Diversity, Equity, & Inclusion Strategic Plan
A 5-year Strategic Plan for cultivating and institutionalizing Diversity, Equity, and Inclusion at Central Michigan University.
2023-2028 Diversity, Equity, & Inclusion Strategic Plan
Diversity, Equity, and Inclusion Strategic Plan
Learn more about the development of CMU's 5-year Diversity, Equity and Inclusion Strategic Plan.
Diversity, Equity, and Inclusion Strategic Plan
Developing a plan for Central Michigan University
Near the close of the fall semester and into the spring, the University Diversity, Equity, and Inclusion Council worked alongside the educational consulting group EAB to chart out a timeline for cultivating and institutionalizing a five-year Diversity, Equity, and Inclusion Strategic Plan. We reviewed past data available in former strategic plans and surveys, which were further contextualized by data emerging from recent listening sessions.
Our office sought information from the Presidential Student Advisory Network based on listening sessions held from January 26, 2022 through March 25, 2022. We will continue to schedule similar listening sessions with faculty and staff unions in the months ahead.
Strategic plan foundational priorities
- Equalize graduation rates
- Diversify faculty and staff
- Foster a more inclusive community
Strategic plan phases
The Diversity, Equity, Inclusion, Justice, & Belonging Strategic Plan is broken into six (6) phases. These phases align with the first starting in the 2023-2024 academic year. Below, you can find a non-exhaustive listing of key strategies in each phase. These strategies are organized based on our foundational priorities: Equalize graduation rates, diversify faculty and staff, and foster a more inclusive community. For a more in-depth look into each phase of the Strategic Plan, a link to each phase is provided below each summary.
Phase One: 2023-2024
Equalize Graduation Rates
- Explore opportunities to expand pathway programs focused on transitioning BIPOC/First-Generation students to campus and throughout their next four years.
-Analyze potential financial disparities disproportionately impacting BIPOC students.
Diversify Faculty and Staff
- Explore how to incorporate Diversity Advocate (DA) training into staff hiring processes.
- Expand existing Diversity Advocate training across disciplines and functional areas for faculty searches.
- Design protocols to measure impact of faculty/staff learning upon the student experience.
Foster a more Inclusive Community
- Develop centralized structure for units to promote DEIJB-specific community engagement.
- Explore professional development opportunities that will enhance Board of Trustees/Administrative/Senior Officer proficiency related to DEIJB issues.
- Finalize selection of culturally significant assessment instrument.
Phase Two: 2024-2025
Equalize Graduation Rates
- Analyze relationship between faculty and staff demographics, student demographics, and student retention.
- Develop funding structure to reduce inequities emergent from financial analysis.
- Assess effectiveness of existing unit-based DEIJB interventions, curricula, and initiatives dedicated to eliminating barriers to BIPOC student success.
Diversify Faculty & Staff
- Measure effectiveness of Diversity Advocate enhancements.
- Implement pathway programs to prepare current faculty and staff for leadership positions.
- Implement and support the growth and development of affinity associations.
Foster a more inclusive community
- Initiate biannual climate and culture review with students, staff, and faculty.
- Allocate funding for strategic collaborations with community partners.
- Analyze relationship between faculty, staff, and student demographics, local laws, and regulations.
Phase Three: 2025-2026
Equalize Graduation Rates
- Examine relationship between student demographics and pathway programming.
- Explore community-based approaches to increasing structural diversity in partnering towns, cities, military bases, and alongside the Saginaw Chippewa Indian Tribe.
-Assess and revise funding structures developed to reduce cost as a barrier to BIPOC student success.
Diversify Faculty & Staff - Review and make recommendations regarding funding structure/sources dedicated to the advancement of faculty and staff diversification. - Assess pathway programs to prepare current faculty and staff for leadership positions. - Analyze data emergent from exit surveys; utilize a data-informed response to address voluntary departures. Foster a more inclusive community
- Pilot senior administrator/supervisor DEIJB accountability audit.
- Expand use of culturally significant assessment instrument in evaluating course engagement and the impact of campus resources.
Phase Four: 2026-2027
Equalize Graduation Rates
- Expand socialization and mentoring programs.
- Review and revise educational opportunities designed to develop faculty and staff providing support to BIPOC students.
- Assess 2024-2025 unit-based assessment and evaluation of DEIJB interventions, curricula, and initiatives dedicated to eliminating barriers to BIPOC student success.
Diversify Faculty & Staff
- Review and analyze effectiveness of improvements to department/unit-based onboarding and socialization processes.
- Review and make recommendations regarding funding structure/sources dedicated to the advancement of faculty and staff diversification.
Foster a more inclusive community
- Review and revise senior administrator/supervisor DEIJB accountability audit.
- Evaluate effectiveness of Trustee/Administrative/Senior Officer DEIJB training and development.
- Review pertinent climate recommendations with community partners to further develop collaborative community-building initiatives.
Phase Five: 2027-2028
Equalize Graduation Rates
- Analyze effectiveness of socialization and mentoring programs.
- Review efforts to establish structural diversity on campus.
- Expand DEIJB interventions, curricula, and initiatives dedicated to eliminating barriers to BIPOC student success.
Diversify Faculty & Staff
- Analyze effectiveness of Diversity Advocates program.
- Implement culture and climate pulse surveys.
- Implement revisions to DEIJB professional development for faculty and staff.
Foster a more inclusive community - Embed implementation of senior administrator/supervisor DEIJB accountability audit across all units and departments.
- Create and/or refine data-informed recommendations for emergent themes identified in biannual culture and climate review.
- Expand use of culturally significant assessment instrument in evaluating course engagement and the impact of campus resources.
Phase Six: Fall 2028
Equalize Graduation Rates
- Analyze student 2020 – 2028 demographic statistics for observed changes.
- Analyze student 2020 – 2028 graduation rates for observed changes.
- Evaluate DEIJB interventions, curricula, and initiatives across units/departments.
Diversify Faculty & Staff
- Analyze faculty and staff 2020 – 2028 demographic statistics for observed changes.
- Analyze effectiveness of culture and climate pulse surveys and revise, as needed.
- Analyze increased understanding of DEIJB topics and issues among faculty and staff employed between 2023-2028.
- Analyze impact of faculty/staff learning upon the student experience.
Foster a More Inclusive Community
- Evaluate effectiveness of senior administrator/supervisor DEIJB accountability audit.
- Analyze and report systemic, longitudinal changes made to CMU's mission, core strategies, and operational documents between 2020 and 2028.
Strategic planning and feedback
CMU's Diversity, Equity, and Inclusion planning process is designed to be inclusive. We invite your participation, feedback, and thoughts via the button below. If you have questions or concerns, please contact the Strategic Planning Team.
UDEIC Strategic Planning Team
University Diversity, Equity, and Inclusion Council