Adopt a revised Auburn University inclusion and diversity

Adopt a revised Auburn University inclusion and diversity statement that articulates a core institutional expectation for the development of current and future initiatives, and refocuses the University's emphasis on unity and diversity.

Adopt a revised Auburn University inclusion and diversity statement that articulates a core institutional expectation for the development of current and future initiatives, and refocuses the University's emphasis on unity and diversity. In November 2016, the Auburn Board of Trustees updated the institution’s statement of inclusion and diversity.

All colleges, schools, and units should fully implement an inclusion and diversity plan that articulates the unit’s individual goals.

All colleges, schools, and units should fully implement an inclusion and diversity plan that articulates the unit’s individual goals. By June 2017, all Auburn colleges and schools completed a three-step development process for a diversity action plan. Administrative units are completing their plans with OID’s DAP Consulting Team.

DIVERSITY ACTION PLAN PROCESS PROJECT STARTUP MEETING PRE-PROJECT MEETING • Athletics • • • Alumni Affairs Office of Research Student Affairs DAP CONSULTATI ON • Business and Finance • Facilities Management • Inclusion and Diversity STRATEGIC IMPLEMENTATIO N PLAN CONSULTATION • Office of Information Technology FINAL REPORT AND IMPLEMENTATION • Auburn Libraries • College of Agriculture • College of Architecture, Design and Construction • College of Education • College of Human Sciences • College of Liberal Arts • College of Sciences & Mathematics • College of Veterinary Medicine • Graduate School • Harrison School of Pharmacy • Honors College • Raymond J. Harbert College of Business • Samuel Ginn College of Engineering • School of Forestry & Wildlife Sciences • School of Nursing • Office of Development

All colleges, schools, and units should implement comprehensive academic and professional development opportunities that identify the value of equity, inclusion, and diversity and their benefits for both the unit and institution.

All colleges, schools, and units should implement comprehensive academic and professional development opportunities that identify the value of equity, inclusion, and diversity and their benefits for both the unit and institution. OID hired a Special Assistant for Inclusion and Diversity Education who consults with individual campus units to develop inclusion and diversity developmental learning experiences for all members of the Auburn campus community.

UNIT DIVERSITY ACTION PLAN HIGHLIGHTS • College of Education: Provide COE constituents diversity and inclusion-oriented professional development opportunities - Work with campus units and experts (within and outside of AU) to provide opportunities for COE faculty, students, staff, and administrators to participate in professional development

All colleges, schools, and units should implement clear recruitment and retention strategies to increase the diversity of students and faculty.

All colleges, schools, and units should implement clear recruitment and retention strategies to increase the diversity of students and faculty. • Each college and school has included diversifying enrollment as a goal in its diversity action plan. Additionally, OID hired an Assistant Vice President for Access and Inclusive Excellence position and premiered the Tiger Excellence Program for diverse students. • The Chief Diversity Officer is working closely with executive and academic leadership to explore strategies to recruit and retain a more diverse faculty.

UNIT DIVERSITY ACTION PLAN HIGHLIGHTS • Business and Finance: Showcase a culture of inclusive employee recruitment and selection practices. Specifically, we want to increase recruitment activities from diverse spaces, by increasing our recruitment in differentiated professional associations and affinity groups. We’ll be developing a resource guide for our hiring managers and HR Liaisons that chronicles diverse professional associations and affinity groups in order to increase our outreach to historically underrepresented populations in B&F. • Facilities: Develop and implement employee recruiting strategies that will result in a more diverse workplace. Tactic: Research professional organizations that reflect the diversity and share skills/attitudes that are desired by AUFM. Post new job openings with these diverse professional organizations. • Office of Information Technology: Identify 3 new diversity recruiting (job fairs, Military Transition Assistance Program, more social media presence, etc. ) sources by June 2019 and use them to grow the number of diverse applicants by 10%. • Samuel Ginn College of Engineering: To improve the process for hiring and recruiting for faculty and staff. - Strategy #1: To provide diversity and inclusion training (in person or web-based) for all search committee members • College of Architecture, Design and Construction: Identifying and Recruiting Diverse Faculty, Staff and Administrator Candidates for positions in the College of Architecture, Design and Construction - Pilot new online search committee

Develop and refine institutional recruitment strategies to build a more diverse student body, with a priority of increasing engagement in middle and high schools, as well as two-year colleges and HBCUs.

Develop and refine institutional recruitment strategies to build a more diverse student body, with a priority of increasing engagement in middle and high schools, as well as two-year colleges and HBCUs. The Access and Inclusive Excellence sub-unit is modeling existing tested strategies, designing new strategies and consulting with Enrollment Management to test national strategies for recruiting a more diverse student body. OID’s outreach efforts involve prospective student engagement and college readiness development of middle and high school students in order to establish Auburn as an institution of choice for the brightest diverse students in Alabama, neighboring states and across the nation.

Unit Diversity Action Plan Highlights • College of Education: Improve the recruitment and retention of students from historically underrepresented and diverse backgrounds. - Form formal partnerships with institutions that graduate students from historically underrepresented and diverse backgrounds • College of Veterinary Medicine: Collaborate more closely with HBCUs having veterinary or veterinary technician education programs to promote mutual benefits of engagement. Recruitment team will engage Florida A&M University’s Veterinary Technician Program • School of Nursing: Increase advertisement in targeted sources such as The Alabama Nurse, The Chronicle of Higher Education, Minority Nurse, The Black Collegian, Journal of Hispanic Higher Education, and Men in Nursing by fall 2017 • College of Science and Mathematics: Recruit traditionally underrepresented students in STEM, which reflect the demographics of the state, at all levels - Reduce barriers that may inhibit COSAM’s ability to recruit and retain highly qualified students from underrepresented groups in STEM.

Redirect university financial support to provide increased, need-based scholarship opportunities.

Redirect university financial support to provide increased, need-based scholarship opportunities. Enrollment management engaging in targeted efforts to increase Pell-eligible student representation.

Introduce the Inclusion Excellence Awards in order to acknowledge exemplary practices in departments and colleges that are effective in the recruitment and retention of underrepresented students.

Introduce the Inclusion Excellence Awards in order to acknowledge exemplary practices in departments and colleges that are effective in the recruitment and retention of underrepresented students. Sponsored by the Office of Inclusion and Diversity, Auburn’s Inaugural University Awards for Inclusive Excellence and Diversity was held in Spring 2018. Information concerning the second annual awards process will be released soon.

Establish Campus Climate Grants to support student organizations that speak to campus climate by addressing issues of exclusion due to ability status, age, ethnicity, gender, national origin, native language, race, religion, sexual orientation, globalization, and socioeconomic background.

Establish Campus Climate Grants to support student organizations that speak to campus climate by assisting issues of exclusion due to ability status, age, ethnicity, gender, national origin, native language, race, religion, sexual orientation, globalization, and socioeconomic background. With the goal of encouraging cross cultural collaboration with supporting organizations that are not considered an established partner, OID launched an Inclusive Excellence (IE) mini-grant process in September 2017. -A request for proposals (RFP) process for -A small IE grant selection committee diversity and inclusive excellence related projects was initiated by the Office of Inclusion and Diversity evaluated/selected proposals to be funded. - Seven proposals were funded.

Increase dedicated and shared physical spaces where diverse and inclusive activities and conversations are facilitated and encouraged.

Increase dedicated and shared physical spaces where diverse and inclusive activities and conversations are facilitated and encouraged. During Fall 2016, the Cross-Cultural Center for Excellence(CCCE) was relocated to the Student Center. The CCCE is now housed in a newly renovated and furnished central space in the Student Center with expanded seating and study areas, academic support service spaces for coaching and tutoring and flexible space for student organizations, diverse student leaders and OID and CCCE graduate assistants. The CCCE is open and available to all students.

Place a strategic emphasis on increasing awareness of bias-related issues through professional development and educational opportunities, highlighting individual behaviors and unit policies/procedures that imply bias. Enhance methods for reporting, responding to and preventing bias -related incidents (including microaggressions) at the individual, unit, and institutional levels.

• College of Science and Mathematics: COSAM will require all department chairs, potential search committee chairs and committee members to undergo implicit bias training. We are currently in the process of bringing Do You Play Fair? A Workshop About Bias in Academia to campus, which identifies and defines implicit biases that impede success in STEM fields as well as introduces strategies to reduce these biases.

FACULTY AND STUDENTS AS AREAS OF CONCERN • LGBTQ resources, climate and quality of life • African American student presence and climate