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.

Strategic Priorities

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)

Task Status 

In progress

Integrate DEI into new student orientation and the first-year experience for undergraduate students and in orientation programming for new graduate and professional students.

Read about our progress

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.

Task Status 

In progress

Provide DEI training for all Marquette staff and faculty

Read about our progress

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.

Task Status 

Ongoing

Continue to support inclusivity training for student leaders

Read about our progress

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.

Task Status 

Ongoing

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. 

Read about our progress

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.

Task Status 

Ongoing

 

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.

Read about our progress

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

Task Status 

Done

Focus the Explorer’s Challenge on projects that seek to improve diversity, equity and inclusion at Marquette and in Milwaukee.

Read about our progress

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

Task Status 

Ongoing

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.

Read about our progress

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

Task Status 

Ongoing

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.

Read about our progress

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.

Task Status 

Ongoing

Expand small grants to faculty to better incorporate diverse themes and inclusive teaching practices into their courses.

Read about our progress

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

Task Status 

Done

Conduct a cultural audit of campus spaces to determine how to better align existing Marquette imagery with the history and values of the institution.

Read about our progress

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.

Task Status 

In progress

Collaborate with students, the Haggerty Museum, and local artists to beautify the campus through culturally diverse mural and visual projects.

Read about our progress

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.

Task Status 

In progress

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.

Read about our progress

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

Task Status 

In progress

Broaden the scope of the Office of the Title IX Coordinator to incorporate greater involvement in gender equity issues

Read about our progress

In progress: Title IX Office is making revisions on its processes based on new Department of Ed requirements as 2020.

Task Status 

In progress

Substantially improve systems for reporting campus bias incidents (in alignment with Title VI of the Civil Rights Act of 1964)

Read about our progress

In progress: The OIDI and DSA are making modifications to the Bias Incident Reporting system

Task Status 

Beginning

Increase campus consciousness about the impacts of bias acts on campus climate

Read about our progress

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