DEIB Strategic Plan
Over the three-year plan, the DEIB unit has successfully undertaken initiatives to foster inclusivity and equity at WPI. Assessment and reviews will guide potential expansion to a five-year plan for sustained progress. The overarching goal is to create a supported, empowered atmosphere for all, celebrating diversity and ensuring equal opportunities. The DEIB unit is committed to meaningful change, ongoing collaboration, and maintaining WPI as a place where diversity is not just embraced but celebrated.
For more information on the strategic plan, please contact: Tony Laing, PhD (tlaing@wpi.edu) or Bwann Gwann, MBA (bgwann@wpi.edu)
2021 - 2024
Year 1
Faculty and staff professional development with Talent and Inclusion team and WPI colleagues
Professional development for faculty and staff is essential to cultivate a workforce that is well-equipped with the knowledge and skills needed to navigate and contribute effectively to a diverse and inclusive environment. Training programs focused on inclusive language, unconscious biases, and related topics empower employees to foster an atmosphere of respect and understanding, enhancing their ability to engage with diverse perspectives and promote equity within the institution.
Actions
- Conduct workshops on the Power of Inclusive Language and Faculty Search and Unconscious Biases (Ongoing).
- Ongoing Workshops: Develop new and continuous diversity, equity, and inclusion workshops for faculty/staff across WPI.
- Planned the inaugural Diversity, Equity, Inclusion, and Belonging Symposium during year 2 (Completed).
Recruitment strategies with Talent and Inclusion team members and WPI colleagues.
Recruitment strategies are vital for ensuring that the organization attracts a diverse pool of talented individuals. Collaborating with professional associations, community partners and revising diversity statements. These strategies not only help in reaching a broader talent pool but also communicate the institution's commitment to diversity, equity, inclusion, and belonging, making it an attractive and welcoming place for individuals from various backgrounds.
Actions
- Collaborated with Talent and Inclusion colleagues to revise the Diversity Statement/EEO language on the WPI Job Posting site (Completed).
- Collaborated with Talent and Inclusion to assist in the development of a Diversity Recruiting & Sourcing Database that provides a comprehensive list of niche sites, professional associations and job boards that include targeting diverse applicants for hiring (Completed).
- Participated in WPI recruitment fairs to showcase DEIB programs and offerings to prospective candidates (Completed).
- Created a recruitment brochure for faculty and staff of color with Marcom staff (Completed).
WPI community and networking with Talent and Inclusion team members and WPI colleagues
Building a strong sense of community and fostering networking opportunities within WPI are crucial for creating an inclusive and supportive environment. Regular assessments, initiatives, and collaborations help in understanding and addressing the unique needs of faculty and staff of color. Streamlining goals and fostering collaborations across divisions/schools contribute to a unified approach, ensuring that diversity, equity, inclusion, and belonging efforts are integrated into the fabric of the institution, and hosting informational sessions contribute to creating an inclusive recruitment process.
Actions
- Offer DEIB initiatives in collaboration with Talent and Inclusion colleagues, academic departments, divisions, and student organizations (Ongoing).
- Streamline and focus goals across divisions, schools, and units within the Sustainable Inclusive Excellence Plan (Ongoing).
Worcester community collaboration with Talent and Inclusion team members and WPI colleagues
Engaging with the local community in Worcester is key to expanding the impact of diversity and inclusion efforts beyond the campus. Developing a business directory and participating in monthly meetings with local organizations and business leaders contribute to building partnerships and strengthening recruitment efforts. These connections not only enhance the institution's visibility but also demonstrate a commitment to being an active and responsible member of the broader community.
Actions
- Development of a business directory of local organizations owned and operated by people of color (Completed).
- Attendance at diversity monthly officers' meetings (HECCMA) and monthly men of color affinity group meetings with local business owners and male leaders at other colleges/universities (Ongoing).
Year 2
Staff, faculty and graduate student recruitment, retention and engagement initiatives with Talent and Inclusion team members and WPI colleagues
Recruitment and retention initiatives are crucial for maintaining a diverse and talented staff and faculty. Revising climate surveys and formalizing ERGs, allocating funds for staff and faculty development, and proactive collaboration with Talent Strategy Partners contribute to a positive and inclusive work environment. These efforts help address issues impacting staff of color, promote professional growth, and create a workplace where all employees feel valued and supported.
Actions
- Conduct workshops on the Power of Inclusive Language and Faculty Search and Unconscious Biases (Ongoing).
- Refinement of diversity, equity, inclusion, and belonging language on the climate survey (Ongoing).
- Provided DEIB unit material to all new hire as part of onboarding recurring orientations with Talent and Inclusion colleagues (Completed).
- Allocating SIE diversity funds for ongoing staff participation in recruitment and retention conferences, workshops, and events (Ongoing).
In Progress
- Initiate preliminary conversations with the Graduate College to pilot partnerships with target HBCUs and MSIs for student recruitment.
- Revising Inclusive Excellence Employee Resource Groups (ERGs) with the Director of DEIB to expand the number of ERGs and enhance employee engagement.
- Continuing events that bring faculty and staff together for socializing, networking, and sharing research.
- Maintaining collaboration with Sustainable Inclusive Excellence (SIE) partners and other point persons across campus to clarify DEIB goals, foster cross-departmental collaboration, and measure, document, and highlight the work being done across campus.
- Collaboration with the Talent Strategy Partner to proactively address issues impacting the recruitment and retention of faculty and staff of color.
- Collaborating with Morgan Teaching and Learning to explore opportunities for collaboration among staff, Talent & Inclusion, and academic departments, aiming to provide more clarity in bringing faculty together around DEIB.
Expand professional development with Talent and Inclusion team members and WPI colleagues
Continued professional development is essential for the ongoing growth and success of faculty and staff. Collaborating with teaching and learning centers, offering diverse workshops, and providing resources for self-directed learning ensures that employees stay updated on best practices, technology integration, and leadership skills. Recognizing and celebrating achievements through ongoing recognition programs contributes to a culture that values diversity and supports ongoing learning.
Actions
- Hosted inaugural DEIB & Wellness Symposium (Completed).
- Facilitation of informational faculty/staff of color support meetings (Ongoing).
- Host recognition programs at bi-annual DEIB symposium for staff doing work centered on DEIB (Completed).
In Progress
- Early planning for FY25 DEIB learning (Fireside Chat) series.
- Facilitating online resources with library staff and faculty for self-directed learning and research.
- Design training on "How to Be an Ally to BIPOC?" colleagues.
Year 3
Expand recruitment strategies for new hires and new graduate students with Talent and Inclusion team members and WPI colleagues
Recruitment strategies for new hires play a crucial role in shaping the future of the institution. Establishing a diverse recruitment task force, engaging with staff and faculty across WPI, and growing the DEIB staff contribute to innovative and inclusive hiring practices. Outreach to underrepresented populations at HBCUs, MSIs, and/or community colleges demonstrates a commitment to diversity, expanding the talent pipeline and enriching the overall community.
On-going Actions
- Host workshops to promote innovative and inclusive hiring practices.
- Implement quarterly evaluations of Diversity Advocates Program, collaborating with the Director of DEIB to enhance participation and impact.
In Progress
- Establish partnerships with select HBCUs and MSIs to increase applications from underrepresented populations.
- Conduct quarterly brainstorming sessions to generate recruitment initiatives for staff of color.
- Schedule and host theme-based three-part Fireside Chats series.
Retention, recruitment, and DEIB university-wide initiatives for staff with Talent and Inclusion team members and WPI colleagues
Retention and recruitment initiatives for staff are vital for ensuring that employees feel supported and are provided with opportunities for growth. Collaborating with colleagues to review work arrangements and career development discussions contributes to a work environment that values work-life balance and career advancement. These initiatives strengthen employee satisfaction, foster loyalty, and contribute to the overall success and cohesion of the institution.
Ongoing Actions
- Revisit collaboration process with Sustainable Inclusive Excellence (SIE) partners across campus to align DEIB goals with divisions/school goals, further foster cross-departmental collaboration, and campus-wide efforts (Ongoing).
- Maintain outreach with Inclusive Excellence Employee Resource Groups (IEERGs) with the Director of DEIB to expand the number of ERGs and enhance employee engagement (Ongoing).
In Progress
- Execute workshops on "How to Be an Ally to BIPOC?".
- Begin preliminary planning for second annual DEIB symposium at WPI, for FY 25.