Inclusion. Diversity. Evaluation. Achievement. Leadership.
The University of Oregon has three primary priorities – building its academic and research profile; ensuring student access and success; and offering a rich, diverse, and high-caliber educational experience. Diversity, equity and inclusion are integral parts of each of these objectives.
In addition, the UO has three specific priorities within the area of diversity, equity and inclusion, goals which both support and enhance the above priorities. Those include (i) creating a more robust pipeline for diverse students to enter the UO; (ii) increasing diversity and equity among the faculty, staff, administrators, and students; and (iii) creating a more inclusive and welcoming campus environment for all faculty, staff, and students.
The Vice President for Equity and Inclusion, in collaboration with the University-Wide Diversity Committee (UWDC), has established an overarching framework through which the UO community can pursue diversity and inclusion. This “IDEAL Framework” contains five key pillars: Inclusion, Diversity, Evaluation, Achievement, and Leadership. Each of these outcomes require various strategies and goals to begin, enhance, and sustain the work of diversity, equity and inclusion. Additionally, a focus of this work has been—and will continue to be—on measurability and the articulation of success. Taken as a whole, IDEAL seeks to make diversity, equity and inclusion a reality for all.
Each of the IDEAL pillars is discussed here in turn, along with relevant strategies and initiatives to effectuate them. This framework is meant to guide decisions, debates, and actions across the entire university. Issues relating to diversity, equity and inclusion are not isolated to one or two departments; they permeate throughout the UO’s units, programs, and offices. Through the leadership of the Division of Equity, Inclusion and Diversity, the UO intends to have a coordinated approach to executing these strategies. The Division will work with various campus departments and units to develop individualized goals and appropriate metrics, as well as to analyze resources, assess timelines, measure success and advise localized leadership.
As with many important endeavors, some of the strategies and initiatives suggested to meet diversity, equity and inclusion goals are resource-intensive. While not every initiative can be funded immediately, the underlying premise of each listed strategy is important and worthy of consideration in planning and decision making. Additionally, there must be thoughtful prioritization among strategies and initiatives which takes into account historical issues and inequities, relative impact, and available resources.