Uphold our commitment to social responsibility in a diverse world by cultivating and sustaining a culture of inclusion, equity and justice through education, dialogue and practice.
3.1 Create and maintain robust metrics and accountability systems for diversity, equity and inclusion and methods to support them.
|3.1.A||Develop processes to periodically review and revise internal structures, policies, and practices to advance those that support equity and revise those that do not.||Campus climate survey being developed for use in Winter 2022.|
|3.1.B||Strengthen and expand the Diversity, Inclusion and Equity office.||Unsuccessful search conducted for program coordinator in fall 2021; Exploring filling role with graduate student for winter 2022 and recommencing search.|
3.2 Create opportunities to develop deep levels of understanding of culture across and between all members of the community.
|3.2.A||Develop and increase opportunities for professional development, initiatives and recognition concerning belonging, antiracism, cultural competency and social justice.||Training and workshops implemented for faculty and staff as well as regents and trustees; Began a OneTeam student-athlete group; Awarded NCAA Won Division III recognition for diversity programming.|
|3.2.B||Coordinate initiatives and community service across academic programs to deepen relationships and trust between Transy and the Lexington community.||Engage Lexington Task Force established and has met twice; Considering recommendations for filling gaps and other proactive steps for Transy to add value to community activities and initiatives.|
|3.2.C||Build and enhance strategic relationships with alumni, key institutions, local groups, communities and organizations.||Name, Image and Likeness policies implemented in Fall 2021; Have held two outings for women’s athletics mentoring group in fall.|
3.3 Enhance and promote a welcoming environment for underrepresented populations through recruitment, retention and support opportunities.
|3.3.A||Prepare our underrepresented students for graduate school and doctoral degree attainment by developing a program based on the TRiO Ronald McNair Scholars model.||Outlined programs for the first cohort of Inclusive Excellence students.|
|3.3.B||Increase diversity pools of candidates for faculty/staff open positions through deliberate recruitment.||Progress on increase diversity of candidate pools, hiring by 10%.|
|3.3.C||Identify early career internal underrepresented minority candidates to mentor and support into teaching and leadership positions.||Working to identify cohort of the first three employees and deliver the first set of developmental opportunities.|
|3.3.D||Increase access for underserved student populations.||Announced and implemented partnership programs reaching underserved student populations.|