Diversity, Equity and Inclusion
NMU acknowledges that historical patterns of oppression in US society—beginning with colonization, and continuing with racial and ethnic discrimination, and mistreatment of LGBTQIA+ people and people with disabilties and other marginalized populations—also exist on college campuses. NMU must commit to understanding those patterns and work to create a more just university and society. We must recognize that diversity, equity, inclusion and belonging (DEIB) do not simply exist with a statement but rather must be sewn into the fabric of our university culture and values. NMU must ensure the sustainability of the comprehensive, transformative work of diversity, equity, inclusion and belonging, and understand the long journey that will create a community where everyone feels safe, supported, and included.
- Launch collaborations across our campus to create, foster and continuously strengthen a comprehensive, university-wide, long-term DEIB action plan.
- Recruit and retain faculty and staff of diverse backgrounds at all levels of employment.
- Recruit and retain students of diverse backgrounds.
- Integrate diversity, equity, accessibility and inclusion in academics.
Diversity, Equity and Inclusion Goals Strategy
|Item||Strategy||Oversight||Goal Alignment||Focus Area Key Metrics||Timeline|
|1||Revisit existing DEIB structures and efforts to ensure alignment with final interim strategic plan||DEIB Oversight Group||G1||Recommendations submitted to President||2022|
|2||Hire a head of DEIB (formerly Chief Diversity and Inclusion Officer)||President's Division||G1||
|3||Review university policies and procedures for systemic inequities/bias||Division Vice Presidents||G1||Recommendations for change submitted to President||2023|
|4||Create/ensure delivery of student, faculty and staff training in DEIB areas||
Student Equity and Engagement Center
|G1||Training sessions offered||2023|
|5||Complete campus climate survey||
DEIB Oversight Group
|G1||Survey completed, results communicated and action plans formed||2024|
|6||Review recruiting/search processes||
|G2||Recommendations submitted to President||2023|
|7||Identify DEIB needs, issues and opportunities within NMU||Division Vice Presidents||G2, G3||Recommendations submitted to President||2023|
|8||Identify DEIB needs, issues and opportunities in the community (businesses and organizations)||DEIB Oversight Group||G2, G3||Recommendations submitted to President||2024|
|9||Create strategies to support and engage underrepresented faculty, staff and students||Division Vice Presidents||G2, G3||Recommendations submitted to President||2023|
|10||Determine need for rapid response teams, bias incident protocols, and addressing slurs and hate speeche||
Dean of Students Office
Housing and Residence Life
Student Equity and Engagement Center
|G1, G2, G3||Recommendations submitted to President||2022|
|11||Review current student recruitment processes, including domestic and international students||
International Programs Office
|G3||Recommendations submitted to Provost||2023|
|12||Review current services and supports for underrepresented students||Division Vice Presidents||G3||Recommendations submitted to President and Provost||2023|
|13||Provide tools and support to integrate DEIB into the curriculum, co-curriculum and research||Academic Senate||G4||Recommendations submitted to Provost||2024|
|14||Create/enhance structures that promote and encourage more cross-departmental collaborations that already integrate DEIB perspectives through curriculum||Academic Deans||G4||Recommendations submitted to Provost||2023|
|15||Academic departments complete review of bylaws and policies for systemic inequities||Academic Department Heads||G4||Completed and report submitted to Deans||2023|
|16||Develop a plan to implement Universal Design for Learning across the university as possible||Center for Teaching and Learning||G4||Recommendations submitted to Provost||2024|