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Diversity Implementation Committee

Top Searches Tuition & Financial Aid Advising Careers at CMU Housing Program Finder COVID-19 University Library Clark Historical Library Faculty & Staff Alumni My Account IN THIS SECTION View All Office of Institutional Diversity Warriner Hall 319 Central Michigan University Mt Pleasant, MI 48859 Fax: 989-774-1832 Phone: 989-774-3700 Diversity Implementation Committee In 2001, the first strategic diversity plan was launched., Seven years later, CMU has a revised plan that is integral to its institutional mission and goals., An implementation committee of more than 35 members representing many departments, groups, and perspectives was convened in the fall of 2008., Each subcommittee has five core tasks: Define measurable goals for that priority Determine assessment measures with the assistance of institutional research Determine a timeline for each goal Determine the amount of resources needed for the initiatives outlined in the plan Determine the appropriate offices that should lead the effort A diversity report card will be issued each year by the implementation committee, highlighting the progress made under each diversity priority., While the Office for Institutional Diversity is taking the lead, only our collective efforts will make this plan a reality. 1200 S., Diversity Implementation Committee


The newly hired AVP for Institutional Diversity, Dr., All CMU Police Officers attended, and several officers from other departments also attended., CMU Diversity Retreat • – was held on August 14, 2008 and sponsored by the Office for Institutional Diversity., This statement has been sent to the following offices: Institutional Diversity, Dean of Students, Affirmative Action, Admissions, Minority Student Services, Multicultural Education Center, Native American Programs, and Student Life., The Office for Institutional Diversity has launched a new student effort, the Student Diversity Advisory Council (SDAC)., 20210929-DiversityCharges-001's-division/institutional-diversity/20210929-diversitycharges-001530a1d18-09f7-46b5-8346-5bd8c1276750.pdf?sfvrsn=2cc78572_3

President's Division

Civil Rights & Institutional Equity Mary Martinez, MSW Executive Director, Office of Civil Rights and Institutional Equity, Title IX Coordinator, Affirmative Action and Equal Opportunity OfficerBovee University Center 306Phone: 989-774-3253Email: The Executive Director of the Office of Civil Rights and Institutional Equity supervises the maintenance of related reports and records, provides and develops related educational programs and materials, offers guidance and advice to all community members on the university's nondiscrimination and affirmative action policies and procedures, assists departments with recruitment and retention activities, and receives and resolves complaints of discrimination from students, employees and others., General Counsel John Danner, JD General Counsel1303A West Campus Drive Phone: 989-774-3971 Email: The General Counsel serves as chief legal officer for the university, providing legal opinions, advice and assistance to all university offices., Institutional Diversity, Equity & Inclusion Shawna Patterson-Stephens, PhD Vice President and Chief Diversity Officer Warriner 319 Phone: 989-774-3700 Email: The Vice President and Chief Diversity Officer leads the institutional efforts to create opportunities and implement strategies to define, promote and evaluate institutional diversity, inclusion and cultural competency., The VP and CDO serves as the senior administrator responsible for developing and implementing a comprehensive strategic plan for furthering diversity across the campus and by leading efforts to create a diverse, inclusive and welcoming environment for all students, faculty, staff, alumni and community partners., In addition, the VP and CDO provides strategic leadership and management in policy development for the operation of programs, training, and engagement in order to achieve institutional diversity and cultural competency goals.

Martinez named to lead CMU civil rights office

Mary Martinez has been selected to lead Central Michigan University's Office of Civil Rights and Institutional Equity, effective Aug. 30., She said CMU's commitment to inclusivity and diversity led her to seek the permanent position., The office supervises reporting and record-keeping; provides educational programs and materials; offers guidance and advice to community members on nondiscrimination and affirmative action policies and procedures; helps departments recruit and retain staff; and receives and resolves complaints of discrimination from students, employees and others., Martinez expects to continue work she began as interim executive director to strengthen relationships with offices throughout CMU., Martinez graduated from Michigan State University in 2007 with a Bachelor of Arts degree in social work and certificates in diversity and gerontology.


The Office for Institutional Diversity serves a leading role in promoting and fostering an institutional culture that values and supports diversity., Institutional Diversity collaborates with colleges and offices across campus to strengthen existing activities and initiate new programs that facilitate meeting CMU’s diversity goals., SPAD – Fall 2008 5 Institutional Diversity 4., Making diversity work and tapping its benefits to enhance the climate is the responsibility of the entire university community, not only the offices specifically charged with promoting diversity., The success of this goal requires participation from academic departments and departments that offer co-curricular experiences, including the Office for Institutional Diversity and its reporting units.'s-division/institutional-diversity/20210929-strategicplan-001dc230335-9db9-44be-b6bb-c61da4053a7f.pdf?sfvrsn=4f58d969_3


Offices., No member of the Board shall be eligible for election to these offices., Any two or more administrative offices may be held by the same person., For more information on the benefits of doing applied coursework and engaging in the study of issues related to diversity and discrimination, see the Office of Institutional Diversity website (, d) One representative appointed by the Office for Institutional Diversity to serve a one-year term.


Institutional Planning 1., (See, Attachments D and E for the organizational structures of these departments.), Personnel in the local offices have the same access to student information as staff members that work at the main campus location., Academic departments develop degree program Academic Assessment plans, and enter them into WEAVEonline., Inclusiveness: Conducting the activities of the university in a way that embraces shared governance, inspires tolerance, and welcomes diversity into our community.

Draft Internationalization Strategic Plan (2018, to be finalized in 2020)

Increase diversity in study abroad., Establish a baseline of current diversity within study abroad, and then set target., This should include academic and programmatic needs, as well as diversity goals., A majority of departments will place value on global activities., Make sure that institutional buy-in for each partner is strategic and multi- pronged in commitment from CMU. 2020.

2016-2017 President's Report to the Board with Attachment

Collaborations with Michigan State Departments., Additionally, consistent with CMU’s commitment to research integrity, General Counsel assists the CMU Institutional Review Board and Institutional Animal Care and Use Committee with critical issues, and engages with multiple offices related to the review and investigation of research misconduct concerns.,  Advancement of CMU’s Commitment to Diversity and Equal Employment and Educational Opportunities.,  Progress on Broad Institutional Governance Matters.,  Financial Services and Reporting (FSR) o Merged Global Campus administrative offices with the on-campus financial administration.'s-division/president's-office/remarks-and-communications/2016-2017-president's-report-to-the-board-with-attachment74796365-5d3f-4f01-9779-3fb448273cc9.pdf?sfvrsn=26f813c3_3

Equal Opportunity and Affimative Action Protocol

Some of these expected benefits include the following: • An educational curriculum that deals with diversity issues and thereby helps develop important skills such as flexibility, understanding, critical thinking, and team work, It encourages diversity and provides equal opportunity in education, employment, all of its programs, and the use of its facilities., The current version is available in the Office of Civil Rights and Institutional Equity (OCRIE)., The investigatory process conducted under this Protocol is at the discretion of the Executive Director of the Office of Civil Rights and Institutional Equity., OCRIE is entitled to participate in a joint investigation with the personnel offices and the personnel offices are entitled to participate in a joint investigation with OCRIE.