Equity, diversity, and inclusion are integrated into the organization’s internal and external narratives and are integral to strategic planning and established priorities—demonstrating high institutional commitment in service of its mission. Goals, metrics, and outcomes are defined/articulated, as is an ongoing process of assessment/evaluation. Multiple domains are engaged, as are policy, procedures, and other organizational operations in support of institutional mission. Dedicated resources are in place to sustain efforts, and equity, diversity, and inclusion efforts are folded into core structures, policies, and institutional practices to build and sustain embedded inclusive excellence.
Profile Objectives:
Strategic aims of the sustaining profile include:
Build, integrate, and sustain organizational mechanisms and ongoing investment to embed equity, diversity, and inclusion considerations at all levels of institutional practice.
Assessment of challenges, needs, and strengths and engagement with leadership and stakeholders are ongoing.
Strategic foci/priorities are established as are associated outcomes and metrics which are regularly assessed and monitored for institutional accountability.
Planning, implementation, evaluation, and assessment are ongoing with feedback loops to action to sustain an embedded inclusive excellence approach.
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 for Organizational Practice: Values to ActionADD BOOK COVER. Bridging the Gap: How Authentic Organizations Bring Values to Life https://share.percipio.com/cd/3tORT-pvb
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 and organizational change.
Strategies for Stakeholder Engagement: Focus Groups to Town Halls (pp. 29 -31, adapted UCB), pdf.
Strategies for Student Perspectives and Experiences (pp. #, adapted UCB), pdf.
Organization Assessment, Strategic Priorities Discovery for EDI (p. 24 – 30). (adapted UCB), pdf.
UNCG Models: Assessment, Organizational Practice and Change
UNC Greensboro’s Equity, Diversity, and Inclusive Excellence Action Framework and Roadmap (link) 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, andinclusive excellence in service of UNCG’s strategic mission.
Equity at Work. Sanger Leadership Institute, University of Michigan
University Weatherspoon Racial Equity Think (highlight) (add this to sustaining practice
UNC Greensboro’s Equity, Diversity, and Inclusive Excellence Action Framework and Roadmapguides 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.
Goal Development Planning: (UCB, adapted, p.34 – 36) (pdf)/Vision and Goal Setting Guide, p. 33- 36.
