Develop and Sustain a Welcoming, Equitable, and Inclusive Community

• Starting in 2021, all new undergraduate students participate in Brave and Bold Dialogues, an interactive, one-hour course exploring real-life scenarios designed to increase awareness and understanding while building foundational knowledge of diversity, equity and inclusion. 
• The Graduate School piloted an implicit bias training program for all Teaching Assistants and non-research Graduate Assistants in 2020-21, which is now included in TA training as a matter of course. 

The Office of Institutional Diversity and Inclusion and the Department of Human Resources has implemented an online program for all employees that focuses on bias, microaggressions, and cultivating a more inclusive campus environment to foster foundational understandings and common vocabulary around these issues.

The Office of Institutional Diversity and Inclusion, the Division of Student Affairs, the Center for Teaching and Learning, and other campus units sponsor a variety of educational opportunities for students, faculty, and staff to engage in critical thinking about issues related to implicit bias, microaggressions, and creating inclusive campus spaces.

• Notably, since 2019, over 400 employees have participated in Unlearning Racism, a workshop series offered through a partnership with the YWCA; approximately 700 campus stakeholders have undergone implicit bias trainings; over 70 employees have committed to ongoing Racial Justice Dialogues, and over 150 individuals have participated in the Making Marquette Inclusive discussion series.
• Each year, the Office of Institutional Diversity and Inclusion also provides workshops and presentations for MUSG and student org leaders on culturally responsive programming, and the Division of Student Affairs has also provided speakers, programming and workshops focusing on cultural competence including culturally inclusive supervision, civic engagement and social justice.

The Symposium on Diversity, Inclusion, and Social Justice has become an annual project of the University Committee on Equity and Inclusion (UCEI), and the Office of Institutional Diversity and Inclusion continues to sponsor the Marquette Forum and Metcalfe Lecture Series. For additional opportunities to participate in programs related to diversity, equity, inclusion, and social justice, sign up to receive the diversity newsletter. 

The VP for Research and Innovation has integrated “inclusion” as a key criterion for all Explorer Challenge applicants.

The Institute for Women’s Leadership was launched in 2019 to become a national thought leader on women’s leadership issues.

As of 2020-21, the Marquette Forum is housed in the Office of Institutional Diversity and Inclusion and provides resources to implement programs and invite guest speakers around issues of diversity, equity, inclusion, and justice.

Since spring 2019, the Office of Institutional Diversity and Inclusion has awarded faculty grants to incentivize the development of diverse curricular development. As of 2021, the Race, Ethnic, and Indigenous Studies (REIS) program will be facilitating this grant funding.

Completed by the University Committee on Equity and Inclusion (UCEI), the Cultural Audit Report was submitted to the Provost and the VP for Planning and Facilities Management for review, resulting in the incorporation of a diversity review in all new campus buildings during the design process as well as the campus mural project in fall 2020.

A collaborative team of staff involved in the Cultural Audit, Haggerty Museum staff, students, and others worked to bring a campus mural to fruition in fall 2020. Our Roots Say That We’re Sisters, created by local artist Mauricio Ramirez, is displayed on the back of Varsity Theater.

Marquette celebrates the legacy of the EOP program through a dedication in the Centennial Room (AMU 227).

A committee has been formed with internal and external constituents to flesh out the story of this space and appropriate external grants are under review to support the build out.

A committee has formed with internal and external constituents to envision the marker and its placement in the campus landscape.

In progress: The Title IX Coordinator is building relationships with campus partners to be included in strategies for gender equity on campus, from athletics to faculty pay equity. 

Completed:  Title IX Office made revisions on its processes based on new Department of Ed requirements as of 2020. 

The OIDI and DSA are making modifications to the Bias Incident Reporting and Response processes.

OIDI and DSA will be working on promotion of new Bias Incident protocols and the impact of bias acts on campus.