BH CHICAGO DIVERSITY + INCLUSION INITIATIVE First Year PlanExecutive Introduction ‘The purpose of the executive introduction is to express the University’s commitment to creating a diverse, inclusive and equitable climate from the highest levels of the institution, and to expand on the idea that diversity and inclusion work is meant to permeate all units, divisions, departments and Institutions under the University’s purview. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. Proin feugiat tortor at magna commodo ultrices, Phasellus congue euismod turpis sed gravida. Morbi cursus diam ac ligula facilisis, nec placerat dui laoreet. Praesent tincidunt varius nibh et interdum. Maecenas hendrerit tempor aliquam. Sed elit sapien, mattis sed lectus at, vestibulum venenatis lacus. Duis volutpat dui eget hendrerit rutrum. Cras consequat, dui ac venenatis cursus, lorem orci maximus enim, at ultricies ligula erat at ligula. Curabitur enim ipsum, bibendum quis facilisis id, euismod id felis. Donec convallis nisi aliquam vestibulum tincidunt. Sed vel quam at mauris varius luctus. In vitae quam ex. Aenean mollis purus quis ligula consectetur, id eleifend nisi volutpat. President Robert Zimmer Provost Daniel Deimeier University of Chicago University of Chicago Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. Proin feugiat tortor at magna commodo ultrices. Phasellus congue euismod turpis sed gravida. Morbi cursus diam ac ligula facilisis, nec placerat dui laoreet. Praesent tincidunt varius nibh et interdum. Maecenas hendrerit tempor aliquam. Sed elit sapien, mattis sed lectus at, vestibulum venenatis lacus. Duis volutpat dui eget hendrerit rutrum. Cras consequat, dui ac venenatis cursus, lorem orci maximus enim, at ultricies ligula erat at ligula Morbi nec vulputate orci. Phasellus scelerisque vel risus vel suscipit. Ut mollis fermentum leo, sit amet placerat leo aliquam sit amet. Nulla auctor quam vel justo consequat, vel porta libero accumsan. Praesent mauris libero, sagittis vitae tortor in, volutpat volutpat quam. Cras nec sapien id nisl pulvinar dictum eu non ante. Ut sagittis, mauris sed rutrum convallis, lectus arcu malesuada tellus, eu gravida eros est in est. Mauris eget elementum ex. Melissa Gilliam Ellen H. Block Professor of Health Justice, Obstetrics and Gynecology Vice Provost for Academic Leadership, Advancement, and DiversityBackground Describes the process of the plan’s creation ~ informed by the results of the 2016 climate survey and recommendations from the Diversity Advisory Council. Refined through campus-wide conversations with faculty, students and staff across two waves of feedback in the 2016-2017 academic year. Lorem ipsum dolor sit amet: consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit ‘amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. Proin feugiat tortor at magna commodo ultrices. Phasellus congue euismod turpis sed gravida: Morbi cursus diam ac ligula facilisis, nec placerat dui laoreet. Praesent tincidunt varius nibh et interdum. Maecenas hendrerit tempor aliquam. Sed elit sapien, mattis sed lectus at, vestibulum venenatis lacus. Duis volutpat dui eget hendrerit rutrum. Cras consequat, dui ac venenatis cursus, lorem orci maximus enim, at ultricies ligula erat at ligula. Curabitur enim ipsum, bibendum quis facilisis id, euismod id felis. Morbi nec vulputate orci: Phasellus scelerisque vel risus vel suscipit. Ut mollis fermentum leo, sit amet placerat leo aliquam sit amet. Nulla auctor quam vel justo consequat, vel porta libero accumsan. Praesent mauris libero, sagittis vitae tortor in, volutpat volutpat quam. Cras nec sapien id nisl pulvinar dictum eu non ante. Ut sagittis, mauris sed rutrum convallis, lectus arcu malesuada tellus, eu gravida eros est in est. Mauris eget elementum ex. Maecenas a odio vel felis convallis congue. Curabitur interdum dui non hendrerit iaculis. In dapibus, massa in faucibus ultricies, elit ex consequat sem, ac consequat lacus nunc a lacus. Vestibulum eget odio quis eros condimentum maximus. Suspendisse posuere, est in sagittis cursus, enim dolor gravida arcu, ut tempor nunc nisi a lacus. Sed interdum, dolor vitae vestibulum viverra, odio purus varius felis, non ornare dui ante 2 quam. Morbi fermentum egestas sagittis. Curabitur placerat finibus imperdiet, Quisque dictum est metus, ut tincidunt nunc mollis at. Suspendisse a odio velit. Pellentesque nec nunc tellus. Ut ac orci non est cursus semper. In malesuada sapien quis ligula tempor, a volutpat lacus ornare. Nam id turpis a orci lacinia condimentum vitae ac enim. Duis ultrices dui et mi rutrum, id mollis massa mollis.Diversity and Inclusion Initiative — Year One The core attributes of the University of Chicago reflect the characteristics most shared by its faculty, students, alumni, and staff: An uncommon intelligence that embraces risk and is driven by restless curiosity, tenacious exploration of ideas, and unwillingness to accept impossibilities, tempered by a measure of humility and sharp wit. We've identified five areas of strategic focus for the first year of the plan: infrastructure, people, climate + community, distinctive and empowering education, and inclusive inquiry. Over time, we will reassess priorities and update them to reflect the current needs of the campus. Other topics will remain as evergreen, as we see diversity work as a process, not an end goal. Infrastructure Building infrastructure that allows th stitution to support the work of the D&l plan, Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In ac lorem ex. Proin feugiat tortor at magna commodo ultrices. = Diversity and inclusion plan for each department, division, and unit ‘Academic units at the level of departments, divisions, schools and institutes will create a plan for diversity and inclusion. The Provost's Office will give guidance on the structure and content of the plan. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. Proin feugiat tortor at magna commodo ultrices. = Diversity and inclusion mapping We will assess all diversity-related resources on campus to create a visual map of active efforts. Our assessment will cover all diversity initiatives, programs, events and curricular offerings across every division of the university. The map will serve asa resource for the university community to identify potential areas of oversight, as well as to highlight opportunities and programs already present. The diversity map will help faculty, staff and students engage more deeply with resources in thelr local unit. = Support for Centers devoted to diversity and inclusion We will engage existing centers and institutes (e.g., Center for the Study of Race Politics and Culture, Center for Identity and Inclusion, Center for Student Success, Center for the Study of Gender and Sexuality) who have expertise in these areas. We will build capacity as needed to support these efforts. There will also be opportunity to collaborate with UChicago Urban, Office of Civic Engagement, Urban Health Initiative and others,Community + Climate Foster new campus relationships to create a supportive, inclusive environment for all. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. = Working groups on student experience The Subcommittee on Student Experience will convene and direct a series of working groups to explore various aspects of the UChicago student experience. Working groups will convene around a specific identity group or experience. These include black students, Muslim students, first generation students, low SES students, and LGBTQ students. All working groups will report to the Subcommittee, and will be charged to identify needs, best practices and resources based on the population or topic to be explored. Working groups will create a document to inform the University ‘on concrete actions to take to improve the climate for the specific population and to foster an inclusive campus. = Faculty mentoring programs Mentoring programs focused on early-stage faculty. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. Proin feugiat tortor at magna commodo ultrices = Employee resource groups We will create Employee Resource Groups to bring together University of Chicago employees around specific identity or affinity areas. Groups will be open to all members of campus, including faculty, staff and students. We will task groups to determine their own scope and priorities around issues that contribute to the university's mission and core values, including recruitment, retention, education, advocacy and community building. Each group will be supported by a senior sponsor, as well as the Diversity and Inclusion Steering Committee, and will be given initial seed funding to support its work. = Workshops on communication in partnership with Booth The Provost's Office will work with the Center for Decision Research and Second City to create programs for campus units on self exoression and understanding in diverse groups. These activities will be studied and tools will be scaled. For example, the exercise used in the climate survey conversations came from this collaboration. These materials will be expanded to create curriculum on specific issues as requested by the campus community. For example, since the climate survey, requests have come from the Divinity School, the Picker Committee, Campus and Student Life, and UcHospitals for assistance in helping them develop similar “conversations”.Distinctive + Empowering Education ‘Teaching students, faculty and staff through rigorous, evidence-based trainings. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. Proin feugiat tortor at magna commodo ultrices. Phasellus congue euismod turpis sed gravida. Morbi ‘cursus diam ac ligula facilisis, nec placerat dul laoreet. Praesent tincidunt varius nibh et interdum Maecenas hendrerit tempor aliquam. Sed elit sapien, mattis sed lectus at, vestibulum venenatis lacus. Duis volutpat dui eget hendrerit rutrum. = Committee to consider core courses These have been discussed with John Boyer and he is enthusiastic. He is also focusing on urban studies as another area that has relevance to diversity and inclusion. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. Proin feugiat tortor at magna commodo ultrices. = Exposure to new scholars and scholarly areas Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. = Staff development programs Climate survey has revealed lack of professional development opportunities for staff and that current opportunities are cost prohibitive. This should be in HR budget. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. = Chair development programs This peer leadership development program was created for chairs and is now being piloted with faculty. These programs would address chair development overall with specific attention to their abilities on issues of diversity and inclusion. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu.Inclusive Inquiry Creating and sharing new knowledge around successful diversity interventions. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. = Request for Proposals (RFP) to promote an inclusive climate This RFP will be awarded three times each year through the Provost's Office, and will be open to faculty, postdocs, staff and students. The grant will give awardees a chance to experiment with behavioral science and other innovative, data-driven approaches to creating an inclusive campus. The specifics of the proposal will change annually based on current issues, debates, and strategically-identified needs that arise on campus. = Request for Proposals (RFP) to promote inclusive curriculum and teaching ‘This REP will be awarded three times each year through the Provost's Office, and will be open to faculty, postdocs, staff and students. The grant will give awardees a chance to experiment with behavioral science and other innovative, data-driven approaches to creating an inclusive campus. The specifics of the proposal will change annually based on current issues, debates, and strategically-identified needs that arise on campus. = Measurement + Assessment of Diversity and Inclusion Initiative Describes how the success of these action items will be assessed, when they will be evaluated, and how the community will be able to stay abreast of these landmarks. We will publish the action plan and provide updates to the community. The plan should be owned and implemented by the campus not the Provost's Office, thus a website will be used for receiving input from the campus. There will be issues for which we lack clear guidance on what path to pursue. Focus groups, surveys or other data gathering techniques as appropriate will be used to create the data to guide the initiative. ‘These data can inform working groups. Climate survey data will be used to guide and assess progress on the action plan.People Actions to Identify, recruit and retain faculty, students and staff, with a focus on those who have been historically underrepresented in academia, Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. Proin feugiat tortor at magna commodo ultrices. Phasellus congue euismod turpis sed gravida. Morbi cursus diam ac ligula facilisis, nec placerat dui laoreet. + Provost's postdoctoral scholars program This program was revised in November and has 1.5 million in funding from the Mellon Foundation which will support scholars in the humanities and the non-quantitative social sciences. As a university-wide program, the University would then pay for scholars in areas outside of the scope of the Mellon grant. = Ivy plus program This UChicago-led initiative will bring the Ivy+ together to create a cross-institutional pipeline program that could increase the overall pool of URM prepared for academic faculty positions. The initial meeting will occur at the University of Chicago in July 2017. "Hiring URM Policies on faculty hiring will be developed. We will also pursue cluster hires and target of opportunity hires. However, the long-term goal is that departments will hire URM faculty without support from the Provost's Office. = Search committee training Based on our successful pilots, the Provost's Office will offer twice-yearly search committee training and will be available to meet with any active search committee or department. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. "Faculty development courses All programs will be open but will make certain to include women and underrepresented minorities. Leadership development programs to address underrepresentation of women and URMS in academic leadership positions. This program for mid-level faculty introduces a small cohort to the workings of the University through meetings with campus leadership. = Staff training on hiring These will be programs on best practices for hiring. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed nec molestie arcu. Aenean sit amet facilisis velit. Suspendisse dapibus hendrerit leo, viverra consectetur ligula aliquam ut. Praesent ligula libero, ultrices non odio ac, pharetra imperdiet massa. In non leo sit amet erat efficitur eleifend sed id mi. In ac lorem ex. Proin feugiat tortor at magna commodo ultrices.Appendix Timeline for implementation Infrastructure Diversity and inclusion plan for each department, division, and unit ‘Academic units at the level of departments, isions, schools and institutes will create a plan for diversity and inclusion. December 2017 Initial review of existing statements completed Divisions drafting statements Diversity and inclusion mapping Assess all diversity- related resources on campus to create a visual map of active efforts (October 2017 Mapping underway with RCC devoted to diversity and inclusion centers and institutes who have expertise in | these areas. ‘Communications ‘Communications ‘September 2017 Website consultation efforts around roll out begun of D&I plan. Support for Centers | We will engage existing | Ongoing ‘Ongoing People om im Statu: ties to alumni groups devoted to issues Bridge programs We will form stronger | October 2017 Initial review of existing ties to alumni groups statements completed. devoted to issues of identity Divisions drafting statements Provost's postdoctoral | Form strongertiesto | September 2017 ‘Mapping underway scholars program alumni groups devoted | March 2018 with RCC to issues of identity Ivy plus program Stronger ties to alumni | July 2017 Website consultation groups devoted to begun issues of identity Hiring URM We will form stronger | Ongoing ‘Ongoing ties to alumni groups devoted to issues of identity Training on hiring We will form stronger | October 2017 Initial review of existing statements completed Divisions drafting statements‘Search committee We will form stronger] October 2017 ‘Mapping underway training ties to alumni groups with RCC Faculty and staff Ties to alumni groups | May 2018 Website consultation development devoted to issues of identity stronger ties to alumni groups begun Chair development We will form stronger ties to alumni groups devoted to issues December 2017 Ongoing, ‘Mentoring programs | Form stronger ties to _| September 2018 initial review of existing alumni groups devoted statements completed. to issues of identity Divisions drafting statements Employee resource | We willformstronger | March 2018 Mapping underway groups ties to alumni groups with RCC devoted to issues of identity We will form stronger ties to alumni Training on hiring We will form stronger | November 2017 Website consultation ties to alumni groups begun Working groups on | Weill form stronger | September 2017 ‘Ongoing student experience _| ties to alumni groups devoted to issues of Orientation game Form stronger ties to._| September 2017 Website consultation alumni groups devoted begun toissues of identity ‘Alumni Networks Form stronger ties to. | December 2017 ‘Ongoing alumni groups devoted to issues of identity Community + Climate Workshops on The Provost's Office | September 2017 Workshops developed ‘communication in partnership with Booth will work create programs for campus units on self expression and understanding in diverse groups Request for Proposals (RFP) to promote an inclusive climate The grant will give awardees a chance to experiment with behavioral science First grant awarded December 2017 RFP developed and ‘open for applications Request for Proposals, (RFP) to promote inclusive curriculum and teaching Increase their own skills and curricular content relating to diversity and inclusion. First grant awarded December 2017 RFP developed and open for applications‘Committee to consider He is also focusing on Will receive report in Committee convened core courses urban studies as March 2018 another area that has relevance to diversity and inclusion. Distinctive + Empowering Education ty Descript mnie a Measuring progress | Weill publishthe | Ongoing Check our website action pian and provide updates to the community.