Johnson Chapel viewed through budding spring leaves

Our Goals

  • Promote a culture of intentional inclusion;

  • Support transparency of and accountability for behavioral and organizational norms;

  • Create clear opportunities and paths for personal and professional growth;

  • Help departments create the conditions for total employee engagement;

  • Create resources to foster organizational cultural competence;

  • Partner with HR to help departments achieve goals related to hiring, promotions and retention;

  • Support college-wide efforts in proactive recruiting and workforce planning;

  • Connect systems and processes with nationally recognized best practices.

Actions You Can Expect to See in the Coming Years

In line with our firm belief that inclusive leadership—alongside best practices in diversity, equity and inclusion—is a key component of an engaging and inclusive community, the Office of Inclusive Leadership will:

  • Conduct workforce analysis to help define specific goals and practices in the areas of hiring, promotions and retention;
  • Develop programs to serve employees, ranging from a year-long intensive to shorter offerings on specific topics, including foundational diversity and inclusion work;
  • Collaborate with divisions to support specific departmental goals related to diversity and inclusion;
  • Establish and collaborate with resource groups to bridge community and communication across the college.