Recommendation 3: Develop diversity, equity, and inclusion assessment mechanisms to foster accountability

Recommendation 3: Develop diversity, equity, and inclusion assessment mechanisms to foster accountability.

Rationale: Trinity’s developing culture of community-education and community-improvement, mentioned previously, is predicated on accountability. We recommend that all departments use assessment to evaluate diversity efforts and cultivate community-wide participation in diversity, equity, and inclusion. We believe that this recommendation is necessary for meaningful, substantial, and enduring progress in all areas for intentional inclusion.

Stakeholders: Faculty, Staff, Board of Trustees

Recommended Actions

Require all administrative units, the President’s Office, and the Board of Trustees to conduct an internal diversity, equity and inclusion review with the purpose of identifying strengths and challenges within the units. Require that the preliminary diversity, equity, and inclusion internal review remain separate from the regular academic department and unit assessment typically designed for accreditation purposes. Require academic departments and units to report their diversity, equity, and inclusion preliminary progress annually. Require a community-wide “Campus Climate Report” on diversity, equity, and inclusion and create a university-committee of faculty, staff, students, and alumni to review and respond to these reports.

Performance Indicators

Completion of internal diversity, equity, and inclusion review Completion of internal diversity, equity, and inclusion review Submission of progress reports to the Office of Institutional Research and Effectiveness. Creation of Campus Climate Committee and report

Responsible Parties

President, Vice Presidents, Board of Trustees Executive

Board Associate Vice Presidents, Divisional Academic Councils, Dean of the School of Business, unit and department heads

Associate Vice Presidents, unit heads, Divisional Academic Councils, Dean of the School of Business, unit and department heads

Vice President for Diversity, Equity, and Inclusion, Office of Institutional Research and Effectiveness (IRE)

Provide an annual update of progress beginning in FY23 and FY24 based on the Campus Climate Report. These updates may provide an opportunity to expand and refine goals as well as refine action steps. Develop and publicize a campuswide, restorative policy for discrimination in any form with consequences for any violator. Develop benchmark goals to improve inclusive pedagogical and curriculum practices within departments and units. Evaluate all administrators or managers, including department chairs, on their disposition of resolving diversity, equity, and inclusion issues with appropriate subsequent actions/results. Completion and circulation of

annual progress report Submission of policy to the faculty assembly, athletics, TU police, student life leadership, TSEC group for staff, and Board of Trustees Widely publicize benchmark goals Evaluation criteria collaboratively developed, announced, and executed VPfor Strategic Communication and Marketing, Department chairs, unit heads, Divisional Academic Councils, Vice President for Diversity, Equity, and Inclusion

Vice President for Diversity, Equity, and Inclusion, Vice Presidents, Board of Trustees, HR Director, Faculty Senate, TSEC group, athletic directors, university

legal council VP for Strategic Communications and Marketing, Department chairs and unit heads, Vice President for Diversity and Inclusion

Department chairs and unit heads, Vice President for Diversity, Equity, and Inclusion, Vice Presidents, Board of Trustees Executive Committee

Suggested Timeline:

● All internal diversity, equity, and inclusion reviews will be completed by the end of calendar year FY22. ● Provide an annual update of progress beginning FY23 and FY24.