Guiding Objective #3

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.ADevelop processes to periodically review and revise internal structures, policies, and practices to advance those that support equity and revise those that do not. partially completeCampus climate survey being developed for use in Winter 2022.
3.1.BStrengthen and expand the Diversity, Inclusion and Equity office.partially completeUnsuccessful 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.ADevelop and increase opportunities for professional development, initiatives and recognition concerning belonging, antiracism, cultural competency and social justice.completeTraining 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.BCoordinate initiatives and community service across academic programs to deepen relationships and trust between Transy and the Lexington community.partially completeEngage 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.CBuild and enhance strategic relationships with alumni, key institutions, local groups, communities and organizations.completeName, 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.APrepare our underrepresented students for graduate school and doctoral degree attainment by developing a program based on the TRiO Ronald McNair Scholars model.partially completeOutlined programs for the first cohort of Inclusive Excellence students.
3.3.BIncrease diversity pools of candidates for faculty/staff open positions through deliberate recruitment.partially completeProgress on increase diversity of candidate pools, hiring by 10%.
3.3.CIdentify early career internal underrepresented minority candidates to mentor and support into teaching and leadership positions.partially completeWorking to identify cohort of the first three employees and deliver the first set of developmental opportunities.
3.3.DIncrease access for underserved student populations.partially completeAnnounced and implemented partnership programs reaching underserved student populations.