University of Dayton administrators, faculty, staff and students pledged to improve diversity and inclusion on campus at a March 1 celebration, where "diversity champions" were recognized.

"I strongly believe improving diversity and inclusion ranks high among our strategic priorities for the University of Dayton if we are to reach our vision of academic excellence and be true to our mission as a Catholic, Marianist institution," said UD President Daniel J. Curran as he introduced an organizational model for campus climate, social justice, inclusion and diversity. The structure is fashioned after one successfully implemented at the University of Massachusetts-Amherst.

An institutional steering team led by Lisa Kloppenberg, dean of the School of Law, Robert Johnson, vice president for enrollment management, and Ted Kissell, vice president for athletics, will coordinate the work of teams around recruitment and retention, diversity plans, the diversity lecture series, assessment, communication and leadership development. In all, more than 75 people — from hourly workers to trustees — have been invited to participate on the various teams. It is the most comprehensive diversity effort UD has ever undertaken, and Curran promised to continue to seek out best practices nationwide by sending groups to conferences such as the National Conference on Race and Ethnicity.

"University leaders have accepted the challenge of making a lasting cultural change on campus — one that integrates diversity, inclusion and social justice principles throughout the fabric of the University," Curran said. "Numerous studies and reports focused on diversity, inclusion and campus climate have been issued over the years, and virtually all have come to the same conclusion: change was necessary. What is unsettling, however, is that the University continues to struggle to create real and measurable change."

Curran plans to change that. He has posted a 221-page "Inclusion and Diversity Strategic Plan" online at http://diversity.udayton.edu that will monitor UD's progress.

Sixty-three percent of faculty and staff took time to participate in a campus climate audit in the fall. Reports by division or school will be shared with administrators and deans.

"UD's overall results proved to be very positive in many categories, including community diversity, leadership commitment and involvement, retaining diverse talent and employee involvement in diversity initiatives," said Joyce Carter, vice president for human resources.

According to the survey, UD needs to improve in its ability to recruit more diverse employees and students, measure diversity performance and conduct diversity training.

"In evaluating the scores from the various divisions and schools, it is evident that there are varying degrees of understanding of diversity and inclusion across campus. It appears that we do not have a common understanding — or language — throughout the campus community regarding what diversity looks like or how it feels," said Carter, who promised education programs.

"I am confident that we will be successful because I have never worked at an organization so committed to diversity and inclusion."

—Teri Rizvi
From Campus Report, March 4, 2005