Excellence in Diversity and Inclusion
Nominations are being accepted for the Marquette University Excellence in Diversity and Inclusion Staff Award. Each year the Office of the President will recognize one staff member who demonstrates exemplary leadership that manifests the ideals of diversity, equity and inclusion into practical action. Recipients may demonstrate this commitment across a range of possibilities: student- or staff-centered inclusion initiatives; efforts to support recruitment and retention of diverse faculty, staff and/or students; multicultural programming or related initiatives; community outreach activities; or addressing issues found in the Campus Climate Study results. Members of the Marquette community are encouraged to nominate one or more candidates.
Candidates should be nominated based on meritorious service above and beyond the duties assigned to their positions. Nominees should also demonstrate and support the Ignatian ideal of care for others, as well as carry out Marquette’s commitment to diversity and inclusion.
The Excellence in Diversity and Inclusion Staff Award will be presented each year at the Excellence in University Service Award luncheon.
- Candidates must be a regular full-time staff member with a minimum of five years of consecutive Marquette service.
- Self-nominations will not be considered.
- If a member of the University Staff Senate is nominated, he or she will recuse himself or herself from the selection process.
- Nominations will be kept and considered for two consecutive years.
Criteria for selection are as follows and may include a broad range of criteria from inclusion-centered initiatives: efforts to support recruitment and retention of diverse staff and/or students; teaching and/or research that expands and embraces our understanding of inclusiveness; multicultural programming or related initiatives; community outreach activities; or a host of other possibilities that enhance diversity and inclusion. Nomination statements should focus on the following criteria:
- The extent to which the candidate’s activities have promoted a campus environment that is welcoming, supportive and nurturing of cultural, ethnic, racial, class, gender, sexual orientation, language and other human differences.
- The extent to which the candidate’s activities have contributed to raising awareness and consciousness about diversity and inclusion within the context of the university’s mission and for the greater good of the Marquette community.
- The extent to which the candidate’s activities had, or will have, significant impact on the Marquette community in terms of diversity and inclusion.
- The scope of the candidate’s diversity and inclusion activities and how they reflect integrity among all members of the Marquette community.
Evidence sources of exemplary diversity and inclusion leadership
What has the candidate done to make Marquette a more diverse and inclusive community?
The following offer examples of activities that are not prescriptive, exclusive or exhaustive but merely illustrative of practices and activities that exemplify diversity and inclusion and are not a requirement of the staff member’s job.
- Extending a welcoming work environment and fostering a sense of belonging to the individual's workplace and Marquette community. (Recognizing important milestones and accomplishments, department/college events, and all university events demonstrates sophisticated understanding of the social and cultural complexities in and/or among different groups)
- Effective mentoring to employees when assigned new work responsibilities or new positions. (Personal mentorship or providing written instructions for the employee who would be hired into the position and effective communication across individual differences demonstrate evidence of adjustment in own attitudes and beliefs)
- Development of manager training for supervisors. (Allowing honest feedback at performance reviews, providing mentorship for professional development, consistent hiring and firing practices, fair promotions, relief from tension with supervisors and co-workers, addressing the practice of increased workloads without compensation, fair compensation, salaries and raises, affirming choices and beliefs different from his/her own, engaging in interactions that are based on understanding and appreciation for differences, gaining the trust and respect of individuals who are different from him/herself, consistently incorporating diverse and multiple perspectives when working with others, and able to negotiate and facilitate a shared understanding)
- Development of strategies that will bring awareness to unacceptable behavior from employees. (Strategies to eliminate ignoring or excluding, intimidating or bullying, or isolating or leaving out or target of derogatory verbal remarks, target of racial profiling, singled out as spokesperson for his or her identity group)
- Development of a system for employees to report and address all exclusionary, intimidating, offensive and hostile behavior. (Help employees get support so that a positive working environment can be restored)
- Development of initiatives that lead to an employee group becoming involved in Marquette’s diverse community. (Strategies and practices to support diversity of candidates, interviewees, and new hires have been institutionalized and are consistently followed)
- Actively participates as a volunteer or mentor in campus diversity resources.
The deadline for nominations has passed.
Previous Award Recipients