INTRODUCTION
As we continue to advance our Diversity, Equity, and Inclusion (DEI) initiatives, we are pleased to present this comprehensive digita data walk, which captures the insights from our cultural competence survey of university faculty and staff. As you walk through the virtual data walk, the are reflection questions for you to ponder.
This num jour exp com resu pro cult As y que E C e F Let’ tog
DATA WALK ROADMAP
SurveyRespondent Snapshot
SurveyFindings andReflections ThemesandStrategies
MovingForward andNextSteps
SURVEY RESPONDENT SNAPSHOT
SURVEY INFORMATION YEARS AT MARYVILLE
Survey Timeframe: May 4 – May 17, 2024
Survey Participation:
Total Survey Submitted: 458
Incomplete Surveys (No Responses): 98
Complete Surveys: 360
The range of experiences and perspectives among survey respondents helps shape our institution. Each group brings a unique lens to Maryville’s culture, contributing to the way we collaborate, innovate, and engage with diversity and inclusion efforts.
RACE / ETHNICITY
The racial and ethnic diversity of survey respondents shapes how we learn, work, and connect. Recognizing this representation helps us reflect on inclusion and belonging across our community.
Generations:
Silent (1928 - 1945): 1
Baby Boomers (1946 - 1964): 78
Gen X (1965-1980): 144
Millennials (1981-1996): 116
Gen Z (1997-2012): 10
Gender:
Female: 218
Male: 115
Nonbinary: 1
Gender Queer: 2
Transgender: 2
Prefer not to say: 20
SURVEY FINDINGS AND REFLECTIONS
Gaining Additional Knowledge Reflection Questions
What areas related to diversity, equity, and inclusion do you feel you would benefit from learning more about? How could this knowledge enhance your role at Maryville? How do you currently seek out resources, training, or experiences to expand your understanding of DEI topics? What more would you like access to?
Think of a recent interaction where additional cultural knowledge might have been beneficial. How would this have influenced the interaction, and what specific knowledge would have been helpful?
How aware are you of your own personal history, attitudes, and biases that may affect how you interact with people at Maryville?
Gaining Additional Knowledge Reflection Questions
What areas related to diversity, equity, and inclusion do you feel you would benefit from learning more about? How could this knowledge enhance your role at Maryville? How do you currently seek out resources, training, or experiences to expand your understanding of DEI topics? What more would you like access to?
Think of a recent interaction where additional cultural knowledge might have been beneficial. How would this have influenced the interaction, and what specific knowledge would have been helpful?
How inclusive do you perceive the organizational culture to be at Maryville?
Awareness and Integration Reflection Questions
What strategies have you found effective in enhancing your knowledge of cultural differences, and how do you apply these in interactions with students, faculty, or staff?
How competent are you at demonstrating your ability to integrate awareness of individual differences in professional activities at Maryville?
Awareness and Integration Reflection Questions
In what ways do you actively integrate awareness of individual differences into your daily work at Maryville? Can you share a specific example?
How competent do you feel that you possess the knowledge to successfully navigate interactions with culturally different individuals at Maryville?
Awareness and Integration Reflection Questions
What challenges, if any, do you face in navigating interactions with individuals who hold different cultural or personal perspectives? How do you address these challenges?
Working Effectively Across DemographicsReflection Questions
Reflect on a time when you worked with someone whose background differed significantly from yours. What did you learn from this experience? What skills or resources could help you feel more competent in collaborating across diverse demographic or cultural groups? How do you ensure that diverse perspectives are valued and heard in group settings or collaborative projects?
How competent are you at working effectively with individuals whose group membership/culture differs from your own or creates conflict with your own at Maryville?
Reflection Questions
Reflect on a time when you worked with someone whose background differed significantly from yours. What did you learn from this experience?
What skills or resources could help you feel more competent in collaborating across diverse demographic or cultural groups?
How do you ensure that diverse perspectives are valued and heard in group settings or collaborative projects?
How competent do you feel when discussing diversity during professional activities at Maryville?
Reflection Questions
How do you prepare yourself to discuss diversity-related topics that may bring up differing or opposing views among colleagues and students?
Navigating Conflict WorldviewsReflection Questions
When encountering a worldview or perspective that conflicts with your own, how do you approach the situation to maintain respectful and constructive dialogue?
In what ways do you seek to better understand worldviews that differ from your own, particularly those that may cause conflict with your own values or beliefs?
Advocacy for Inclusion and Representation Reflection Questions
How do you advocate for inclusion and presentation in your work or decision-making processes at Maryville? In what ways do you seek to better understand worldviews that differ from your own, particularly those that may cause conflict with your own values or beliefs?
Reflect on a time when you felt successful in promoting inclusivity. What practices did you use, and how did they impact the outcomes?
THEMES AND STRATEGIES
THE CORE THEMES
Continued Conversation and Education Inclusivity and Diversity Among Faculty Support for All Forms of Diversity
Cultural Competency in the Curriculum & Learning Materials
Creating Opportunities and Engagement and Dialogue Accountability and Action Accessibility and Inclusivity of Resources
The subsequent pages present recommended strategies for each theme.
THE CORE THEMES
Continued Conversation and Education
Ongoing discussions & activities around cultural competence and DEI
Inclusivity and Diversity Among Faculty
More diversity among faculty and staff and inclusive practices
Regular trainings, guest speakers, and professional development opportunities
Webinars and workshops for continuous learning
Bringing in external speakers to share diverse perspectives
Intentional hiring practices
THE CORE THEMES
Support for All Forms of Diversity
Attention to other forms of diversity
Cultural Competency in the Curriculum & Learning Materials
Curriculum and learning materials to reflect a wide range of cultures and perspectives
Inclusive policies and consideration for diverse viewpoints
More books by diverse authors across all majors
Expanding educational content to cover a wide range of cultures
Review course materials for cultural inclusivity and bias
THE CORE THEMES
Creating Opportunities and Engagement and Dialogue
Meaningful engagement and dialogue across different cultural perspectives
Events that promote cultural awareness
Sharing personal experiences related to DEI Accountability and Action
Move beyond conversation to tangible actions and accountability
Develop key performance indicators (KPI) for DEI
THE CORE THEMES
Accessibility and Inclusivity of Resources
Accessibility to resources (i.e. computers and digital learning tools) for students
Create accessibility avenues about cultural competence
MOVING FORWARD AND NEXT STEPS
Our survey results highlight both our strengths and areas for growth. By reviewing these findings together, we’re taking steps to:
KEY TAKEWAYS
Better understand our diverse community
Identify opportunities for improvement
Foster a more inclusive, equitable campus
MOVING FORWARD TOGETHER
This is just the start these insights drive ongoing action. As we move forward: Apply these learnings in daily interactions and decisions
Share feedback to shape future initiatives
Expect real, positive changes ahead
YOUR CONTINUED INVOLVEMENT
The success of our DEI efforts relies on the active participation of every member of our university community. We invite you to:
Share your thoughts on this data walk experience through the evaluation link provided Engage in follow-up discussions within your departments and across the university Contribute to the development and implementation of action plans based on these findings
Thank you for your dedication to fostering a collaborative, inclusive, and effective environment. Together, we will continue to build on this momentum, creating a university community where every individual can thrive.
DEI COUNCIL MEMBERS
Dr. Chammie Austin
Lindsey Buening
Dr. Nina Caldwell (Chair)
Dr. Brian Gant
Dr. Jesse Kavadlo
Jan Lott
Dr. Claudia Lyerly
Brittany McCoo
Dr. Oliver Tacto
Gabrielle Young