Implementation Planning

Our DEI Strategic Planning and Implementation process will unfold in three stages. Last year, the College of Social Science (SSC) completed a strategic planning process to advance our goals of diversity, equity, and inclusion (DEI), in alignment with Michigan State University’s mission to make DEI central to our excellence. Many faculty, staff, and students participated in this collaborative process, and our  SSC community laid out clear strategic DEI goals and objectives for our college. This was stage one of the process. Learn more about our strategic planning.

We are now in stage two of a 5-year implementation process. This process which started in late Fall 2023, and involves the imagining of the strategic objectives and goals into doable and sustainable initiatives, and identifying the metrics for benchmarking success, will be completed by December 2024. The implementation will be a community driven process. DEI implementation plan committees, representing all SSC stakeholders—faculty, staff, students, alumni—have been identified and will participate in the development of initiatives that support our DEI strategic plan. We will also be reaching out to all members of our community to submit ideas/proposals via an online submissions’ portal. (coming soon)

Stage three of the implementation process will be the actual execution of the plan, which will begin January 2025.

Helping lead this process, are three Dean’s  DEI Fellows who will work with the Office of Diversity, Equity, and Inclusive Affairs (ODEIA) to identify specific priorities and ways to most effectively achieve our goals. Below are the nine implementation goal areas that our implementation planning will focus on.undefined

  • FACULTY EXCELLENCE

    Objective: 1A

    Increase the proportion of underrepresented faculty and staff utilizing proactive recruitment, hiring, and retention strategies.

    Objective: 2B

    Increase the proportion of underrepresented faculty in the rank of Professor.

    Objective: 2F

    Support opportunities and create pathways for leadership development for underrepresented faculty.

    Objective: 4F

    Increase the training of underrepresented faculty in donor development.

     

  • STUDENT EXCELLENCE

    Objective: 1C

    Increase the proportion of underrepresented students enrolled in our undergraduate and graduate programs.

    Objective: 2A

    Reduce disparities in persistence and graduation rates among underrepresented minority, Pell-Eligible, and first-generation students.

    Objective: 2C

    Bolster supports for the success of underrepresented and first-generation graduate students.

    Objective: 4C

    Increase student engagement with alumni from underrepresented backgrounds.

  • STAFF EXCELLENCE

    Objective: 1A

    Increase the proportion of underrepresented faculty and staff utilizing proactive recruitment, hiring, and retention strategies.

    Objective: 2E

    Formalize pathways for career advancement among academic and support staff.

    Objective: 4D

    In line with university guidelines, integrate DEI into consideration of vendors and suppliers.

  • ENGAGED DEI RESEARCH

    Objective: 1B

    Increase the proportion of faculty engaged in impactful community-based research with underrepresented communities.

    Objective: 1D

    Increase fiscal and other tangible supports for DEI-related research and applied DEI-related projects within the College.

    Objective: 4A

    Increase fiscal and other tangible supports for faculty engaged in research with underrepresented communities.

  • ENGAGED DEI LEARNING

    Objective: 1E

    Increase substantive DEI content in curriculum.

    Objective: 4B

    Increase community-engaged learning experiences.

  • PROMOTING ACCESSIBLE SPACES

    Objective: 2D

    Improve the accessibility of our physical and digital spaces.

    Objective: 3D

    (Re)design physical and digital spaces to reflect our diversity and foster connection.

    Objective: 3E

    Offer flexible methods of engagement in DEI professional development.

  • CULTURE OF CARE AND TRUST

    Objective: 3A

    Cocreate a culture of trust that addresses exclusionary behaviors (microaggressions, incivility) and encourages inclusive behaviors.

    Objective: 3C

    Support ongoing opportunities to develop and sustain meaningful and collaborative relationships and a sense of community across affinity groups & DEI goal areas.

  • FOSTERING INCLUSIVE LEADERSHIP

    Objective: 3B

    Provide onboarding and continued DEI professional development opportunities to College and unit leadership.

    Objective: 3F

    Increase College community participation in regular climate assessments.

  • DEI COMMUNICATIONS

    Objective: 3G

    Enhance DEI communications to internal and external audiences.

    Objective: 4E

    Increase donor engagement in the DEI space.

Implementation Planning