Experience and Climate


Goal

UMB promotes and provides professional and educational programs and initiatives that build capacity, equity, and respect, support, and advance diverse students, faculty, and staff.

(UMB 2022-2026 Strategic Plan Theme 3)

Objective: Develop, expand, and institutionalize employee resource groups (ERGs) for faculty and staff and affinity groups for students to increase feelings of belonging and inclusion, particularly for those who experience identity-based exclusion, particularly Black people and especially Black women ▾

Metrics

Number of ERGs and affinity groups; resources on OEDI website

Percentage increase in employee and student participation in ERGs and student affinity groups

Increased retention of those belonging to groups that experience identity-based exclusion, especially Black and Latine employees and students

Current Phase

Expand, Create, Implement

Next Phase

Y1 and Y2-5

Who is Responsible?

CEDIO/VP, Deans and VPs 

Objective: Implement accountability measures to ensure that all ranks of faculty and staff actively advance equity, diversity, and inclusion initiatives ▾

Metrics

Increased professional development opportunities related to equity, diversity, and inclusion initiatives for all ranks of faculty and staff

Number of policies and practices that integrate EDI

Improved employee and student experience as measured through experience survey reports of increased satisfaction and belonging and improved experiences of interpersonal behaviors

Current Phase

Explore

Next Phase

Y5+, Continuous

Who is Responsible?

CEDIO/VP, Deans and VPs, Faculty Senate

Objective: Review and update all policies periodically to ensure that they integrate equity, diversity, and inclusion best practices ▾

Metrics

Number of institutional policies and practices reviewed

Number of institutional policies and practices revised with EDI

Current Phase

Explore, Implement

Next Phase

Continuous

Who is Responsible?

CEDIO/VP, Deans and VPs 

Objective: Address microaggressions through advocacy, training, and reporting ▾

Metrics

Increase in number of resources and trainings on microaggressions

Decrease in number of bias reports

Improved employee and student experience as measured through decrease in number of microaggressions and bias incidents and increased reporting, in experience surveys, of core values demonstrated

Improved career advancement for women, non-binary, URM, and minoritized faculty and staff

Current Phase

Implement, Expand and Deepen

Next Phase

Y2-5, Y5+, Continuous

Who is Responsible?

CHRO, VP of Accountability and Compliance, Deans and VPs 

Objective: Implement consistent and transparent climate assessments and demographic data reporting in order to inform ongoing improvements ▾

Metrics

Frequency of climate assessment and experience surveys; increased communication of results

Improve EDI data dashboards and institutional research to better reflect students’ and employees’ complex and intersecting identities

Improved employee and student experience as measured through increased satisfaction and belonging and improved experiences of interpersonal behaviors and decreased # of microaggressions and bias incidents and increased reporting of Core Values demonstrated

Current Phase

Create, Implement

Next Phase

Y1, Continuous

Who is Responsible?

Provost, CHRO, CEDIO/VP