STRATEGIC PLAN GOALS , OBJECTIVES , AND STRATEGIES
GOAL 3
RECRUIT UNDERREPRESENTED AND MINORITIZED FACULTY AND STAFF AND ENHANCE THEIR RETENTION BY PROVIDING THE SUPPORT AND OPPORTUNITIES NECESSARY FOR THEIR PROFESSIONAL DEVELOPMENT AND SUCCESS
Inclusive excellence asks our institution to recognize the need for broader diversity within our staff and faculty , highlighting the value that a more diverse workforce will have on the social , intellectual , and spiritual development of all students as well as enhance creativity , productivity , and innovation for effectively-led diverse work teams and academic departments . To achieve this , we strive for more efficient and consistent methods of recruitment , hiring , mentoring , retaining , promoting , and advancing faculty and staff from underrepresented / minoritized populations .
⊲ OBJECTIVE 1
Develop , implement , and assess recruitment strategies aimed at achieving greater racial and ethnic diversity and greater diversity of other minoritized faculty and staff
STRATEGIES : May 2022 :
Fall 2022 :
Fall 2022 :
Develop a toolkit to recruit underrepresented and minoritized faculty and staff
Develop a training plan for search committees that integrates implicit bias awareness
Create a standard process for exit interviews , requiring that exit interviews be offered to all employees upon confirmation of intention to separate from the University
⊲ OBJECTIVE 2
Develop , implement , and assess retention strategies aimed at achieving greater racial / ethnic diversity and greater diversity of other minoritized faculty and staff
STRATEGIES : May 2023 :
May 2023 :
Summer 2023 :
May 2024 :
May 2024 :
Review current employee policies , practices , and benefits to assess equity of access for underrepresented and minoritized employees
Review of faculty and staff service and how the institution values DEI-related work and invisible labor contributions
Assess promotion and retention of underrepresented and minoritized staff and faculty
Embed DEI best practices to the development and implementation of the onboarding process ( orientation + mentoring strategic initiative )
Implement evidence-based strategies to support underrepresented and minoritized faculty and staff in their efforts to develop professionally and compete for advancement
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The Diversity , Equity & Inclusion plan for GMercyU challenges every member of our community of Mercy to a serious evaluation and re-evaluation of how we live our Core Values of Respect , Integrity , Service to Society , and Social Justice in a Diverse World every day on campus .
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– Jeff Wallace , Director of Campus Ministry