Welcome to the Office of Institutional Diversity, Equity, and Inclusion!
The work of DEI at Loyola University Chicago began long before our office’s founding in November 2021. DEI has always gone hand in hand with Loyola University Chicago’s mission and shared Jesuit values. We are charged with putting cura personalis into action: Caring for the whole person intentionally recognizes and values each member of our community, and creates a sense of belonging.
Previously, faculty, staff, and leadership charted their own course in supporting our diverse student body. Their varied knowledge and DEI experience meant each person worked from a different toolbox.
OIDEI was created as a centralized resource for connecting, consulting, coaching, and building capacity among our faculty, staff, and leadership. Our theory of change tells us that focusing on this group creates the environment of inclusion and belonging that allows our students to persist and graduate.
Working with a common understanding of DEI and a unified set of tools allows us to build a better Loyola. Our student body is growing ever-more diverse, and our knowledge of DEI must grow along with them.
We don’t take this mission lightly. Each member of our team is deeply passionate about creating a sense of belonging for every student, particularly those who hold marginalized identities and those who have been systematically oppressed in the United States.
DEI is a joyful practice. It means celebrating our unique backgrounds and lived experiences so that we may better understand one another.
DEI is also an inspirational practice. Watching each member of our community find a place of belonging motivates us to work in the spirit of Agere contra: Moving away from what is familiar and common to do the right and just thing, even if it is hard.
We hope that you find joy and inspiration in your DEI work, while also remembering that it is indeed a “practice.” There are no experts. Sometimes we will get it right and sometimes we won’t. Our job is to equip you with the tools to grow in your practice.
Our belief is that together we can build a culture of belonging, where each member of our community is valued, supported, and intentionally welcomed as their authentic selves.
Dominique Jordan Turner
CHIEF DIVERSITY OFFICER + VICE PRESIDENT OF OIDEI
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“ Diversity, Equity, and Inclusion is not something we do; it is who we are.
WHY
OUR MISSION
To foster a human-centered culture of belonging, we serve as a vocal advocate, engaged ally, and collaborative change agent. We empower faculty, staff, and leadership to champion inclusive excellence by connecting, consulting, coaching, and capacity building in support of igniting our students’ full human potential.
OUR VISION
We are the modern Jesuit, Catholic university — free from unjust barriers where the lived experiences of all Ramblers are valued and their sense of belonging fuels a lifetime of success in service of the greater good.
The Office of Institutional Diversity, Equity, and Inclusion (OIDEI) was founded in November 2021 to coach; build capacity; and prepare and coordinate faculty, staff, and leadership. Our work focuses on all areas of diversity, equity, and inclusion (DEI) in support of groups who hold marginalized identities and those who have been systematically oppressed in the United States. If we are successful in realizing our mission and vision, faculty, staff, and leadership will more effectively be able to support; reduce barriers; and create systems and a culture that leads to a sense of belonging for all members of our community.
With our vision of a modern Loyola, all faculty, staff, and members of leadership must be responsible for DEI to ensure a human-centered culture of belonging. OIDEI exists as a supportive, inclusive resource for all, in alignment with Loyola University Chicago’s mission and our Jesuit values.
Diversity, equity, and inclusion go hand in hand with Loyola’s mission and Jesuit practices. Our mission statement identifies us as a diverse community, and to remain true to our mission our faculty, staff, and leadership must support and create belonging among all students.
Our student population has grown significantly more diverse, and our entire Loyola community must grow our knowledge and practice of DEI along with them. This work begins with shared definitions of terminology; we must speak the same language to stand as a united front.
DEFINING THE WORK DEI AT LOYOLA “ “
It is helpful to have someone reminding the university of the importance of infusing this work in everything they do.
Tim Love
EXECUTIVE DIRECTOR & TITLE IX COORDINATOR
Office for Equity and Compliance
READI: Racial Justice, Equity, Anti-Racism, Diversity, and Inclusive Excellence
The work of racial justice and anti-racism are critical components of the OIDEI strategy. We refer to our work as READI, and closely align it with academic success and our Catholic Jesuit practices.
Racial justice: The systematic fair treatment of people of all races, resulting in equitable opportunities and outcomes for all, which includes the presence of deliberate systems and supports to achieve and sustain racial equity through proactive and preventative measures. At Loyola, our mission and faith compel us to pursue justice in service to those on the margins in global and local communities, as well as within the institution.
Equity: A focus on the gifts, needs, challenges, and histories of a given individual or group while applying differential strategies and approaches required for success. At Loyola, our commitment to accompaniment requires us be in the trenches and listen to those impacted by systemic oppression so that we may solve problems of inequity at the root cause.
Note: Equity is not the same as equality, which assumes that one strategy or approach will work for all groups regardless of their needs, challenges, and histories.
Anti-Racism: The work of actively opposing racism and racist structures by institutionally acknowledging how status quo thinking, decisions and actions promote the continuation of
racism, and subsequently enacting changes in political, economic, and social life to combat that reality. Anti-racism on the individual level includes values and actions in opposition to individual racist behaviors and impacts. As a community, we are contemplatives in action who must demonstrate agere contra, or working against what is comfortable if it is not right. At Loyola, what is right is what is most loving and just for all, which includes confronting racism.
Diversity: The gathering of people who are different, based on race, gender, sexual orientation, class, age, country of origin, education, religion, geography, physical, or cognitive abilities, and acknowledgment that these differences are a valued asset. At Loyola, our commitment to cura personalis starts with the deeply humanizing practice of embracing diversity.
Inclusive Excellence: The recognition that a college or university’s ability to successfully advance its mission is dependent on how fully it values, engages and includes the rich diversity of students, staff, faculty, administrators, trustees, alumni, institutional partners, and guests in decisions, activities, and opportunities, providing equitable pathways to success for all. In our pursuit of excellence and with a commitment to magis, or actualizing the more, opportunities to contribute, thrive and succeed must be available for each individual.
CREATING CHANGE THROUGH DEI LENS
Our Strategic Plan: An Overview
DEI is not only tied to our Catholic Jesuit identity, but also central to Loyola’s mission. Since its founding, but especially in the past few decades, Loyola has demonstrated its commitment to DEI. As we continue investing in DEI as a community, OIDEI created our detailed strategic plan to guide our first 5 years.
We believe this plan will help Loyola move the needle on crucial DEI issues both expressed by our community and represented in institutional data on students, staff, and faculty. A sustained commitment to DEI through this lens shows the Loyola community at large that we are operating in alignment with our Catholic Jesuit identity and mission. Ultimately, our work promotes Loyola’s reputation as a great, inclusive place to learn and work.
Our Priorities
The University is committed to the five priorities below in alignment with the OIDEI mission (see Page 3). Although the OIDEI intends to use a framework for partnership and collaboration across all priorities, three of the five will be the main responsibility of the Office (learning and development, culture and climate, and structures and systems) while the other two will serve as points of collaboration and partnership with offices already responsible for the priority (recruitment and retention, scholarship and teaching).
Our Culture of Belonging
Belonging stands as our institutional north star as we pursue a Loyola where each member of our community feels seen, heard, and valued. Our five strategic priorities represent the pathways we must travel to achieve that outcome of belonging. The phrase We Belong represents the feeling and outcome we desire as a result of the collective work across our university.
Defining a Sense of Belonging
A feeling of connection within a community and space, where one’s authentic self is valued, supported and intentionally welcomed.
CONSULTED + INFORMED
OIDEI prepares and supports faculty, staff, and leadership within their individual units
DEI is not a one-person responsibility, neither is it a one-office responsibility. Division of Student Development
WHAT’S OURS DO
to
Our Strategic Priorities
OIDEI is always available to assist faculty, staff, and leadership by connecting, consulting, coaching, and building capacity across all areas of our strategic plan. However, our work is specifically focused on three strategic priorities to make the greatest impact among our faculty, staff, and leadership:
• Providing ongoing, unit-specific learning and development opportunities for faculty, staff, and leadership.
• Proactively fostering an inclusive, welcoming campus climate for all members of the Loyola community.
• Ensuring our institutional structures, policies, and procedures promote equity and inclusion for our entire community.
Strategic Priority One: Learning and Development
We will provide ongoing learning and educational opportunities to equip our staff, faculty, and leadership with the knowledge and skills to be able to fully engage and function across differences in an increasingly pluralistic society.
Goal: Establish a baseline and benchmarks for incidences of discrimination and bias for students, staff, and faculty measured through a regular climate survey beginning in Spring 2024. STRATEGIC ACTION 1:
Launch a Courageous Conversations Series via diverse avenues of communication (i.e. social media, email, podcasts, etc.).
Expand Diversity, Equity, and Inclusion Liaisons (DEILs) to include staff to support units and departments with dialogue about DEI issues across the University.
OIDEI, UMC
OIDEI, Provost Office, HR
Create an approved list of DEI consultants for units and departments. OIDEI, Provost Office
STRATEGIC ACTION 2:
ITS
Create a DEI dictionary and calendar for the university. OIDEI, UMC, OEC
Establish OIDEI training and PD opportunities.
OIDEI, UMC, HR
Conversations regarding issues of diversity and inclusive behavior (climate survey)
Positive perceptions and awareness of DEI at Loyola according to staff and faculty (climate survey)
In 2022, 23.1% of full-time instructional faculty identified as People of Color.
Source: IPEDS
STRATEGIC ACTION 2: INCREASE AWARENESS AND ALIGNMENT OF DEI WORK ON CAMPUSES TACTICS
Launch Communities of Practice groups to build a network of DEI professionals across the University. OIDEI
STRATEGIC ACTION 3:
Awareness of DEI work on campus (climate survey)
CREATE SPACES OF SAFETY AND BELONGING ACROSS STUDENTS, STAFF, AND FACULTY
Coordinate and facilitate events to celebrate diversity. OIDEI, UMC
Establish a pronoun policy to complement the current preferred name policy with a companion communication strategy.
Create a regular newsletter that celebrates diversity on campus (READI Newsletter).
Establish guidelines for affinity groups.
Establish a committee to identify and lead projects focused on repairing identity-based harm within the Loyola community that incorporates and takes strategic action from the perspectives of those harmed.
We will ensure that our institutional structures, policies, and procedures promote equity and inclusion for all members of our community. We will seek to remove unjust barriers that prevent the institution from realizing its commitment to inclusive excellence.
Goal: Establish baseline and benchmarks for student, staff, and faculty perceptions that the University culture is in alignment with its mission and commitment to DEI as measured through a regular climate survey beginning in Spring 2024.
Feelings of value across staff and faculty (climate survey)
STRATEGIC ACTION 1: INCREASE CAPACITY FOR SYSTEMIC CHANGE AND CONTINUOUS
IMPROVEMENT
Ensure that all units (academic and administrative) have a strategic plan that includes DEI efforts and aligns with the University’s strategic priorities for DEI.
Establish a process for data reflection on benchmarks that apply to all units and departments and elicit collaboration with staff & faculty for decision-making (i.e. Climate Study).
Connect Deans and other leaders with supports for budgeting DEI work in connection with strategic action to ensure that strategic decisions for DEI are funded.
OIDEI, Senior Leadership, OIE
OIE, ITS, OIDEI, Senior Leadership
OIDEI, Provost Office
Shared decisionmaking and continuous improvement practices
STRATEGIC ACTION 2: INCREASE SHARED DECISION-MAKING AND ACCOUNTABILITY FOR LEADING FOR DEI
Establish the READI Advisory Board to provide accountability to the OIDEI strategic plan.
Ensure Board of Trustees is regularly informed and trained in best practices in DEI based on their role.
Ensure Senior leadership (e.g., Deans and Vice Presidents) are trained in DEI best practices relevant to their role and held accountable.
Incorporate DEI work into the evaluation of Deans and Vice Presidents to ensure accountability for leading and supporting DEI at the unit level.
OIDEI
OIDEI, President
OIDEI, President, Provost Office, HR
OIDEI, Provost Office, HR
STRATEGIC ACTION 3: INVEST STRATEGICALLY IN READI WORK
Ensure transparent policies and guidelines for acknowledging diversity work with students, staff, and faculty.
Establish tracking system for budgeting for DEI projects.
Establish a supplier diversity policy and track funds spent on vendors of various protected groups.
Establish an Innovation Fund to provide funding for DEI programs, research, and/or teaching projects for staff and faculty.
Implementation of DEI projects and streams of work
Task force (OIDEI, HR, Provost Office, Finance)
OIDEI, Provost Office, Finance
Task force (OIDEI + Other Members TBD: Finance, HR, Provost Office, etc.)
OIDEI, President, Finance
Capture of spending on DEI projects
WHAT’S YOURS DO to
Overview
Loyola University Chicago’s practice of embracing and incorporating equity and inclusion in our daily work is continuously evolving to meet the needs of our entire community. This evolution requires active participation from each member of our faculty, staff, and leadership, across all areas of DEI.
Faculty, staff, and leadership are specifically responsible for leading and shaping two DEI-related strategic priorities within their individual units: recruitment and retention, and scholarship and teaching.
Plans for achieving these priorities should be reflected in each unit or department’s strategic plan.
How to create DEI strategic priorities for your unit or department
OIDEI’s strategic plan includes five specific, actionable DEI strategic priorities. Each unit or department at Loyola is responsible for addressing DEI within their own strategic plan. Hold conversations with stakeholders at all levels within your unit or department to gain an understanding of your culture, climate, goals, and needs. Your existing data, including your racial justice examen report, can also offer revealing insights.
OIDEI is responsible for equipping and educating faculty, staff, and leadership. We are always available as a partner to help units formalize and accomplish these priorities within their specific units.
“ “
The work that has come out of this office has been very helpful in moving us beyond checking the boxes of DEI.
Leading by example, both in and out of the classroom
Your strategic plan should include language that addresses: 1 4 5 2 3
Applying DEI practices to the recruitment and retention of faculty, staff, and leadership
Creating a sense of belonging for colleagues and students, particularly those who hold marginalized identities
Prioritizing DEI principles in student retention and engagement
Actualizing DEI practices within schools and units, with the goal of increasing a sense of belonging for our entire Loyola community
Stritch Office of Diversity, Equity, and Inclusion
PROGRAM MANAGER
Dr. Mark Torrez
HOW TO WORK OIDEI with
OIDEI connects, consults with, coaches, and builds capacity among faculty, staff, and leadership. This work allows us to translate our mission into action.
Here are a few practical examples of how your individual unit can partner with OIDEI in pursuit of inclusive excellence:
Speak at your unit/department/DEI committee meetings. We’re available to discuss topics like communicating the importance of DEI, incorporating DEIB into your policies, etc.
Coach on how to launch and manage a DEI committee.
Offer guidance on incorporating DEI strategic priorities into your school/unit’s strategic plan.
Equip and inspire individuals and units/departments through our OIDEI community events. These opportunities are designed to transition our university from reflection to action in creating a human-centered culture of belonging.
Work with your unit/department to co-create a customized DEIB session that includes engaging activities and meaningful discussion.
Support and promote campus events that align with our mission and are open to faculty and staff.
Host a variety of faculty and staff affinity groups. These spaces offer an opportunity to build community, increase a sense of belonging, and break down silos. We can guide you in joining or creating a group that speaks to your passion.
Offer valuable funding resources, through the READI Innovation Fund, to enhance and support your DEI initiatives. Learn more about the Fund and submit your application at luc.edu/diversityandinclusion.
