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.
In progress: The Division of Student Affairs piloted a program for first-year undergraduate students in 2019-20: 620 first-year students (41%) complete Part I and of those, 252 (40% completed Part II (launched post-Covid). Presently, the institution is exploring other educational tools in addition to the one used in the pilot to determine a long-term plan.
The Graduate School is piloting an implicit bias training program for all Teaching Assistants and non-research Graduate Assistants in 2020-21.
Provide DEI training for all Marquette staff and faculty
In progress: The Office of Institutional Diversity and Inclusion is currently vetting online programs for all employees that focus on bias, microaggressions, and fostering a more diverse and inclusive campus environment as a baseline training aimed at developing common vocabularies and understandings.
Continue to support inclusivity training for student leaders
Ongoing: The Office of Institutional Diversity and Inclusion provides workshops and presentations for MUSG and student org leaders on culturally responsive programming. 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.
Offer additional DEI trainings 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.
Ongoing: The Office of Institutional Diversity and Inclusion sponsors Unlearning Racism, a workshop series offered through a partnership with the YWCA. As of fall 2020, approximately 245 campus stakeholders have participated in this transformational experience. The Office of Institutional Diversity and Inclusion also provides implicit bias workshops upon request; over 550 campus stakeholders have participated in these workshops since their inception. The Office is currently working to expand these optional offerings.
Continue an ongoing commitment to inclusive programming through the annual Symposium on Diversity, Equity 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.
Ongoing: The Symposium on Diversity, Equity, and Social Justice has become an annual project of the Committee on Equity and Inclusion, and the Office of Institutional Diversity and Inclusion continues to sponsor the Marquette Forum and Metcalfe Lecture Series. The inaugural Lecture on Racial Justice, scheduled for April 1, 2020, with Dr. Imani Perry has been postponed until 2020-21. For additional opportunities to participate in development and dialogue around issues related to diversity, equity, inclusion, and social justice, see the online diversity calendar.
Incentivize inclusive innovation by integrating DEI in large scale projects and internal funding opportunities
Focus the Explorer’s Challenge on projects that seek to improve diversity, equity and inclusion at Marquette and in Milwaukee.
Done: The VP for Research and Innovation has integrated “inclusion” as a key criterion for all 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.
Ongoing: The Office of Institutional Diversity and Inclusion supported the Dr. Hrabowski visit in February 2020 as a part of the Marquette Forum/EOP 50th Anniversary Celebration; as of 2020-21, the Marquette Forum is now 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.
Ongoing: Since spring 2019, the Office of Institutional Diversity and Inclusion has awarded faculty grants to incentivize the development of diverse curricular development.
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.
Done: Completed by the Committee on Equity and Inclusion under the direction of Jacki Black, 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. The Cultural Audit subcommittee continues to meet to determine ongoing action steps.
Collaborate with students, the Haggerty Museum, and local artists to beautify the campus through culturally diverse mural and visual projects.
In progress: A collaborative team of staff involved in the Cultural Audit, Haggerty Museum staff, students, and others worked in the summer and fall 2020 to implement this action step. The campus mural project is slated to begin in fall 2020 with a mural designed and created by local artist Mauricio Ramirez 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.
In progress: The EOP Steering Committee continues to seek a “lasting legacy” celebrating the 50-year success of the program.
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: Title IX Office is making revisions on its processes based on new Department of Ed requirements as 2020.
Substantially improve systems for reporting campus bias incidents (in alignment with Title VI of the Civil Rights Act of 1964)
In progress: The OIDI and DSA are making modifications to the Bias Incident Reporting system
Increase campus consciousness about the impacts of bias acts on campus climate
Beginning: OIDI and DSA will be working on promotion of new Bias Incident protocols and the impact of bias acts on campus.