EDIST: Emergent

In this unit, equity, diversity, and inclusion are acknowledged as integral to the organizational mission, vision, and goals. Efforts to understand the challenges, needs, and how to address them are in development or are preliminary. There is a “planning to plan” about aligning to core values and expectations and articulating baseline priorities. Informational resources, training, and consultation to inform and build forward are explicit priorities, as are discovery assessment strategies.

Profile Objectives:

Strategic objectives of the emergent profile are to:

  1. Build awareness and capacity for engagement with equity, diversity, and inclusion as an integral component of institutional mission.
  2. Assess organizational challenges, needs, and strengths through engagement with leadership and stakeholders.
  3. Identify base-line priorities and target areas for organizational action.
  4. Develop planning goals, timetables, and metrics to chart progress.

Action pathways for the
Emergent profile include:

Pre-Engagement Profile:

Resources and Toolkit

Foundations: Concepts, Models, and Organizational Practice

An embedded inclusive excellence approach depends on multi-tiered formal and informal leadership and change agents, creating multiple pathways for integrating equity, diversity, and inclusion.  These efforts are embedded synergistically within our culture and values, institutional practices, and the collaborative social relations and networks that we build to advance our institutional mission.

Dialogue, Education, and Professional Development

Training, education, and programming promote engagement and self-awareness, knowledge and learning, workforce development, and organizational practices that support inclusive excellence. This also includes understanding the behavioral, cultural, and systemic factors that may create or promote bias or lead to inequitable practices and policy application.

Dialogue for Organizational Practice:  Building EngagementHow to be a Diversity and Inclusion Ambassador: Everyone’s Role in Helping All Feel Accepted, Engaged, and Valuedhttps://share.percipio.com/cd/bJin2DPSh (Book cover attached)  

Organizational and Self-Assessment

Assessment, evaluation, and strategic planning help us to establish priorities for strategic action to promote equity and excellence as well as an inclusive climate and to identify appropriate metrics and accountability measures to achieve and sustain embedded inclusive excellence (article link) and organizational change.

Metrics and Accountability

Planning and Deliverables

UNC Greensboro’s Equity, Diversity, and Inclusive Excellence Action Framework and Roadmap guides campus efforts to engage individual, interpersonal, and institutional levers to support equity-minded priorities integral to our mission, and to pursue data-driven management of best practices and policies to sustain access, opportunity, and inclusive excellence in service of UNCG’s strategic mission.

  • Emergent Workplan: (UCB, adapted, p.17- 8) (pdf)
  • Goal Development Planning: (UCB, adapted, p.34 – 36) (pdf)
  • Vision and Goal Setting Guide, p. 33- 36.
  • Strategic Plan Update, p 37 UCB
  • Equity at Work. Sanger Leadership Institute, University of Michigan
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