KEY
Based on Student Requests
Based on Alumni Requests
CATEGORY 1: ADMINISTRATIVE STRUCTURE AND SUPPORT Recommendation 1: Create and sustain an organizational structure that fosters and nurtures a culture of diversity, equity, and inclusion. Rationale: Strategies that promote inclusivity must happen at all levels of the academy. Thus, a strong message of support must be sent from the highest levels of administrative leadership that diversity, equity, and inclusion are an integral asset of the institution's values. As a result, many universities and colleges have incorporated a leadership position who is the Chief Diversity Officer as a part of the president’s leadership team (See Appendix E). This individual may serve as a measure of accountability but is key to engaging all entities of the university in this area. There are many diversity-related efforts at Trinity, but these efforts sometimes lack visibility, coordination, and robust institutional support. Creating the position for a Chief Diversity Officer would demonstrate that the University takes seriously the stated institutional value of intentional inclusion and would ensure that inclusion remains a primary focus even at the cabinet-level. Under the title of Vice President for Diversity, Equity, and Inclusion, this individual would head a division that would establish a stand-alone unit reporting to the President with responsibilities that would reach across and partner with other units or divisions at Trinity. All subsequent recommendations in this report hinge upon establishing such an administrative structure, on strong leadership to support this recommendation, and on sufficient personnel to oversee all proposed initiatives and efforts. While all campus stakeholders share a responsibility to create and maintain an inclusive and welcoming climate, we will look to administrative leadership to guide the way. Stakeholders: President, Vice Presidents, Faculty, Staff, Students, Alumni Recommended Actions
Performance Indicators
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Responsible Parties
