2040 Strategic Planning

In November 2019, the Division for Equity and Inclusion (DEI) was charged by Provost Holloway to lead a process to provide diversity input to the UNM 2040 Strategic Plan. [See, https://goto.unm.edu/2040].

Unfortunately, the covid pandemic exerted great impact on UNM shortly thereafter. DEI responded appropriately but still had the bandwidth to continue to work on the diversity input to the UNM Strategic Plan. We collected input from November 2019-May 2021 from hundreds of stakeholders: DEI staff, the UNM Diversity Council, UNM LEAD Council, the UNM Staff Council, the Staff Council Diversity Committee, HSC, Branch Campuses, and UNM colleges, departments, schools, and other units. We produced a summary document on July 14, 2021, titled, “Recommendations from the Diversity, Equity and Inclusion taskforce”, led by UNM Division for Equity & Inclusion”. 

After completing this process, we joined the process led by the NAPA group. I served on the Inclusive Excellence Taskforce as chair and invited Pam Agoyo to serve as co-chair. We met with 20+ taskforce members to discuss each of the objectives within the Inclusive Excellence Goal over fall 2021. And we produced a comprehensive document, in addition to our initial 40-page report produced in July 2021. The new document, titled, “UNM 2040 Opportunity Defined: Report from the Goal 3. Inclusive Excellence (IE) Taskforce” summarized detailed input, operationalizations of the 7 objectives, specific tactics for achieving each of the objectives, recommended timelines for completion of tactics, and metrics to measure success. This 90-page document, which incorporated the initial July 14th report was submitted November 20, 2021.

Now that the UNM 2040 Strategic Planning Overview has been published [https://opportunity.unm.edu/], I proudly serve as the Goal 3-Inclusive Excellence Champion. I look forward to gathering my implementation team members and defining our short-term objectives. In DEI, we feel fortunate that we already have a head start on our plans to implement the inclusive excellence goal at UNM, especially in the areas of faculty diversity and inclusive climate.


Goal Three

Inclusive Excellence:

Utilize an equity and inclusion lens to expand opportunity, cultivate the potential of students, faculty and staff, create new knowledge, and provide service to all New Mexicans by leveraging our assets as a highly research-intensive university and health system.

Objectives

Objective 1: Implement J.E.A.D.I Plan

Overview:

UNM campuses – from classrooms to communal spaces, from events to ethos – are inherently inclusive, accessible to most and readily accommodating to all students, staff, faculty, administration, and community members, inclusive of race/ethnicity, “Implement university’s DEAI plan” 

1A: To promote accessibility and inclusion at UNM, we recommend tactics that include review of American Disabilities Act, Universal Design and other relevant standards, and assessment of accessibility in line with those standards.

Tactical Activities:
  • Obj1-Act1: develop tactics that include review of American Disabilities Act, Universal Design and other relevant standards, and assessment of accessibility in line with those standards.
    Metrics:
  • Obj1-Act2: UNM needs additional specialists to assist with technology and accessibility and funding to provide accessibility in the virtual and built environment, and to explore more inclusive practices in regards to student assessments, graduate programs’ benchmarks, and tenure and promotion standards.
    Metrics:
  • Obj1-Act3: build a UNM accessibility centeras a site for coordination across UNM (main/ABQ/ Branches/HSC); and supporting faculty and graduate instructors on how to use Universal Design (UD);
    Metrics:
  • Obj1-Act4: provide credentialing to individuals who have completed UD training.
    Metrics:
  • Obj1-Act5: Informed by standards for accessibility (ADA, Section 504, Accessibility for Technology, and faculty and student policies), update (or create) UNM standards in our environments (in person and remote needs) and implement them
    Metrics:
  • Obj1-Act6: Measure our environments against those standards
    Metrics:
  • Obj1-Act7: Invite applications from units to update campus environments for meaningful accessibility
    Metrics:
  • Obj1-Act8: Parking lot: long haul covid and vaccine hesitancy, remote participation possibility
    Metrics:
  • Obj1-Act9: Encourage disclosure of disability and make accommodation of disability part of routine university operations
    Metrics:
  • Obj1-Act10: Appropriate financial and human resources to meaningfully support a transition to Universal Design (UD) in teaching and learning
    Metrics:
  • Obj1-Act11: Mandate UD and other modes of accessibility for all university publications, procedures, and activities
    Metrics:
  • Obj1-Act12: Incentivize units to update graduate programs & retention, tenure, & promotion criteria to adopt UD and destigmatize accommodation for persons with disabilities who are graduate instructors & faculty.
    Metrics:
  • Obj1-Act13: Add disability as a priority for DEAI in plans & decisions related to hiring at all levels, including university leadership.
    Metrics:
Measurement:

Gantt Chart

Functional Lead:

Objective 2 - Coordination & Communication of JEADI Efforts

Overview:

Ensure increased coordination, communication, and articulation of commitments to Diversity, Equity, Accessibility & Inclusion (DEAI) and a strengthened equity and inclusion infrastructure.

Tactical Activities:
  • Obj2-Act1:UNM (Main/ABQ; HSC; Branches): UNM Diversity Council, and LEAD Council to communicate and engage our university-wide diversity strategy; (note, this is already occurring);
    Metrics:
  • Obj2-Act2: UNM (Main/ABQ; HSC; Branches): Maintain and build Diversity Council, LEAD Council, and Student Diversity Council; HSCMaintain and build HSC Inclusive Excellence Council (consisting of 10 entities) to communicate and engage all HSC community members and align with UNM HSC DEI Strategic Plan and UNM Strategic plan
    Metrics:
  • Obj2-Act3: UNM (Main/ABQ; HSC; Branches): Facilitate monthly meetings open to UNM (Main/ABQ; HSC; Branches) community members (meetings recorded and posted);
    Metrics:
  • Obj2-Act4:Community members invited through email blasts, posting on UNM (Main/ABQ; HSC; Branches) Communications, etc.;
    Metrics:
  • Obj2-Act5: HSC: Designated entity representatives elected every two years;
    Metrics:
  • Obj2-Act6: UNM (Main/ABQ; HSC; Branches): Develop reports to document, acknowledge and celebrate historical and on-going DEI work (and potentially upcoming endeavors)
    Metrics:
  • Obj2-Act7: UNM (Main/ABQ; HSC; Branches): Maintain and build AVPs, and DEI-EOs, Senior Diversity leaders across all HSC entities ^Build and revise budget and infrastructure support ^Provide foundational DEI trainings
    Metrics:
  • Obj2-Act8: HSC -Heritage Month initiatives Leadership for planning, implementation, engagement across entire campus, Communication and Marketing on HSC DEI and partner websites
    Metrics:
  • Obj2-Act9: UNM (Main/ABQ; HSC; Branches): Shared diversity goal setting and providing support to the college/school-level senior diversity officers and diversity committees via Liaisons in Equity, Advocacy, and Diversity (LEAD) Council; (note, this is already occurring)
    Metrics:
  • Obj2-Act10: HSC-Share HSC diversity goal setting and provide support to the AVPs and the HSC entity/ college/school-level through DEI leaders (AVPs, Senior Diversity Officers, DEI EOs); Annual goals and benchmarks to be developed and implemented; Determine level of support is needed to achieve goals and benchmarks
    Metrics:
  • Obj2-Act11: UNM (Main/ABQ; HSC; Branches): YR 1-3: Annual meetings with college deans to review DEAI goals for the year (note, this is already occurring); YR 4+: Biannual meetings with college deans to review DEAI goals for the year, and faculty/staff diversity in the annual affirmative action plan; HSC- Entity DE&I EOs and HSC DEI meet with Entity leaders to review and establish goals and benchmarks
    Metrics:
  • Obj2-Act12: UNM (MC, HSC, BC): Advocating increased and sustained investment of university and external resources for website enhancements to increase communications and possibly adding a DEI link to the UNM home page.
    Metrics:
  • Obj2-Act13: UNM (MC, HSC, BC): Advocating increased and sustained investment of university and external resources for website enhancements to increase communications and possibly adding a DEI link to the UNM home page. persistent and new DE&I issues for the HSC communities and state of NM; Report findings
    Metrics:
  • Obj2-Act14: Annual 1:1 meetings with college deans and VPEI to review college-level JEADI goals for the year;
    Metrics:
  • Obj2-Act15:Advocating increased and sustained investment of university and external resources.
    Metrics:
Measurement:
Functional Lead:

Objective 3: Faculty & Staff Hiring & Career Promotion

Overview:

Faculty & Staff Hiring & Career Promotion amongst all faculty, with a focus on addressing historical and current injustice and inequities affecting minoritized faculty

Tactical Activities:
  • develop equity and inclusion criteria for all faculty and staff job advertisements;
  • work with Faculty Contracts and HR to review search processes and offer recommendations to reduce the effects of implicit bias on faculty and staff hiring processes;
  • establish Diversity Advocates for faculty and staff hiring committees;
  • include faculty and staff as primary stakeholders in the campus climate survey (every four years, to begin Fall 2022); HSC considering climate survey every 3-5 years
  • establish diversity metrics for tenure-system faculty composition and staff promotions to leadership positions across units
  • establish accountability mechanisms to report on faculty and staff diversity metrics annually and communications strategy to create a culture of belonging to the overall mission of UNM (and include opportunities to provide feedback)
  • enhance departmental and central support for academically rigorous community engaged scholarship, and support for interdisciplinary faculty engagement
Measurement:
Functional Lead:

Objective 4:Climate surveys & diversity education

Overview:

UNM will assess UNM’s inclusive climate and document concerns, to include Main, HSC and Branch campuses. Address concerns through setting benchmarks and actively working to evolve cultural humility and literacy amongst our communities.

Tactical Activities:
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Measurement:
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Objective 5: Improve learning environment

Overview:

UNM will work with student resources centers, enrollment management, racial/ethnic, gender, and social justice studies units and research centers, and academic affairs to improve learning environment in gateway courses and improve student persistence.

Tactical Activities:
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Measurement:
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Objective 6: Mentorship and funding to minoritized grad students

Overview:

UNM will Provide sustained, overarching, and holistic support of graduate students from underrepresented racial/ethnic minority groups and non-URM students at UNM through mentoring, faculty growth, and enhanced funding sources geared toward academic progress and doctoral degree completion.

Tactical Activities:
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Measurement:
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Objective 7: Health equity and economic opportunity

Overview:

UNM will engage the wide range of community stakeholders in understanding their unique needs, creating pathways, addressing health equity, and creating economic opportunities.

Tactical Activities:
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Measurement:
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2040 Taskforce Reports

List of Reports

 DEI Strategic Plan Report

List of Reports