Institutional Diversity, Equity & Inclusion Strategy

Individual and group differences that are represented within our overall community. While diversity is often referenced in terms of race, ethnicity, and gender, we recognize that individuals hold multiple identities. Diversity includes age, national origin, religion, ability status, gender identity, sexual orientation, socioeconomic status, education, marital status, language, physical appearance, diversity of thought (ideas, perspectives, and values) as well as cultural, political, religious or other affiliations.

Fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. Improving equity involves increasing justice and fairness within the procedures and processes of institutions or systems, as well as in their distribution of resources. For students, equity focuses on creating opportunities for historically underrepresented populations in order to increase student achievement and success.  For employees, equity focuses on the strategic development of access opportunities for historically underrepresented populations of employees (faculty and staff) in order to increase professional growth and resource networks in response to demographic disparities in all areas of the institution.

The act of deliberately creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued to participate fully. An inclusive and welcoming climate embraces differences and offers respect in words and actions for all people. Inclusive communities actively and intentionally engage with diversity and people in the classroom and in the overall college community in order to increase awareness, knowledge and empathy. 


Language adapted from definitions from the Association of American Colleges and Universities, D5 Coalition, Racial Equity Tools Glossary, and various institutions of higher education.

Dimensions of Diversity

• Enrollment Management metrics
• Retention rates
• Graduation rates
• Time to completion
• Academic performance

• Accessibility
• Research and teaching
• Structural diversity (bias response, bystander intervention)
• Intergroup interaction (including bias response, community engagement)

• Employee learning (faculty, staff, student leaders, student staff)
• Student learning (new student orientation, student diversity learning and programming)
• Inclusive classroom practices

• Strategic diversity planning
• Recruitment and hiring
• Employee evaluation
• Communication
• Stakeholder engagement
• Diversity community relations