University-Wide Diversity Committee (UWDC)

Rationale

In May 2015, the Office of the Vice President for Equity and Inclusion convened the University Wide Diversity Committee (UWDC) and charged it to create a strategic, campus-wide diversity, equity and inclusion framework for the University of Oregon, resulting in IDEAL. With the leadership and support of the Office of the President, the Office of the Provost and the Division of Equity and Inclusion, schools/colleges and administrative units each submitted individualized Diversity Action Plans (DAPs) identifying specific D, E, and I strategies.

In AY 2019-2020, DEI is preparing to reconvene the UWDC as a cross-campus, centralizing body to align resources, key priorities and platform for professional development.

Scope of Work

The reconvened UWDC will function as a community of practice for those leading DAP implementation and related institutional change efforts across campus. UWDC will also serve as an advisory body to DEI, and it will specifically:

  • Align school, college and administrative unit DAP-leads and Diversity, Equity and Inclusion Committees as well as strategies and working groups and key shared governance bodies
  • Partner with the Center for Diversity and Community (CoDaC) to develop and implement a coaching, education and development curriculum to equip and empower members with data, best practices, strategies, and the related tools required to further implement, embed and sustain IDEAL, DAPs and related sustainable efforts.
  • Make annual recommendations to the Senior Leadership Team and the Academic Leadership Team by way of the Vice President for Equity and Inclusion.

Outcomes

The UWDC will become a thought leadership body that further embeds IDEAL in a way that institutionalize DAPs into the ongoing work of the University. Members will align resources, drive professional development related to institutional change, particularly around campus climate and culture, particularly to:

  • Further develop campus professional development around D, E and I as well as the institutional LACE (love, authenticity, courage, empathy) lens;
  • Support the enhancement of an inclusive campus culture by implementing the campus climate survey across schools, colleges and units and identify best practices to respond to findings, largely focused on faculty and staff;
  • Engage with the President’s Diversity Advisory Community Council (PDACC) to drive and embed its student success agenda; and
  • Align key campus efforts and related legislative priorities to IDEAL.