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Agenda Item 1:
Student Recruitment, Retention, and Academic Success

1.1

Educational and professional development opportunities for the offices of Enrollment Management and Student Life

1.1.aImplement intercultural competency educational development series

1.1.bContinue participation in the short- and long-term review process for the discontinuance of standardized testing

1.1.cFinancial Literacy Programs to assist underrepresented students and their families

1.1.dIncrease the retention and graduation rates of historically underrepresented students

1.2

Designated Safe Space for underrepresented students

1.2.aDiscussion on the need for and potential location of a safe space for historically underrepresented students to process experiences both on and off campus

Agenda Item 2:
Student Recruitment, Retention, and Academic Success

2.1

Institutionalization and expansion of the Search Process Advocate (SPA) role and training program

2.1.a: Expand this role to the staff search processes, beyond the original faculty search focus

2.2

Explicit programs to support the retention of historically underrepresented faculty and staff

2.2.a: Collaborate with the University Council to recognize the UFSC and amend its bylaws to include a representative from UFSC as one of its members

2.3

Tenure track support for underrepresented junior faculty

2.3.a: Create annual cohort models for all junior faculty to support them through the tenure track process, with additional attention paid to the experiences and barriers of historically underrepresented faculty

Agenda Item 3:
Diversification of the Curriculum and Promotion of Inclusive Programming

3.1

Elevation and support for historically underrepresented voices in the curriculum

3.1.a: Support the efforts currently taking place through the Faculty Senate’s General Education Committee (GEC) to revise the current diversity requirement

3.1.b: Assessment of historically underrepresented academics, scholars, authors, and scientists having an intellectual presence in curriculum development

3.2

Support and promotion of University-wide programs

3.2.a: Expansion of concepts borne from the Dialogue and Discernment Series into other media formats

3.2.b: Expansion of availability of Racial Justice and Equity Educational information

3.2.c: Community Engagement and Professional Development

3.3

Institutionalization of the Creating and Nurturing Inclusivity (C.A.N. I.) Series

3.3.a: Provide C.A.N. I. level-one training series for all new University Employees

3.3.b: Provide C.A.N. I. level-one training series to University sponsored student leadership roles and other responsibilities

Agenda Item 4:
Community Engagement

4.1

Transparent communication of Valparaiso University policing model

4.1.a: Review of policing model, philosophy, and protocols

4.1.b: Participate in on-going professional development to include diversity and inclusion workshops and seminars

4.1.c: Coordination community engagement and outreach programs

3.2

Outreach and program development with our historically underrepresented alumni (i.e., racial, ethnic, international, LGBTQIA+, and veterans)

4.2.a: Reengage historically underrepresented alumni in the aforementioned communities

4.2.b: Formation of caucus groups for historically underrepresented alumni

4.3

Transparent communication of all diversity related demographical data and information

4.3.a: Ensure all diversity-related demographical information is easily available to interested parties

4.4

Town and Gown relations

4.4.a: Representation on relevant City non-elected boards and committees

4.4.b: Increase communication from the Town Gown committee to campus constituents

Agenda Item 5:
Inspirational University Leadership

5.1

Comprehensive Professional Development for the presidential and provost leadership teams

5.1.a: University Leadership Participation in institutionally sponsored professional development workshops and seminars related to diversity, inclusion, equity, justice, and anti-racism.

5.1.b: University Sponsorship of external speakers and thought leaders on topics of diversity, inclusion, equity, justice, and countering racism

5.2

Unit Level Strategic Diversity Planning

5.2.a: In the context of the University’s Strategic Plan, examination of Unit-level strategic plans that address community engagement, education and professional development, affirmative recruitment and hiring, systems analysis, and policy review and assessment.

5.3

Evaluate the need and develop a plan for critical support positions to serve underrepresented students, faculty, and staff and the larger campus community

5.3.a: Review staff and faculty positions to ensure we are serving our most vulnerable populations