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.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.

  • Begin to implement recommendations from campus climate audit.
  
3.1.B

Strengthen and expand the diversity, inclusion and equity office.

  • Review processes and policies in light of changing student demographics and expectations. 
  

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.

  • Implement training for all employees; create, charge President’s Commission on History and Reconciliation. 
  
3.2.B

Coordinate initiatives and community service across academic programs to deepen relationships and trust between Transy and the Lexington community.

  • Begin implementation of Engage Lexington Task Force recommendations. 
  
3.2.C

Build and enhance strategic relationships with alumni, key institutions, local groups, communities and organizations.

  • Work with Board of Regents to identify external partners. 
  

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.

  • Recruit faculty leadership to oversee programs, allocate resources to support student research. 
  
3.3.BIncrease diversity pools of candidates for faculty/staff open positions through deliberate recruitment.  
3.3.CIdentify early career internal underrepresented minority candidates to mentor and support into teaching and leadership positions.  
3.3.DIncrease access for underserved student populations.  

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