A strategic plan for equity and diversity is in the works across the Washington State University system. In the eyes of those initiating the project, the plan can only be successful if people at all levels of WSU feel they have ownership in the planning process.
Michael J. Tate, vice president for the Office of Equity and Diversity, says the project is ambitious, but necessary.
“We need to have guiding principles that direct this kind of work in a way that produces significant institutional change. This work is complex and we need to engage people throughout our system to have the impact we seek.”
A diverse group of people within Tate’s office began by studying reports written in recent years by various diversity committees and commissions. The recommendations contained within these reports provided the basis for drafting a vision statement, strategic goals and institutional benchmarks.
Following are the proposed goals regarding equity and diversity:
• Foster a positive and engaged university climate for equity and diversity.
• Diversify university leadership and align organizational policies, procedures and practices to support diversity goals.
• Recruit, retain and graduate a diverse student body; recruit, retain and promote a diverse university workforce.
• Foster collaboration among faculty to strengthen the curriculum, cultivate multicultural competencies, and support equity and diversity research/scholarship.
• Assess equity and diversity efforts to promote broad accountability.
Staff members Karen Wynkoop and Melynda Huskey have shared the draft plan with 30 groups so far, including the Dean’s Council, Faculty Senate Academic Affairs Committee, and numerous student, staff and administrative committees.
“Receiving widespread input is an important part of the planning process. We have received very helpful feedback so far and still welcome input as we move forward,” says Wynkoop. The entire draft strategic plan can be viewed at https://www.diversity.wsu.edu.
With the first phase of the consultation process nearly completed, the Office of Equity and Diversity will soon convene a number of small groups to help rewrite sections of the plan based upon the feedback received. Even though the plan will not be finalized until fall semester, a number of initiatives — such as improving the hate/bias reporting process, strengthening diversity training opportunities and developing strategies to support ethnic student recruitment — already are under way.
