Inclusiveness and diversity are inherent in ±«Óãtv's strategic plan. ±«Óãtv’s excellence will depend on whose faces, perspectives and histories are reflected in our workplaces, classrooms, and research, by the accessibility of our infrastructure and supports and by the strength of our relationships.
In Diversity’s Promise for Higher Education (2015), professor emerita of education and psychology at Claremont Graduate University, Daryl G. Smith states, "Diversity is a powerful agent of change. Indeed, diversity is an imperative that must be embraced if colleges and universities are to be successful in a pluralistic and interconnected world."
This framework draws on Smith’s work.
Diversity is a powerful agent of change. Indeed, diversity is an imperative that must be embraced if colleges and universities are to be successful in a pluralistic and interconnected world. Â
The framework seeks to create a targeted and sustainable mechanism to achieve ±«Óãtv’s diversity goals by ensuring that efforts are spread intentionally over four broad categories of activity:
Goal 1: Climate and Intergroup Relations
±«Óãtv University will foster a systemic, intentional, and holistic approach to diversity and inclusiveness to ensure welcoming, respectful, and inclusive communities, and campuses.
Goal 2: Student Access and Success
±«Óãtv University will engage in strategic activities to admit, engage, support, and graduate a diverse student body, with attention to enhancing access and success of historically under-represented students.
Goal 3: Education and Research
±«Óãtv University will promote teaching and research about diversity and inclusiveness. In addition, ±«Óãtv University will promote the inclusion of diverse perspectives across all disciplines.Â
Goal 4: Institutional Viability and Vitality
±«Óãtv University will build institutional capacity for diversity and inclusiveness through:
Recruiting and retaining a diverse workforce with emphasis on historically underrepresented groups.
Integrating diversity, inclusiveness and equity goals into systems, structures, policies, and practices.
Regularly monitoring, assessing, and reporting diversity and inclusiveness performance metrics.Â