office for campus diversity · 2020-06-12 · letter to students, ... in order to accomplish those...

STRATEGIC PLAN

INCLUSIVE

EXCELLENCE

for

2019-2022

We have a long and deliberate tradition of inclusion. It is not simply an ideal. It is a continuous call to actionand one of the pillars on which the institution rests. Each of us faces a choice: we can choose to be divided by difference, or we can be empowered by diversity. The University chooses to be a place where education inspires empathy, where meaningful multicultural exchanges occur, where everyone is welcome and where every voice is valued. This is who we are.

Dr. E. Joseph Savoie, University PresidentLetter to Students, Faculty and Staff on November 14, 2018

STRATEGIC PLAN

INCLUSIVE

EXCELLENCE

for

2019-2022

Students enjoying a football game at Cajun Field.

LETTER FROM THE EXECUTIVE DIRECTOR

Diversity, equity and inclusion are central to our values asan institution, and they are reflected throughout theStrategic Plan of the University of Louisiana at Lafayette. In order to accomplish those broad institutional goals, wemust strive to achieve inclusive excellence -- stretchingbeyond the boundaries of comfort to engage acrosscultures, appreciating and leveraging the rich diversity ofour campus community. Inclusive excellence is a strategicframework designed to focus our collective efforts onconcrete actions that will lead to intellectual growth andcreative solutions to the most pressing challenges facingour region, the nation and the world.

This Strategic Plan for Inclusive Excellence aligns with the broader goals outlined in theUniversity's Strategic Plan. But, more than just a short-term project or an initiative from asingle office, the inclusive excellence approach requires an institutional transformation inwhich everyone plays a part. The Office for Campus Diversity welcomes the opportunity tobuild effective partnerships and support the entire University community in the pursuit ofinclusive excellence.

Taniecea A. Mallery, Ph.D.Executive Director of Strategic Initiatives & Chief Diversity Officer

The Strategic Plan for Inclusive Excellence was prepared by the Office for Campus Diversity

and the Diversity Advisory Council.

CONTENTS

01

06

18

IntroductionCampus Diversity | By the NumbersGuiding Principles & Strategic Imperatives

Inclusive Excellence Strategic FrameworkAccess & SuccessEducation, Scholarship & Professional DevelopmentInstitutional Climate & Intergroup RelationsInstitutional InfrastructureCommunity Engagement

Appendix I -- Glossary of TermsAppendix II -- Diversity Advisory Council Members (2018-2019)Acknowledgments

Preliminaries

Strategic Framework

Appendices

010203

04050709

1113

161718

Strategic Plan for Inclusive Excellence | August 2019 | #inclusiveUL

01

INTRODUCTION

In the 2018-2019 academic year, the Office forCampus Diversity led an effort to create theStrategic Plan for Inclusive Excellence. Based on anationally recognized model for equity andinclusion in higher education, the Strategic Plan forInclusive Excellence was created through theguidance of the Diversity Advisory Council (DAC),with broad stakeholder engagement includingstudents, faculty, staff and community members.

In 2018, the University of Louisiana at Lafayettereceived for the first time the Higher EducationExcellence in Diversity (HEED) Award, presented byINSIGHT Into Diversity. The HEED Award, open to allcolleges and universities across the U.S. andCanada, measures an institution’s level ofachievement and intensity of commitment inbroadening diversity and inclusion on campusthrough initiatives, programs, and outreach;student recruitment, retention and completion;and hiring practices for faculty and staff. The University’s recognition as a recipient of theHEED Award in 2018 and 2019 served as an impetusfor envisioning this next phase of institutionalprogress in diversity, equity and inclusion.

INSIGHT Into Diversity HEED Award

The Diversity Advisory Council (DAC) consists of adiverse group of community and campus leaderswho are committed to promoting the values ofdiversity, equity and inclusion on the campus ofthe University of Louisiana at Lafayette. Itsmembers serve as advocates and catalysts forinclusion on campus and in the community. The Diversity Advisory Council (DAC) is a UniversityCommittee reporting directly to the UniversityPresident. The DAC served as the InclusiveExcellence Strategic Planning Committee, guidingthe development of the objectives, strategies andkey performance indicators in this plan. SeeAppendix II for a listing of Diversity AdvisoryCouncil members for the 2018-2019 academic year.

Diversity Advisory Council

The Strategic Plan for Inclusive Excellenceprovides a structure for campus and communityinitiatives using the Inclusive Excellenceframework, which focuses on five imperativesregarding diversity, equity and inclusion: 1) accessand success; 2) education, scholarship andprofessional development; 3) institutional climateand intergroup relations; 4) institutionalinfrastructure and 5) community engagement. In each of the five strategic imperatives, DiversityAdvisory Council members focused on identifyingobjectives and strategies to advance diversity,equity and inclusion initiatives to achieve theeducational mission and align with theUniversity’s strategic plan.

Strategic Framework


02

CAMPUS DIVERSITY BY THE NUMBERS

15,073UNDERGRADUATE

STUDENTS

2,050GRADUATESTUDENTS

434INTERNATIONAL

STUDENTS

17,123

ENROLLED FALL 2018

STUDENTS*

57%WOMEN

43%

MEN

65.4% WHITE

19.0% BLACK

5.3% HISPANIC

2.5% ASIAN

2.1% MULTIRACIAL

2.5% INTERNATIONAL

2.9% OTHER**

STUDENT GENDER (%), BY RACE/ETHNICITY

WHITE

BLACK

HISPANIC

ASIAN

MULTIRACIAL

INTERNATIONAL

OTHER**

43.6%

36.3%

41.8%

65.4%

47.4%

43.5%

43.5%

56.4%

63.7%

58.2%

34.6%

52.6%

56.5%

56.5%

*Includes the total number of degree-seeking students enrolled in Fall 2018

**OTHER includes American Indian or Alaska Native, Native Hawaiian or Other Pacific Islander, and Unknown Race/Ethnicity


GUIDING PRINCIPLES

OUR MISSION

STRATEGIC IMPERATIVES

OUR VISION

The Office for Campus Diversitycultivates an inclusive learning

environment that values differentperspectives and promotesintercultural engagement.

We strive to create a diverseand inclusive communityin which all members feel

valued, respected and able toreach their full potential.

ACCESS & SUCCESS

EDUCATION, SCHOLARSHIP & PROFESSIONAL DEVELOPMENT

INSTITUTIONAL CLIMATE & INTERGROUP RELATIONS

INSTITUTIONAL INFRASTRUCTURE

COMMUNITY ENGAGEMENT

INCLUSIVE EXCELLENCE STRATEGIC FRAMEWORK

03

GUIDING PRINCIPLES & STRATEGIC IMPERATIVES



Engage students, faculty, staff and community members in learning opportunities to exploreconcepts, principles, perspectives and research related to diversity, equity and inclusion.

2.1 2.2 2.3Offer courses and co-curricular diversityand inclusion learningopportunities

Increase multiculturalcompetencies ofstudents, faculty and staff

Encourageinterdisciplinarycollaboration andresearch


Create and sustain an institutional environment that celebrates diversity and cultivatesinclusion through intercultural engagement.

3.1 3.2 3.3Cultivate aninclusive, supportiveand respectfulinstitutional climate

Support the development ofcommunities andnetworks

Increase interculturalengagement amongstudents, faculty and staff


Create and sustain an institutional infrastructure that effectively supports progress inachieving diversity and inclusion goals aligned with the University's mission, vision, valuesand strategic plan.

4.1 4.2 4.3Develop andpromote inclusivepolicies, proceduresand resources

Enhancestrategiccommunication

Support aculture ofcontinuousimprovement

4.4 Strive to secureexternal gifts,grants andresources


Engage community partners in collaborative efforts to provide education, resourcesand opportunities to broaden the impact of campus-based diversity, equity andinclusion initiatives.

5.1 5.2 5.3Engage alumni andcommunity membersin campus-basedinitiatives

Provide resources toadvance diversity, equityand inclusion within theAcadiana region

Build collaborativepartnerships to createinnovative solutions toinclusion challenges

ACCESS & SUCCESSCultivate a diverse and inclusive undergraduate and graduate student body, faculty and staff.

1.1 1.2 1.3Achieve increased enrollment ofunderrepresented students

Support the retentionand success ofunderrepresented students

Attract and retain adiverse faculty, staffand seniorleadership team

ACCESS & SUCCESS

Cultivate a diverse and inclusive undergraduate and graduate student body,faculty and staff.

OBJECTIVES

1.1 Achieve increased enrollment ofundergraduate andgraduate studentsfrom underrepresentedand/or underservedgroups

1.2 Support the retentionand academic successof undergraduate andgraduate students fromunderrepresentedand/or underservedgroups

1.3 Attract and retain adiverse faculty, staffand senior leadershipteam

STRATEGIES

a. b.Support pipelineprograms that have thepotential to attractundergraduate andgraduate students fromunderrepresented and/orunderserved groups

Partner with Admissions and Recruitment to offer staff training and targetedrecruitment experiences toattract prospective students from underrepresented and/or underserved groups

a. b. Engage faculty, staff andmulticultural alumni tosupport the success ofcurrent students fromunderrepresented and/orunderserved groups

a. b. Partner with academic deans,search committees and theOffice of Human Resources tooffer training and incorporateinclusive strategies in therecruitment, hiring andevaluation of faculty, staff andsenior leadership teams

Encourage participation intargeted recruitmentopportunities to attractfaculty, staff andinstitutional leaders fromunderrepresented and/orunderserved groups

Support gatewayinitiatives that cultivatethe academic success ofundergraduate andgraduate students fromunderrepresented and/orunderserved groups

05 Strategic Plan for Inclusive Excellence | August 2019 | #inclusiveUL

ACCESS & SUCCESS

Cultivate a diverse and inclusive undergraduate and graduate student body,faculty and staff.

KEY PERFORMANCE INDICATORS

1.1 Achieve increased enrollment of students from underrepresented and/or underserved groups

2019-2020 2020-2021 2021-2022 TREND

1.2 Support the retention and success of students from underrepresented and/or underserved groups

1.3 Attract and retain a diverse faculty, staff and senior leadership team

STATUS

Pipeline program participant demographics

Enrolled undergraduate student demographics

Enrolled graduate student demographics

Number of undergraduate recruitment events

Number of graduate recruitment events

Number of pipeline programs

Retention rates, disaggregated by race/ethnicity

Gateway program participant demographics

Financial awards for undergraduate students

Financial awards for graduate students

Graduation rates, disaggregated by race/ethnicity

Number of gateway programs

Faculty demographics

Number of recruitment events

Staff demographics

Senior leadership team demographics

Number of workshops on inclusive hiring

Number of workshops on inclusive evaluation

OBJECTIVES

2.1 Offer courses and co-curricular diversityand inclusion learningopportunities at theundergraduate,graduate andprofessional levels

2.2 Increase themulticulturalcompetencies ofstudents, faculty and staff

2.3 Encourageinterdisciplinarycollaboration andresearch by students,faculty and staff

STRATEGIES

a. b.

Grow and develop neweducational offerings forstudent, faculty and staffgroups, leveraging theexpertise of internalpresenters and externalspeakers

Develop a Diversity andInclusion Certificate Program --a professional developmentcurriculum for faculty and staff;Integrate the program withinthe University's performancemanagement system

a. b.

Partner with Universitystakeholders to develop aninventory of diversity andinclusion-related courses andco-curricular activities; Integratethese experiences within aUniversity-wide competencymodel of student engagement

Collaborate with campuspartners to developdepartment-specificeducational programming andprofessional developmentopportunities to supportlearning in diversity, equity andinclusion

a. b.Create a Student DiversityCouncil with broad anddiverse undergraduatestudent engagement tospark innovation in campus-wide programming tosupport learning in diversity,equity and inclusion

Convene at least one event eachacademic year for members ofthe Diversity, Equity and PovertyCommunity of Interest toincrease awareness, sparkcollaboration and encourageinterdisciplinary grant seeking


Engage students, faculty, staff and community members in learningopportunities to explore concepts, principles, perspectives and researchrelated to diversity, equity and inclusion.



2.1 Offer courses and co-curricular diversity and inclusion learning opportunities for students, faculty and staff

2019-2020 2020-2021 2021-2022 TREND

2.2 Increase the multicultural competencies of students, faculty and staff

2.3 Encourage interdisciplinary collaboration and research by students, faculty and staff

STATUS


Engage students, faculty, staff and community members in learningopportunities to explore concepts, principles, perspectives and researchrelated to diversity, equity and inclusion.

Number of workshops offered, by title

Workshop participant demographics, by title

Certificate Program participant demographics

Number of diversity courses offered, by college

Evaluation results from educational offerings

Number of diversity-related co-curricular activities

Number of multicultural student organizations

Pre- and post-session competency scores

Number of departmental sessions and guest lectures

Participant demographics for co-curricular activities

Student Diversity Council demographics

Number of Student Diversity Council (SDC) programs

Number of Community of Interest events

Community of Interest participant demographics

Participant demographics for SDC programs

Number of workshop participants, by title

OBJECTIVES

3.1 Cultivate aninclusive,supportive andrespectfulinstitutionalclimate

3.2 Support thedevelopment ofcommunities andnetworks focused onthe social andacademic needs ofindividuals with variouscultural identities

3.3 Increase interculturalengagement amongstudents, faculty andstaff

STRATEGIES

a. b. Promote and developheritage and recognitionprograms that acknowledgecontributions made toadvance diversity, equity andinclusion

a. b.

Develop and maintainhigh visibility of thePrinciples of Community,including annual on- andoff-campus promotionalevents

Develop and promoteprocedures for the formationand operation of EmployeeResource Groups (ERGs)

a. b.Convene educationalprograms for students,faculty and staff thatencourage meaningful,authentic dialogue acrossgroups and increasesintercultural understanding

Support the creation ofphysical and virtual spacesthat promote interculturalengagement


Create and sustain an institutional environment that celebrates diversityand cultivates inclusion through intercultural engagement.

Support the developmentand success of studentorganizations focused onthe social and academicneeds of individuals withvarious cultural identities



3.1 Cultivate an inclusive, supportive and respectful institutional climate

2019-2020 2020-2021 2021-2022 TREND

3.2 Support the development of communities and networks for students, faculty and staff

3.3 Increase intercultural engagement among students, faculty and staff

STATUS


Create and sustain an institutional environment that celebrates diversityand cultivates inclusion through intercultural engagement.

Number of Principles of Community events

Demographics of Principles of Community signees

Number of recognition programs

Number of heritage celebration events

Number of multicultural student organizations

Number of James Jackson Community (JJCoS) events

Number of Employee Resource Groups (ERGs)

Number of intercultural programs for students

Number of intercultural programs for faculty and staff

Number of physical spaces for intercultural engagement

Number of virtual spaces for intercultural engagement

Number of participants in recognition programs

Number of participants in heritage celebration events

Number of students in multicultural organizations

Number of people attending JJCoS events

Number of employees engaged in ERGs

Social media metrics for virtual spaces

OBJECTIVES

4.1 Develop andpromote Universitypolicies, proceduresand resources thatadvance diversity,equity and inclusion

4.2 Enhance strategiccommunications tobroaden campus-wide and communityawareness ofdiversity, equity andinclusion efforts

4.3 Support a culture of continuousimprovement throughthe regular assessment,monitoring andreporting of progress indiversity, equity andinclusion goals

STRATEGIES

a. b.Review, assess and developinternal policies andprocedures throughout theUniversity's operations thatsupport diversity, equityand inclusion

Educate and informstakeholders about new andexisting policies, proceduresand resources and theirimportance in cultivating aninclusive campus climate

a. b.Develop and employ acommunications plan toregularly inform keystakeholders aboutdiversity, equity andinclusion initiatives

Develop and disseminate aregular report on progress inall five imperatives of theStrategic Plan for InclusiveExcellence

a. b.Administer and/or reviewsurveys and/or focus groupsto periodically assesscampus climate andstudent/employee feedbackon diversity, equity andinclusion issues

Develop and implementUniversity-wide systems forreporting, evaluation andaccountability to optimize therealization of diversity, equityand inclusion goals


Create and sustain an institutional infrastructure that effectively supportsprogress in achieving diversity and inclusion goals aligned with theUniversity's mission, vision, values and strategic plan.

Increase the capacityfor impact throughsecuring gifts, grantsand resources tosupport diversity,equity and inclusiongoals

Craft impactful stories thatresonate with potentialdonors and grantmakers inorder to increase targetedfunding and resources toadvance diversity, equity andinclusion

Partner with UniversityAdvancement to implementfundraising strategies anddevelop a comprehensivecampaign to supportdiversity, equity and inclusiongoals

4.4 a. b.


KEY PERFORMANCE INDICATORS 2019-2020 2020-2021 2021-2022 TREND STATUS

4.1 Develop and promote inclusive policies, procedures and resources


Create and sustain an institutional infrastructure that effectively supportsprogress in achieving diversity and inclusion goals aligned with theUniversity's mission, vision, values and strategic plan.

4.2 Enhance strategic communications to broaden campus-wide and community awareness

4.3 Support a culture of continuous improvement

4.4 Strive to secure external gifts, grants and resources to support diversity, equity and inclusion goals

Number of internal policies that advance inclusion

Number of educational workshops about policies

Number of newsletters/reports disseminated

Number of people reached by newsletters/reports

Number of posts to social media

Website and social media metrics (reach, followers, etc)

Results from campus-wide surveys (NSSE, Grad Exit, etc)

Evaluation results for Campus Diversity offerings

HEED Award application information

Number of grant applications submitted

Number/amount of grants awarded

Number of publications/presentations

Number/amount of sponsorships and donations

Number of students utilizing inclusive policies

Number of employees utilizing inclusive policies

OBJECTIVES

5.1 Engage alumni andcommunity membersin campus-basedinitiatives to advancediversity, equity andinclusion

5.2 Provide resources toadvance diversity,equity and inclusionwithin the Acadianaregion

5.3 Build collaborativepartnerships tocreate innovativesolutions tocommunity-widediversity, equity andinclusion challenges

STRATEGIES

a. b. Build and sustainpartnerships withmulticultural alumnithrough targeted initiativesand events

a. b.

Grow the Women'sLeadership Conference toincrease participation andengagement with theUniversity and Acadianacommunity

Create a professionaldevelopment series forcommunity membersfeaturing educationalresources to advancediversity, equity andinclusion

a. b.Connect campus unitswith community groups toalign efforts and createinnovative solutions tocommunity-wide diversity,equity and inclusionchallenges

Convene campus-wide andcommunity-wide partnershipsto pursue grant-fundedopportunities fortransformative change toadvance diversity, equity andinclusion

Seek opportunities toprovide education andresources to communityorganizations throughactive engagement onboards and committees


Engage community partners in collaborative efforts to provide education,resources and opportunities to broaden the impact of campus-baseddiversity, equity and inclusion initiatives.



5.1 Engage alumni and community members in campus-based initiatives

2019-2020 2020-2021 2021-2022 TREND

5.2 Provide resources to advance diversity, equity and inclusion within the broader Acadiana region

5.3 Build collaborative partnerships to create innovative solutions to community-wide inclusion challenges

STATUS


Engage community partners in collaborative efforts to provide education,resources and opportunities to broaden the impact of campus-baseddiversity, equity and inclusion initiatives.

Number of Women's Leadership Conference attendees

Number of submissions to WLC Call for Proposals

Number of submissions to WLC Call for Nominations

Number of submissions to WLC Call for Exhibitors

Number of events for/with multicultural alumni

Number of campus events with community groups

Number of community boards/committees

Number of resources provided to boards/committees

Number of workshops for community members

Number of participants in community workshops

Number of collaborative initiatives

Number of community partners engaged

Number of community partnership events

Number of participants in partnership events

Number of virtual spaces for community resources

Social media metrics for virtual spaces

15

Students walking on campus carrying a rainbow pride flag.

Students displaying the UL Lafayette hand sign during Freshman Orientation.


APPENDIX I -- Glossary of Terms

DISAGGREGATED DATA

Data that has been broken down into smaller parts,often when analyzing demographics (by gender, byrace/ethnicity, etc).

DIVERSITY, EQUITY AND POVERTY

COMMUNITY OF INTEREST

A collaborative group of researchers who studyissues related to diversity, equity and poverty.Spearheaded by the Office of Research, Innovationand Economic Development.

EMPLOYEE RESOURCE GROUPS

Voluntary, employee-led groups that join together inthe workplace based on shared characteristics or lifeexperiences (also known as ERGs or affinity groups).

GATEWAY INITIATIVE

An initiative designed to increase retention byproviding support and resources to a select group ofcurrent students based on their specific needs.

GRADUATION RATE

HEED AWARD

Higher Education Excellence in Diversity (HEED)Award. An annual award presented by INSIGHT IntoDiversity, recognizing colleges and universities fortheir outstanding commitment to diversity andinclusion.

INCLUSIVE EXCELLENCE FRAMEWORK

INTERCULTURAL ENGAGEMENT

Intentional reflection, interaction and engagementwith individuals from cultures other than your own.

JAMES JACKSON COMMUNITY OF SCHOLARS

A network of support for graduate students fromunderrepresented groups. Named after Dr. JamesJackson, the first African American to earn a graduatedegree from the University of Louisiana at Lafayette.

MULTICULTURAL COMPETENCE

Gaining an awareness of one’s own cultural values andbiases, learning to value others’ worldviews anddeveloping interpersonal skills.

PIPELINE PROGRAM

Programs designed to dismantle barriers and provideacademic, financial, social and emotional support toaspiring students from underrepresented groups.

PRINCIPLES OF COMMUNITY

A set of community values for supporting diversity,equity and inclusion.

RETENTION RATE

UNDERREPRESENTED

Students from groups that comprise a smaller percentage than in the general population. Typically, these groupsinclude racial/ethnic minorities, first ‐generation collegestudents, students with disabilities, women in some fieldsand men in other fields.

UNDERSERVED

Students who often do not receive equitable resourcesas other students in the academic experience. Typically,these groups include low-income, racial/ethnicminorities and first-generation students.

WOMEN'S LEADERSHIP CONFERENCE

An annual event for students, faculty, staff andcommunity members held on the campus of theUniversity of Louisiana at Lafayette during March, inhonor of National Women's History Month.

16

Percentage of first-time, first-year studentscompleting their academic program within aspecific period of time. For students seeking abachelor’s degree, this corresponds with graduationwithin 4 or 6 years.

A five-dimensional model of nationally-recognizedbest practices for diversity and inclusion in highereducation.

Percentage of first-time, first-year students continuingat the same school the following year.


APPENDIX II -- Diversity Advisory Council Membership (2018-2019)

TONYA BOLDEN-BALL

Program ManagerSouth Louisiana Community College

LASHAUN BORDELON

Outreach CoordinatorCollege of Engineering

BROOKE BREAUX, PH.D.

Assistant ProfessorCollege of Liberal Arts

CHERYL BRYANT

Administrative AssistantCampus Diversity

HOLLIS CONWAY, OLY

Assistant DirectorCampus Diversity and Athletics

LIAM DOYLE

Disability Affairs CoordinatorLafayette Consolidated Government

PHYLLIS GRIFFARD, PH.D.

Master InstructorCollege of Sciences

ABBY GUILLORY

DirectorResearch and Sponsored Programs

KEVIN GUILLORY

Admissions CounselorUndergraduate Admissions

RUBEN HENDERSON, III

Assistant DirectorStudent Engagement & Leadership

ROSE HONEGGER, PH.D.

Associate DirectorGlobal Engagement

VALIN JORDAN, PH.D.

Assistant ProfessorCollege of Education

DEANN KALICH, PH.D.

Professor and Department HeadCollege of Liberal Arts

NATALIE KEEFER, PH.D.


NADYA KOZINETS

Assistant ProfessorCollege of the Arts

CAROL LANDRY, PH.D.

DirectorDisability Services

SHAUNA LANDRY

Assistant DirectorSpecial Services

HEIDIE LINDSEY

Associate Dean of Students/DirectorStudent Engagement & Leadership

DENISE LINTON, DNS, FNP-BC

Associate ProfessorNursing and Allied Health Professions

TANIECEA MALLERY, PH.D.

DirectorCampus Diversity

MATTHEW MILES

BFSA President/Area CoordinatorResidential Life

ANGELA MORRISON

Marketing SupervisorMeritus Credit Union

ASHLEY MUDD

Executive DirectorLeadership Institute of Acadiana

SHANEA NELSON, PH.D.

Director of Community DevelopmentLafayette Consolidated Government

PETER OMONDI-OCHIENG, PH.D.


RACHEL BOGUILLE SAM

Academic Success CoachLouisiana Educate Program

CLAIRE ST. ROMAIN

DirectorDevelopment

DOMINIQUE ROSADO

Research CoordinatorResearch, Innovation and Econ Dev

JAMI RUSH

Associate DirectorThe Learning Center

JAKIA STEELE

Undergraduate StudentUniversity Program Council

JESSIE WHITE

InstructorFirst-Year Experience

CHRISTINE WILLIAMS

InstructorFirst-Year Experience

AMY WINDSOR

Social Media StrategistCommunications and Marketing

CHEYLON WOODS

Archivist and HeadErnest J. Gaines Center


18

Members of the International Student Council during Get On Board Day.

ACKNOWLEDGMENTS

The Strategic Plan for Inclusive Excellence was compiled with invaluable,thoughtful contributions from members of the Diversity Advisory Council.The ambitious initiatives described in the plan could not be successfulwithout the collaboration and support of many individuals, including (butnot limited to) the Office of the President; University Council; Deans'Council; the Office of Enrollment Management; the Office of StudentAffairs; the Division of Global Engagement; the Department of SpecialServices; the Graduate School; the Office of Research, Innovation andEconomic Development; the Office of Faculty Affairs; the Office of HumanResources; the Office of Communications and Marketing; the Office ofAlumni Affairs; and the Department of Athletics. We look forward toworking with the entire University of Louisiana at Lafayette community tomake this plan a success.


Office for Campus DiversityMartin Hall, Room 243P.O. Box 43681Lafayette, LA 70504(337) 482-6464 | [email protected]://diversity.louisiana.edu

office for campus diversity · 2020-06-12 · letter to students, ... in order to accomplish those...

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