1. Faculty and staff who actively implement CMU's diversity goals and related policies.
2. Faculty and staff who are aware of diversity as an attitude that values the actual and political contributions of people from all groups.
3. Faculty and staff who are aware of multiple diversities and identities which include both group membership and individual life experiences.
4. Faculty and staff who are aware that among the causes of discrimination are the socially ascribed values (e.g. stereotypes) for different characteristics people possess.
5. Faculty and staff who are aware of the uniqueness of all individuals.
6. Faculty and staff who participate in events that celebrate the contributions of underrepresented groups and encourage others to do so as well.
7. Faculty and staff who promote the desire learn about others, their concerns and contributions.
8. Faculty and staff who are aware of the more subtle and structural or institutional manifestations of discrimination.
9. Faculty and staff who are aware of their rights and responsibilities in promoting an equitable community.
10. Faculty and staff who have the skills to promote a hospitable climate, including the ability to recognize and diffuse intolerant and discriminatory comments and behavior.
11. Faculty who incorporate new research on diversity and on underrepresented groups in their courses and who also include these topics in their research.
12. Faculty and staff who understand the principles of affirmative action.

1. Develop diversity session for new staff orientation.
2. Review and revise diversity session for new faculty orientation.
3. Train a cohort of on-campus trainers skilled in facilitating workshops on diversity.
4. Develop follow-up training for all faculty and staff in individual colleges and departments.
5. Develop workshops and/or discussion groups for faculty both on pedagogical practices and on content related to diversity.

1. Increase number of senior officers who are members of underrepresented groups.
2. Compliance with CMU's affirmative action policies as measured by the annual utilization report.
3. Inclusion of a demonstrated commitment to diversity as a significant part of performance evaluation for all employee groups, including senior officers.
4. Support for people who actively promote diversity through curricular and other initiatives.
5. Recognition and elimination of the negative consequences of promoting diversity e.g., "backlash", that result from covert and institutional discrimination.
6. Increase of department-based initiatives that promote a hospitable climate for employees from all backgrounds.
7. Increase in the mentoring and promotion of employees from underrepresented groups.
8. Decrease in instances of inappropriate behavior towards employees and students on the basis of their group membership.
9. Participation of a higher percentage of faculty and staff in a wider diversity of events.
10. Public recognition of special efforts aimed at promoting diversity, as well as the inclusion of a demonstrated commitment to diversity as a criterion for existing awards.
11. Infusion of more diverse content in courses across the curriculum.
12. More systemic application of inclusive teaching practices in all departments.

Strategic Plan - Power Point Presentation - download (1.93mb) (Windows Only)

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