Attract, Retain, and Advance A Diverse Community of Faculty and Staff

Diversity, equity and inclusion plan for 2020-2023

Enhance prospects of attracting, retaining, and advancing faculty and staff from diverse backgrounds throughout the university community as a manifestation of the university’s commitment to human dignity, equity, and inclusion. Address the compositional diversity of the university community through continuous review and assessment of programs, policies, and administrative decisions to broaden representation of diverse populations Address obstacles to greater inclusion by gender, race, and other dimensions of diversity in positions of leadership.

Strategic Priorities

Adopt campus-wide search and hiring protocol for all vacant faculty and staff positions that integrates inclusive hiring strategies and practices.

Task Status

Ongoing

Expand faculty/staff workshops on inclusive excellence to focus on hiring, cultural awareness and implicit bias, and sustaining a welcoming environment across race, gender, gender identity, religious and spiritual beliefs, and other social and cultural identities.

Read about our progress.

Ongoing:
Since 2018, the Office of Institutional Diversity and Inclusion has offered implicit bias training to supervisors through HR’s Leadership Development Program and workshops to search committees, especially for departments hiring through the REIS faculty cluster hiring initiative. Work around hiring and retention of underrepresented employees will progress through the ADVANCE grant in 2020-2021.

Task Status

In progress

Create department-specific hiring plans to broaden racial and gender diversity, monitor faculty demographics by discipline, and ensure equitable hiring practices.

Read about our progress.

In progress:
Academic departments that have hired faculty through the cluster hiring process since 2018, along with two searches in Biological Sciences and an additional search in the Diederich College of Communication increased the diversity of their candidate pools through equity-minded hiring plans.

Task Status

Ongoing

Reinforce accountability in the use of the faculty search and hiring protocol for all faculty hiring committees.

 

Read about our progress.

Ongoing:
All searches are now strongly encouraged by the Provost and Deans to apply the protocol and communicate with the Vice President for Inclusive Excellence, resulting in full compliance in fall 2020.

Task Status

In progress

Develop an online repository of resources for diversity-conscious and equity-minded hiring practices for search committees.

Read about our progress.

In progress:
In 2020, the Office of Institutional Diversity and Inclusion created Marquette’s Diversity Recruitment Resources for Search Committees, in collaboration with the Department of Human Resources. This resource will be shared with all university search committee chairs moving forward.

 

Create pipelines for preparing and advancing women and people of color who are underrepresented in campus leadership at all levels.

Task Status

In progress

Support the campus wide launch of the NSF-funded ADVANCE program at Marquette in its efforts to address equity at the intersections of gender and race/ethnicity among faculty, particularly in STEM disciplines.

Read about our progress.

In progress:
The VP for Inclusive Excellence is a co-PI on the ADVANCE grant, which supports programs that utilize intersectional approaches, recognizing how gender, race, ethnicity, and other social identities interact to affect the experience of individuals in the workplace.

Task Status

Ongoing

Utilize the resources of Employee Resource Groups (ERGs) in hiring.

 

Read about our progress.

Ongoing:
The ERG website has been built out as a resource that hiring committees can point applicants to for additional information. ERGs are beginning to be positioned to serve as a resource for hiring as called upon by applicants and hiring committees.

Task Status

In progress

Continue cluster hiring initiatives of faculty with emphasis on diversity and inclusion.

 

Read about our progress.

In progress:
Between 2018-2020, 21 tenure track faculty members have been hired through the Race, Ethnic, and Indigenous Studies (REIS) cluster hiring effort, with three additional positions to be filled in 2020-21. The majority of faculty hired through this process are persons of color.

Task Status

Ongoing

Intentionally engage faculty from populations that are underrepresented by race, gender, gender identity and other dimensions of diversity in the “FELOS” leadership development program.

Read about our progress.

Ongoing:
In 2019-20 eight out of 15 FELOS participants in Executive Vice Provost Gary Meyer’s leadership program were women, of which four were women of color. Additionally, two of the male participants were persons of color.

Task Status

Beginning

Cultivate relationships with local Milwaukee organizations that promote an inclusive workforce.

 

Read about our progress.

Beginning:
Marquette has a strong relationship with several local diverse professional organizations, such as the Hispanic Professionals of Greater Milwaukee (HPGM), and is seeking to expand its networks.

Task Status

In progress

Routinely audit university leadership to determine opportunities and strategies for increasing gender and racial diversity and implement programs for women and people of color to position them for career advancement and leadership roles at the university.

Read about our progress.

In progress:
Currently analyzing data from the spring 2020 Campus Climate Survey, with results and recommended action steps expected by spring 2021.

 

Implement programs and employ resources that support retaining and advancing a diverse faculty and staff.

Task Status

Beginning

Review formal and informal bias incident reporting processes for faculty and staff.

 

Read about our progress.

Beginning:
Under the purview of HR (for staff) and deans (for faculty).

Task Status

Ongoing

Foster community through Employee Resource Groups, which promote intragroup and intergroup dialogue around commonly shared identities and experiences.

Read about our progress.

Ongoing:
Sponsored by the Office of Institutional Diversity and Inclusion, as of 2019-20, there are seven active Employee Resource Groups (ERGs), including the Black Faculty and Staff Network, the Hispanic/Latinx Faculty and Staff Association, the LGBTQ Employee Resource Group, the Marquette Moms, Marquette Social Professionals, Womxn of Color ERG, and Women of Marquette.

Task Status

Ongoing

Bolster support of underrepresented faculty through formal mentoring programs.

 

Read about our progress.

Ongoing:
Managed by the Senior Vice Provost for Faculty Affairs.

Task Status

In progress

Develop an online repository of resources for diversity-conscious and equity-minded hiring practices for search committees.

Read about our progress.

In 2020, the Office of Institutional Diversity and Inclusion created Marquette’s Diversity Recruitment Resources for Search Committees, in collaboration with the Department of Human Resources. This resource will be shared with all university search committee chairs moving forward.