STRATEGIC PLAN GOALS , OBJECTIVES , AND STRATEGIES
GOAL 1
CREATE AND SUSTAIN A WELCOMING , INCLUSIVE , AND EQUITABLE CAMPUS CLIMATE
Driven by our Catholic , Mercy mission , Gwynedd Mercy University prepares students for successful careers and meaningful lives in a global society . Our ability to achieve our mission depends , in part , on creating a climate where all internal and external community members feel a sense of belonging and are supported , and all community members from diverse backgrounds have an equitable experience of Mercy hospitality . This will require broad engagement across campus with faculty , staff , and students who are interculturally competent and equity-minded , and who recognize the relevance and importance of the University ’ s mission-driven values of diversity , equity , and inclusion . Achieving this goal will also require a clearly articulated institutional statement of GMercyU ’ s commitment to diversity , equity , and inclusion , including how the breadth , depth , scope , and limitations of this commitment are informed by and responsive to our Catholic identity and rooted in the traditions of Sisters of Mercy .
⊲ OBJECTIVE 1
Develop a formal University statement that elevates the University ’ s commitment of embodying the Mercy values of diversity , equity , and inclusion . Ensure this statement and what it represents is shared and internalized throughout the institution .
⊲ OBJECTIVE 2
Create a plan to collect and share DEI related data that will help understand current climate and future DEI strategies and goals
STRATEGIES Fall 2021 :
Develop Statement
Summer 2022 : Inclusion of statement through the University structure and guiding documents
Summer 2022 : Create campus-wide dialogue opportunities to engage the community in discussion of the University ’ s DEI commitment
STRATEGIES : May 2022 :
Create and vet DEI Dashboard
May 2022 : Plan and execute recurring climate surveys for students , staff , and faculty
May 2022 :
Create program-specific DEI indicators of the undergraduate and graduate student population , and report on comparison of compositional trends among students at peer / aspirant institutions , including retention and persistence .
May 2023 : Tracking of bias reporting data
⊲ OBJECTIVE 3
Develop expectations and practices that ensure employees ’ attention to their personal development of cultural humility and their contribution to a welcoming and safe work environment
STRATEGIES : May 2023 :
Sept 30 , 2023 :
May 2024 :
Create opportunities for recognition of faculty staff who excel in leading DEI efforts that support an inclusive environment of mercy hospitality
Develop and implement a strategy to assess staff and faculty engagement on DEI and other key related workplace issues
Provide training and development that is composed of core content , introduces inclusive excellence and expands how our mission and values affirm diversity , equity , and inclusion for all members of our community