Develop and Sustain a Welcoming, Equitable, and Inclusive Community
Diversity, equity and inclusion plan for 2020-2023
Maintain an intellectual, cultural, and social environment that respects human dignity and equity where all community members feel welcomed and mutually respected and enjoy prospects for success. Pursue strategic initiatives that not only strengthen equity for all students, faculty and staff through campus-wide dialogue and institutional transformations, but also promote an increased sense of belonging and internal engagement with university life.
Sustain an institutional commitment to learning opportunities for the Marquette community, particularly those that are at once Mission critical and supportive of Diversity, Equity, and Inclusion (DEI)
Integrate DEI into new student orientation and the first-year experience for undergraduate students and in orientation programming for new graduate and professional students.
- 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.
- 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.
Provide DEI training for all Marquette staff and faculty
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.
Offer additional optional DEI programs for students, faculty, and staff aimed at reducing the effects of bias and unwelcoming behavior affecting community members based on race, ethnicity, gender identity or sexual orientation, class, and other identities.
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.
Continue an ongoing commitment to inclusive programming through the annual Symposium on Diversity, Inclusion and Social Justice, the Marquette Forum, the Ralph Metcalfe Lecture Series, co-curricular and academic diversity-related forums, faculty-initiated presentations and workshops, and other campus-wide events and activities.
Incentivize inclusive innovation by integrating DEI in large scale projects and internal funding opportunities
Focus the Explorer Challenge on projects that seek to improve diversity, equity and inclusion at Marquette and in Milwaukee.
The VP for Research and Innovation has integrated “inclusion” as a key criterion for all Explorer Challenge applicants.
Support the development of Marquette’s Institute for Women’s Leadership as it advances gender equity and creates programming and training opportunities for women in leadership.
Design and sustain ongoing inclusive programming that encourages faculty, staff and student involvement and conversation that interconnects issues of diversity, equity, inclusion, and social justice.
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.
Expand small grants to faculty to better incorporate diverse themes and inclusive teaching practices into their courses.
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.
Enhance diversity in our physical and cultural campus spaces
Conduct a cultural audit of campus spaces to determine how to better align existing Marquette imagery with the history and values of the institution.
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.
Collaborate with students, the Haggerty Museum, and local artists to beautify the campus through culturally diverse mural and visual projects.
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.
In light of the 50th anniversary of the founding of the Educational Opportunity Program, seek opportunities to integrate diversity in the cultural heritage of the university.
Marquette celebrates the legacy of the EOP program through a dedication in the Centennial Room (AMU 227).
Continue steps to secure internal and external fiscal resources to augment Maamawi Abiwin (AMU 157) with a focus on: incorporating Wisconsin’s six living Indigenous languages and creating a more immersive visitor learning experience by layering Wisconsin Indigenous history and survivance.
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.
Activate the priority that emerged from Native American students in conversations with leadership throughout 2020-21 to embed the institutional land acknowledgment in a physical marker on campus.
A committee has formed with internal and external constituents to envision the marker and its placement in the campus landscape.
Directly address issues of equity throughout the campus
Broaden the scope of the Office of the Title IX Coordinator to incorporate greater involvement in gender equity issues
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.
Substantially improve systems for reporting campus bias incidents (in alignment with Title VI of the Civil Rights Act of 1964)
The OIDI and DSA are making modifications to the Bias Incident Reporting and Response processes.
Increase campus consciousness about the impacts of bias acts on campus climate
OIDI and DSA will be working on promotion of new Bias Incident protocols and the impact of bias acts on campus.