Diversity Plan Goal 3
Goal 3. Make high quality diversity education, orientation, and training available to all members of the university community.
We like to think we know instinctively how to interact with others, regardless of our differences. Too often, it's not that easy. On-going educational opportunities are essential to the development of a thoughtful, informed university community that is skilled at interaction in multicultural settings. Diversity education, orientation and training offer students, faculty and staff the opportunity to improve interpersonal skills through meaningful education and training relevant to their context in the University.
For students, we need to expand interactive opportunities for learning about different dimensions of diversity. Key areas include enhancing opportunities for student leaders to develop skills in diversity issues and infusing diversity in orientation programs for all students - undergraduate, graduate, and professional. Students also need to be provided with information on dealing with experiences or observations of disrespect.
For faculty, we need to encourage new initiatives to assist with drawing upon the diversity in the class room to enhance the learning experience. Where appropriate, we should support faculty in the incorporation of diversity into "interactive learning" components of the curriculum. Competency in diversity issues is also critical to productive faculty-student mentoring and advising relationships. Faculty should be provided with information and support to enhance their ability to mentor diverse students.
For staff, we need to increase the cultural competency of the workforce by expanding opportunities to deal with diversity issues in the workplace. A ll supervisory staff should be expected to attain competency in dealing with diversity in the workplace through diversity education and training. To encourage staff engagement with diversity, units should provide recognition and support for completion of diversity education and training for all employees.
Examples of benchmarks that can help measure the breadth and focus of opportunities for deepening community understanding of diversity include:
- Establishment of and student participation in new co-curricular programs and activities addressing diversity.
- Student leadership training curricula includes diversity issues and resources.
- Orientations for all levels of students include diversity issues and resources.
- Class room diversity management skills.
- Competency with diversity issues in mentoring and advising.
- Diversity issues are incorporated into courses and curricula where appropriate.
- Enhanced curriculum and training opportunities for managers and supervisors.
- Diversity competency is incorporated into annual performance reviews.
- Expansion of professional development programs that address diversity.
- Increased supervisor and staff participation in programs that address diversity.