs to organize student support structures to best serve our changing student populations 
  • Assess and enhance graduate student support at the institutional level 
  • Strengthen institution-wide investment in the Core
  • Ensure that test-optional admission is complemented by appropriate assessment and supports for all undergraduate students
  • Identify incentives and support for faculty and academic units to analyze and address unrecognized bias and disparate educational outcomes in their curricula and pedagogies, including in the new University Core
  • Review and revise curricula to remove barriers to equitable student success and time-to-degree
  • Revise policies and practices related to faculty workload and evaluation to prioritize student success

Goal 3.3

Create a shared understanding of and responsibility for diversity, inclusion, equity and belonging among all faculty, staff and administrators.

Priority Actions
  • Establish shared definitions and expectations for DEI work across the academic enterprise
  • Require DEI training for all administrators, faculty and staff who review employee performance
  • Invest in leadership development to ensure all academic leaders create cultures of belonging within their areas of influence
  • Invest in University-level access to national employment databases/websites/job boards in order to recruit strong, diverse candidate pools
  • Require evidence-based training and development for all search committee members
  • Revise protocols for the evaluation and reward of faculty work in a manner that advances equity and community impact

Goal 3.4

Increase resources and support for graduate and professional students.

Priority Actions
  • Align graduate assistantship stipends with market norms
  • Expand support for international graduate and professional students
  • Implement Student Well-being Task Force recommendations specific to graduate/professional students