The University of Wisconsin’s diversity inclusion plan is moving forward by combining 70 UW recommendations to improve the campus climate and help the success of initiatives.
Taking the next step in Fall Together, the diversity framework, Interim Vice Provost for Diversity and Climate Patrick Sims gave a presentation Thursday. As part of four sessions being held this week, he explained details of the diversity inclusion plan in implementing initiatives and taking measures to guarantee and maintain diversity on campus.
The Ad Hoc diversity and planning committee presented its final report in May 2014 on the next strategic diversity plan. This plan has come in response to UW’s former diversity plan in place from 1988 to 2008.
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“After these updates that we’re doing — we’re doing eight of them — the game plan is to hit the ground running and start implementing them,” Sims said. “And that’s where conversations happen at the local level. If we can get some support and figure out how to do that, that’s what we’re looking for.”
While the goal of the plan is to bring in more students of color with promise, heavy emphasis is placed on retention, Sims said. Past updates focused on ideas and initiatives which improve campus climate, but the current steps are focusing on measures which help the success of these initiatives, he said.
Using 18 of 70 recommendations, Sims said they took a “triangulation approach” to determine how the plan could highlight overlaps in recommendations and “capture the synergy, spirit and intention” of all 70 recommendations.
“When our students leave this university they aren’t competing with other kids from Racine or Kenosha, they’re competing with students across the globe,” he said. “To the extent that which the message becomes about ensuring that you are prepared for the global workforce. That’s the weight of the future.”
The plan is trying to create actionable outcomes relating to UW’s research and the resources it already has with faculty who are leaders on diversity and inclusion research, Sims said.
Many UW committees focus on diversity but they do not communicate with each other so aligning their efforts and getting them on the same page is another goal entirely, he said.
The overarching goal of this diversity plan is for the university is to “become a leader in the state and nation in fostering diversity, equity and inclusion through active participation of all constituents of the UW community,” Sims said.
Although diversity is a priority for the campus, creating these plans and initiatives and putting them into action costs money, Sims said. UW has $32 million set aside for diversity initiatives, but $20 million goes to funding scholarships which leaves $12 million to work with, he said.
“I actually think the university has more invested,” Sims said. “But the investment isn’t always in dollars and cents. It’s in resources. It’s in people power. It’s in volunteers and partnerships that are developed within the community.”
The two remaining sessions will take place Tuesday from 7 p.m. to 8:30 p.m. and Thursday from 11 p.m. to 12:30 AM.
