WELCOME TO THE FUTURE
STRATEGIC DIRECTION & INITIATIVES
On July 1, 2020, I was appointed as the inaugural Associate Vice Chancellor for Diversity, Equity, Inclusion (DEI) and Community Engagement (CE) for the CU Anschutz Medical Campus. At this important juncture, we’d like to update the campus community on our progress made to date and next steps going forward.
The central Office of Diversity, Equity, Inclusion and Community Engagement for the CU Anschutz Medical Campus is committed to being the leader and driver of Inclusive Excellence. Our work processes focus on removing racist, biased, oppressive structural systems for underrepresented (URM), Black Indigenous and People of Color (BIPOC), and other vulnerable populations and stakeholders.
Since last July, we have not only established a new office team, but designed structures and initiatives to build systems of equity using the guiding principles of Inclusive Excellence. We’ve formed leadership councils, led forums and built partnerships with the Aurora and campus community, held education and training sessions, begun the process of collecting data on our efforts, and more.
This work to date has laid the foundations for important work to be conducted this year and into the future, for strategic, systemic, and sustainable DEI and CE initiatives, policies and practices that will result in creating a more equitable campus climate.
Our office is honored and enthusiastic to lead the strategic Diversity, Equity, Inclusion and Community Engagement efforts on our campus. These efforts will work collaboratively with all partners utilizing the Inclusive Excellence levers and equity framework for strategic initiatives designed to attract, attain and retain URM, BIPOC, and vulnerable populations.
We will continuously evaluate key performance indicators and outcomes, and standardize accountability measures designed to create a campus culture where everyone feels an increased sense of belonging, has access to programs and practices that optimize their full potential and trajectory, and our campus demonstrates we value diversity, equity and inclusion.
In June 2020, the Black Student Collective Resolution NO. Res-2020-0001developed by 40 Black Students and Allies (led by CU SOM Student National Medical Association and White Coats for Black Lives Student Groups) on the CU Anschutz Medical Campus.
The Resolution was presented to Shanta Zimmer, MD, Regina Richards, PhD, MSW, and to Chancellor Elliman for discussion and action. This Resolution provides over 87 action items for the reduction of racial injustices on the University of Colorado Anschutz Medical Campus.
This Resolution was a fundamental starting point for our office’s strategic focus moving forward.
This council is composed of dean appointment representatives from 5 schools/colleges and three (3) programs on the CU Anschutz Medical Campus with FTE to serve as the collaborative oversight council to assist with developing DEI and CE Strategic Initiatives set forth on our campus setting measurable goals and outcomes for the initiatives. Other members include:
We are working with our on-campus hospital partners to identify a representative from these institutions for this council. We will also be working with the Department of Biomedical Engineering to appoint a representative.
We analyzed the recommendations in Phase 1 of the Black Student Collective Resolution to identify themes also identified as issues in the schools, colleges and programs represented on the Chancellor’s Leadership Council. Details were obtained of the progress or impact achieved in the issues identified. These evaluation and analysis efforts were led by our Business Analyst Kady Nearing, PhD, and Program Specialist Jameel Mallory.
Fourteen (14) items emerged as priority areas for the campus, with seven (7) emerging as the Diversity, Equity, Inclusion and Community Engagement Campus-wide Initiatives. These were voted on, accepted, and supported by Chancellor Elliman.
The campus-wide initiatives are as follows:
Mistreatment, Incidences of Bias and Microaggressions, Acts of Oppression, Marginalization Further exploration is needed which includes information from the Office of Equity
Clinical research utilizing an equity lens, including the Social Determinants of Health
Dissemination and Implementation of Equity Practices in the clinical and research mission-focused areas - which is applicable to all areas
Education and training to understand targeted recruitment goals
Using an equity lens for students, staff, faculty, and trainees
For staff, students, faculty, and trainees
Promotion and tenure policies and practices. Search committee practices, no tolerance policies, and more
Campus-wide Strategic Initiative Workgroups
Campus-wide Strategic Initiative Workgroups
PLEASE NOTE: Effective April 1, 2021 ALL climate surveys are required to be approved by the Associate Vice Chancellor of Diversity, Equity, Inclusion and Community Engagement, and evaluated by our education and analyst team for alignment with campus initiatives. Once approved, any survey will be required to launch after December 2022.
We are developing the following:
D. LGBTQ+ Hub
E. Disability Access and Inclusion(DAI) Program (will launch July 1, 2021)
G. DEI and CE Learning Collaborative MeetingsWe will convene monthly meetings with DEI representatives across campus to share best practices, topics of the month, research collaborations and space to support each other and the work!