Commitment Area 1: Access, Success, & Equity

Recruit and retain diverse students, faculty, and staff. Ensure equitable outcomes for all.

Team Leads

Student Recruitment & Retention
Accountable: Vice President Donta Truss & Vice Provost for Student Affairs 
Co-Leads: Strategic Enrollment Management Planning Task Force Sub-population leads

Faculty Recruitment, Promotion, & Retention
Accountable: Interim Provost Chris Plouff
Co-Leads: Ed Aboufadel, Sherril Soman, & Felix Ngassa

Staff Recruitment, Promotion, & Retention
Accountable: Vice President Greg Sanial
Co-Leads: Annie Bélanger, Mychal Coleman, Connie Dang

Initial High-Level Goals

  1. Eradicate retention and graduation rate gaps by race and ethnicity
  2. Increase undergraduates enrolling from Grand Rapids and Detroit schools
  3. Increase the racial and ethnic diversity of new faculty
  4. Eradicate any disparities in promotion or salary for faculty by demographic variables (not withstanding other possible explanations)
  5. Increase the racial and ethnic diversity of new staff
  6. Eradicate any disparities in promotion or salary for staff by demographic variables (not withstanding other possible explanations)

In addition to the 15-point charge, the university has advanced several initiatives for inclusion and equity.

Faculty diversity cluster hiring initiative: CLAS is piloting in 2021 hiring with six searches are for assistant professors in Biology, Biomedical Science, Movement Science (non-tenure track affiliate), Psychology, Statistics, and Visual and Media Arts. Dean’s office worked with unit heads and search committee chairs to create shared and inclusive language for all ads. All candidates asked to address DEI in teaching, scholarship and service as part of their application, and all committees will follow up with related questions in the interview process. All search committee members received training on conducting equitable and inclusive searches, in addition to Inclusion Advocates on all committees. Contact: Dean Jennifer Drake

Investment in the National Center for Faculty Diversity and Development institutional membership: In 2020, I&E and Pew FTLC invested in an institutional membership for NCFDD providing on-demand training and support for all faculty, staff and graduate students. See I&E annually sponsors diverse pre-tenured faculty in NCFDD Faculty Success Program. Contacts: Vice Provost Christine Rener & Vice President Jesse Bernal

Support participation of all women faculty of color to attend the Women Faculty of Color in the Academy National Conference: Annually, the Division of Inclusion and Equity invites all women faculty of color to submit for participation in the conference. In 2021, because the conference is virtual, all faculty who indicated interest are being supported.

Promotion data review for equity analysis: In 2020, AA/EEO conducted a review of promotions by race/ethnicity and gender. Data did not show disparities in promotions based on representational diversity. Promotion reviews are conducted annually as part of the Affirmative Action Plan. However, it was found that GVSU maintains no consistent definition of “promotion” for staff nor guidelines outside of the Promotion Justification Form. As such, SLT requested the creation of guidelines for promotions by HR. Contact: Vice President Jesse Bernal

Aspire Alliance IChange Network: Under the leadership of Pew FTLC, Grand Valley has been selected as one of 19 universities to join a three-year institutional change effort to develop inclusive faculty recruitment, hiring, and retention practices. The National Science Foundation provides funding for the Aspire: The National Alliance for Inclusive & Diverse STEM Faculty effort that aims to ensure all STEM faculty use inclusive teaching practices and that participating institutions increase the diversity of their STEM faculty. Contact: Vice Provost Christine Rener

University Counseling Center - Student Advisory Board on hiring process: UCC is creating a Student Advisory Board to inform services; students will be included in UCC hiring processes; UCC staff are participating in monthly DEI trainings; Liaison teams are being formed with identity-serving offices to grow support for unmet needs; doctoral internship hiring will prioritize recruiting counselors of color. Contact: Amber Roberts

Page last modified March 1, 2022