N2025 Conversations | Aim 5: Inclusive Excellence and Diversity

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04/13/2022 Added

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In the fifth of a six video series, University Of Nebraska-Lincoln deans discuss progress on the N2025 strategic plan. The conversation explores Aim 5: Inclusive Excellence and Diversity.

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[00:00:04.770]This aim is really, really aimed at thinking about
[00:00:08.400]diversity, equity and inclusion. And how do we use
[00:00:11.370]these principles to improve the quality of our
[00:00:14.670]research, creative activity, teaching, learning,
[00:00:18.660]and engagement in very intentional ways. And this
[00:00:22.110]is either through programs, which you will hear
[00:00:24.780]later, or is through eliminating barriers at our
[00:00:28.020]institution. In terms of climate, there are a
[00:00:30.570]number of activities that are happening, both
[00:00:32.610]looking at the assessment and how we think about
[00:00:34.560]ourselves. And so this work is happening, both at
[00:00:37.050]the system's level with our climate survey, but
[00:00:39.330]also in terms of UNL is happening in terms of our
[00:00:41.790]looking at diversity in STEM. And so we are
[00:00:43.950]fortunate to be part of the APLU iChange cohort,
[00:00:47.130]which is forcing us to do a self assessment about
[00:00:49.710]how do we create efforts and initiatives that
[00:00:52.680]particularly will target and strategize around
[00:00:56.430]faculty of color in terms of representing our STEM
[00:00:58.890]disciplines. We also know that in terms of our
[00:01:02.400]climate, we have began our journey. And so having
[00:01:05.280]conversations about what it means to recognize our
[00:01:07.470]history, reconcile that and then create a climate
[00:01:10.560]where every single Nebraskan feels like they
[00:01:13.560]belong here at UNL. And so our journey is going to
[00:01:16.350]help us do that. In addition to that, we are
[00:01:18.870]absolutely thinking about how do we create a space
[00:01:21.600]where every single person knows where to go, if
[00:01:24.900]they are experiencing issues there, that is making
[00:01:27.750]their experience at Nebraska, less inviting, less
[00:01:31.890]welcoming. And so being able to have a process to
[00:01:34.380]do that was critical to our work. So we are
[00:01:37.440]excited to be partnering. That work is led by our
[00:01:40.230]Student Affairs Office, along with the Office of
[00:01:42.270]Diversity and Inclusion, and the Office of
[00:01:44.280]Institutional Equity and Compliance. The other
[00:01:48.000]exciting part about thinking about our climate,
[00:01:50.490]and how we do this work is that every single
[00:01:53.340]college, every single unit is developing diversity
[00:01:56.880]strategies. This is key. Diversity work cannot
[00:01:59.850]happen just at the top and be top down. It must be
[00:02:02.310]the work of every single person here at Nebraska.
[00:02:05.010]And I am pleased to say that we have all of our
[00:02:07.260]colleges, all of our primary administrative units
[00:02:09.810]engaged in this work.
[00:02:11.940]Moving to learning. All of you may be familiar
[00:02:14.760]with Husker Dialogues. We are still having
[00:02:16.680]conversations about how do we expand this
[00:02:18.690]particular experience, just beyond the one time
[00:02:21.060]conversations. Diversity work just cannot be a one
[00:02:23.520]time conversation. And so we know that there is a
[00:02:25.860]need and we are continuously thinking through this
[00:02:28.290]particular need. We also know that it's important
[00:02:32.010]for us to be thoughtful about how do we ensure
[00:02:34.350]that inclusive excellence is woven into the fabric
[00:02:37.230]of the institution. And part of our work is
[00:02:39.660]holding people accountable. And we do that through
[00:02:41.430]our annual evaluations. So we are having
[00:02:43.470]conversations right now, in terms of what does it
[00:02:46.230]look like to make inclusive excellence not only
[00:02:48.300]part of the evaluation process, but also part of
[00:02:50.820]every single Nebraskans professional development
[00:02:53.730]goals? And so how do we do this in a very
[00:02:56.070]intentional and very strategic way. We also know
[00:03:00.000]that every single person that starts at UNL, we
[00:03:02.880]want them to understand what we mean by inclusive
[00:03:04.950]excellence. And so we are now having conversations
[00:03:06.930]with the Office of Human Resources in terms of how
[00:03:09.360]do we build this into new employee orientations.
[00:03:11.970]That would include both our staff, new employees,
[00:03:14.430]as well as our faculty
[00:03:17.010]Moving to really thinking about, how do we attract
[00:03:20.880]the best, brightest top talent at UNL. We have a
[00:03:25.860]number of searches of both the staff side and our
[00:03:28.290]faculty searches. And so we want you and l to be a
[00:03:31.020]place of choice for these bright scholars. And so
[00:03:33.480]to do that, we both have to think through how do
[00:03:36.600]we systematically go about our search processes
[00:03:39.960]and have some way to be able to guide searches so
[00:03:43.140]that they have the resources and the tools to be
[00:03:46.110]able to be more methodical and more systematic
[00:03:49.290]about how they build diversity in their pools. To
[00:03:52.950]do this, we have established a diversity
[00:03:54.900]recruitment guide. You may be familiar that with
[00:03:58.200]many different colleges, we're approaching
[00:03:59.880]diversity in their own ways. And that's great. But
[00:04:02.400]how do we scale this up so that every single
[00:04:05.370]office, every single college has the resources,
[00:04:07.980]and this guy provides that. In addition to that,
[00:04:10.740]we have also established diversity ambassadors.
[00:04:13.140]These ambassadors will be made available to search
[00:04:16.050]committees to assist them, again, thinking through
[00:04:18.540]really clear strategies around diversifying pools.
[00:04:22.320]I mentioned before our partnership with the APLU
[00:04:24.870]iChange project. This also entails thinking about
[00:04:27.630]developing again, strategies about building our
[00:04:30.000]diversity in terms of STEM faculty. And so again,
[00:04:32.340]we're very excited about what this word can mean
[00:04:34.350]for us. And all of this, again, goes back and
[00:04:36.240]connects back to N2025. One of the areas that I
[00:04:40.980]think has received the most attention most
[00:04:43.350]recently is about how do we provide cultural
[00:04:45.360]support for those individuals on our institution,
[00:04:48.690]particularly if we truly hold on to that every
[00:04:51.540]person and every interaction matters. This work is
[00:04:54.810]being done one through creating opportunities for
[00:04:57.630]people to to really come together and this is is
[00:05:00.060]being done through our faculty of color symposium.
[00:05:02.820]This symposium again brings together faculty and
[00:05:05.370]supporters in terms of how do we develop more
[00:05:07.920]clear strategies to support our faculty, and
[00:05:10.200]particularly our marginalized and minoritized
[00:05:12.270]faculty at Nebraska. And then lastly, we are
[00:05:16.110]extremely excited with the leadership of our
[00:05:18.450]chancellor to be starting the Native American and
[00:05:21.390]Indigenous Advisory Board. Again, another way to
[00:05:23.760]be thoughtful about how do we create support
[00:05:25.920]mechanisms for an entire institution. So I will
[00:05:29.340]just say that while these programs represent a
[00:05:31.890]great deal of progress, and certainly have helped
[00:05:34.680]us build momentum, we have much more work to do.
[00:05:38.610]And I am just ecstatic and excited about my
[00:05:41.430]colleagues around the room who are engaged and
[00:05:44.100]ready to do this work. So thank you.
[00:05:46.560]And I just want to take the opportunity to say
[00:05:49.440]that Marco has provided wonderful leadership since
[00:05:53.010]joining the university is the Vice Chancellor of
[00:05:55.230]Diversity and Inclusion in 2019. So one of the
[00:05:58.860]things about N2025 is that we have seen
[00:06:04.770]development of plans, really strategic plans,
[00:06:10.260]across the institution, in colleges across all of
[00:06:14.670]our academic colleges across units, in divisions
[00:06:18.600]of the university as well. And that's true in this
[00:06:22.650]area, as well on this particular aim. Talk about
[00:06:26.070]that a little bit about what each of the areas is
[00:06:30.570]doing in the in this area.
[00:06:32.900]We talk a lot about what information justice means
[00:06:36.830]in the libraries. And there is so much work for us
[00:06:39.530]to do here, ranging from the terms that we use
[00:06:43.730]when we describe materials to look for and work to
[00:06:47.570]eliminate language that others populations in ways
[00:06:52.010]that are discriminatory, to being engaged in
[00:06:56.150]national and local efforts to tell the truth about
[00:07:00.350]our history as a society. From the truth, racial
[00:07:04.790]healing and transformation effort, which is a
[00:07:07.160]national effort to try to build a comprehensive
[00:07:12.230]archive, a digital archive, that tells the truth
[00:07:15.710]about our history with slavery, from its origins
[00:07:19.730]through to the present day, how that has impacted
[00:07:22.340]every part of our society. And here in Nebraska,
[00:07:25.730]too the libraries are a partner with Arts and
[00:07:28.670]Sciences with the Commission on Indian Affairs and
[00:07:31.970]with the Genoa School on the Genoa Indian School
[00:07:36.170]digital reconciliation project, which is an
[00:07:39.050]amazing effort to do the same thing to pull
[00:07:41.840]together the evidence to tell the stories to
[00:07:44.300]really show through documentation, what this past
[00:07:48.650]was like, and then to carry that forward to hear
[00:07:52.070]the stories of the descendants of the students in
[00:07:54.260]that school and understand what that has meant to
[00:07:56.510]their lives.
[00:07:58.440]An example of a recent success is a grant from
[00:08:02.310]USDA's Research and Extension Experience for
[00:08:07.230]Undergraduates. We have faculty in the Center for
[00:08:09.840]Plant Science Innovation in the Nebraska Food for
[00:08:13.200]Health Center that received this grant to increase
[00:08:16.470]participation in the agricultural sciences of
[00:08:21.090]underrepresented minority students primarily at
[00:08:24.720]the 1890s land grant universities. These are the
[00:08:28.170]historically black colleges and universities. So
[00:08:31.920]the topic is about connecting crops to food with
[00:08:37.470]high value impact, including human health. And
[00:08:40.920]we'll train 46 undergraduate students in
[00:08:43.980]partnership with Alabama A&M, North Carolina A&T
[00:08:48.000]and West Virginia State University. And we have so
[00:08:50.640]many faculty who are engaged or interested in
[00:08:54.450]working in this area. But they need experience
[00:08:57.720]they need connection with other faculty working in
[00:09:01.770]these efforts so that they can grow capacity. And
[00:09:05.160]this was a really important step.
[00:09:06.000]In our 2018 strategic planning process, we adopted
[00:09:11.610]a new mission statement and our guiding principles
[00:09:14.280]are: challenge yourself, be inclusive, ask bold
[00:09:17.280]questions, look to the future and make it matter.
[00:09:20.100]And as you notice to the second one was be
[00:09:22.890]inclusive, and the primary driver for that choice
[00:09:26.370]of words was because we believe to be successful
[00:09:30.840]moving forward, we need to create an environment
[00:09:33.210]that is inclusive with regards to any diversity
[00:09:36.930]goals that we might have. We can work really hard
[00:09:39.720]to attract students, faculty and staff. But if we
[00:09:42.450]don't have a community that is welcoming, and then
[00:09:46.680]we're not going to be ultimately be successful.
[00:09:49.200]And since then, some of the things that we were
[00:09:51.720]hearing from our students, for example, was that
[00:09:54.900]they had nowhere in the building that they could
[00:09:56.580]go where they felt welcome. And so we dedicated
[00:10:01.440]some space and converted it basically, it's a
[00:10:03.810]student lounge. But it's named by the students as
[00:10:07.980]a diversity, inclusive gathering space. And then
[00:10:11.490]we're doing some programming in there around
[00:10:13.620]having difficult conversations. So picking topics
[00:10:17.130]that we invite faculty, staff and students to
[00:10:19.950]participate in. We have faculty and staff book
[00:10:23.040]clubs, where they meet and discuss various books.
[00:10:28.590]So trying to be very deliberate in terms of
[00:10:32.160]programming that would support dialogue, even if
[00:10:37.110]it's difficult dialogue. And then the other thing
[00:10:39.510]that we've worked on is a program through our
[00:10:42.300]Center for Executive and Professional Development,
[00:10:45.120]where we're offering inclusive ambassador
[00:10:47.580]training. And we've had over 30 faculty and staff
[00:10:50.430]within the College of Business that have gone
[00:10:52.080]through this training, which really is focused on
[00:10:54.630]helping faculty and staff become champions for
[00:10:58.020]diversity and cultural awareness in the college
[00:11:00.390]and broader university community. Most recently,
[00:11:04.200]we launched an inclusive business leaders program.
[00:11:07.860]It's a cohort based program where we invite
[00:11:10.860]incoming first year freshmen to participate in a
[00:11:14.160]program if they demonstrate a commitment to making
[00:11:17.490]Nebraska business in the field of business, more
[00:11:20.310]broadly, an inclusive environment. And then these
[00:11:23.340]students are matched with a peer mentor. And then
[00:11:25.950]they go through some curriculum, they're assigned
[00:11:28.380]an advisor, a career coach, they meet with
[00:11:30.600]business executives. So it's a very hands on
[00:11:33.540]program that the students commit to being involved
[00:11:36.060]in. And assuming they complete everything, the
[00:11:38.550]fall semester, they get us a scholarship for the
[00:11:41.460]spring semester. Similarly, if they complete
[00:11:44.100]everything required in the program, they get
[00:11:45.810]another scholarship for the following fall.
[00:11:48.050]We also recognize that our industry has had a hand
[00:11:51.680]in perpetuating some of the challenges that we
[00:11:54.980]face in regards to diversity, equity and inclusion
[00:11:58.550]around the world. So we've really looked at it as
[00:12:02.120]three different levels. The first is engaging with
[00:12:04.640]the industry. The second is curricular development
[00:12:07.730]within the college. And then the third is focusing
[00:12:10.010]on increasing the diversity of voices in the media
[00:12:13.670]increases the diversity of the stories that are
[00:12:15.620]told. And we're starting off with the industry
[00:12:18.410]component we're doing workshops with our industry
[00:12:22.040]experts. We're also working with local media
[00:12:25.310]partners. So we're doing an assessment right now
[00:12:27.410]with the Omaha World Herald looking at their
[00:12:29.690]coverage of racial issues throughout history, and
[00:12:33.620]looking at how they were covered. And then the
[00:12:35.210]students are going back and re-interviewing the
[00:12:38.540]individuals who are involved in those stories to
[00:12:40.430]look at how they would be those stories would be
[00:12:42.230]told today.
[00:12:43.490]We've had a few different partnerships that have
[00:12:46.250]come together. One is working with the Boys and
[00:12:48.110]Girls Club, we're actually bringing them to
[00:12:49.850]campus, those after school programs in order to
[00:12:53.570]develop podcasts and tell stories about their
[00:12:56.690]lives and what they engage in throughout the day.
[00:12:59.780]And then we also have a grant now with Cooper
[00:13:02.480]Foundation, where we're doing a partnership with
[00:13:04.940]the new Bay High School, which gives students the
[00:13:07.490]opportunity to get in, get their hands dirty,
[00:13:10.280]develop media, create stories about their lives,
[00:13:14.750]and what they do, and really get that diversity of
[00:13:17.600]stories told from different voices, which is
[00:13:20.450]really needed throughout media.
[00:13:22.830]As I think the faculty recognize that to be
[00:13:25.170]excellent in research, in student success in all
[00:13:31.560]of our academic programs, we have to be more
[00:13:33.390]diverse, and we have to be more inclusive. That
[00:13:36.270]starts really with the recruitment and the
[00:13:38.280]retention of more diverse faculty, which goes back
[00:13:41.460]to something earlier we talked about with student
[00:13:43.410]retention. I think those things are all
[00:13:45.150]integrated. We also know that we have to show our
[00:13:47.970]commitment to this by how we invest our resources
[00:13:50.160]in the research that we do. So we've redefined our
[00:13:52.920]internal grant mechanisms, and created a CAS
[00:13:55.860]strategic priorities grant program. Up to $10,000
[00:14:00.090]each semester, for research that's advancing
[00:14:03.090]issues around anti racism and racial equity, as a
[00:14:06.180]way of sort of supporting both Grand Challenges,
[00:14:08.250]but also the work that we think is really
[00:14:09.750]important in the college. And then we also have to
[00:14:12.480]make sure that this is playing a role in the way
[00:14:14.670]we engage in academic programs. In the College we
[00:14:17.670]have a new distribution requirement. Every student
[00:14:20.190]in the college takes in human diversity and US
[00:14:22.440]communities. We're excited about a new minor
[00:14:25.650]offered through the Institute for Institute for
[00:14:28.590]Ethnic Studies on racial justice, equity and
[00:14:31.680]inclusion, which we think is a nice complement to
[00:14:34.260]any major for students going into an increasingly
[00:14:37.290]highly diverse workforce. And we're actively
[00:14:40.440]involved right now in the development of a new
[00:14:42.360]minor in Asian American studies that we think will
[00:14:45.390]be an important contribution to our areas of study
[00:14:48.750]in the college.
[00:14:50.140]I'd love to share from Sherri Jones and the
[00:14:53.500]College of Education and Human Sciences. The CEHS
[00:14:57.340]has appointed an Associate Dean for Diversity
[00:14:59.770]Equity and inclusion that will shepherd the
[00:15:01.960]college's diversity plan but also liaison with the
[00:15:06.430]Office of Diversity and Inclusion and serve as a
[00:15:08.980]resource for the units within the college that are
[00:15:11.830]developing their own diversity plans. They've also
[00:15:16.090]promoted a variety of learning opportunities to
[00:15:18.910]enhance knowledge and skills in anti racism and
[00:15:21.670]inclusive excellence. With those over 1000 people,
[00:15:25.510]including the college leadership team, have
[00:15:27.820]engaged in learning sessions, select extension
[00:15:31.300]specialists and educators in CEHS are
[00:15:34.870]participating in a national training program
[00:15:37.570]called Coming Together for Racial Understanding.
[00:15:41.200]They've embedded inclusive excellence modules into
[00:15:44.110]their Smart Start course for incoming students and
[00:15:48.370]into the scholarly enhancement program for new
[00:15:50.770]faculty. They've revised and updated the website
[00:15:54.190]showcasing student resources, hosted a resource
[00:15:57.250]fair for college faculty and staff, and provided
[00:16:00.490]quick tips for faculty so they can advise students
[00:16:03.430]appropriately. They've developed guidelines for
[00:16:06.160]faculty to reflect on DEI in individual courses
[00:16:10.390]and curriculum. They're expanding upon 20 years of
[00:16:14.590]collaboration with indigenous communities and
[00:16:16.960]training teachers to also train principals and
[00:16:20.650]superintendents. That work is funded by a new
[00:16:23.770]grant from the US Department of Education to the
[00:16:26.710]Department of Educational Administration. So once
[00:16:30.490]again, following the theme of a variety of
[00:16:33.010]approaches within the college,
[00:16:35.200]A real turning point for us was as we were going
[00:16:37.810]through our strategic plan, there was this moment
[00:16:40.300]where people in the room realized that if we
[00:16:42.760]wanted to enhance our reputation, we had to be
[00:16:44.860]known for our diversity, equity and inclusion
[00:16:47.200]initiatives as a college and as a university,
[00:16:50.080]quite frankly. So that led us to do a couple of
[00:16:53.200]interesting things. We are one of the part of the
[00:16:55.120]first cohort of colleges of engineering in the
[00:16:57.280]country to get ASEE the American Society of
[00:17:00.640]Engineering Education, bronze certification for
[00:17:03.760]our diversity efforts. We also entered into a
[00:17:07.540]partnership with the University of Texas Rio
[00:17:09.670]Grande Valley to train their graduate students so
[00:17:12.880]that they could go back to UTRGV and be faculties.
[00:17:15.940]So this wasn't self serving. This was us finding
[00:17:18.940]an institution where we had a relationship and
[00:17:21.490]saying, how can we help you?
[00:17:23.500]Our graduate students in IANR and CASNR created
[00:17:28.150]the first graduate badge called JEDI, justice,
[00:17:33.040]equity, diversity and inclusion. They they felt so
[00:17:36.040]strongly that this credential would help bring
[00:17:40.540]people in and be more open and inclusive, but also
[00:17:44.890]be a real marketable characteristic as they go on
[00:17:49.000]to the, onto their jobs with extension and many of
[00:17:53.140]the engagement and outreach activities of the
[00:17:55.540]colleges across UNL. Engaging with youth, looking
[00:18:00.130]at the complexities of changing Nebraska, changing
[00:18:03.970]rural America, and really partnering with school
[00:18:07.690]districts, partnering with the two tribal
[00:18:10.630]community colleges or community college partners
[00:18:13.330]to think about pathways. And that has been really
[00:18:17.050]positive.
[00:18:18.000]This is not necessarily a new program, but it's
[00:18:21.180]one that the university is also very, very proud
[00:18:24.570]of. 2006 was the origination of the Nebraska
[00:18:28.380]College Preparatory Academy. where through those
[00:18:31.410]partnerships now in four Nebraska high schools, we
[00:18:36.210]have enhanced the ability of students of color in
[00:18:40.650]particular, to come to Nebraska and be successful
[00:18:44.700]at Nebraska. In fact, that cohort of students has
[00:18:48.090]one of the very highest graduation rates of any of
[00:18:52.260]the students of the University of Nebraska-Lincoln
[00:18:55.050]in recent years.
[00:18:56.360]We have recently all completed the Intercultural
[00:19:00.170]Development Inventory and gone through a feedback
[00:19:02.750]session, to increase our own awareness and to
[00:19:05.570]understand how we interact with people of
[00:19:09.530]different cultures and how we view our own
[00:19:11.240]culture. Also, as we started an examination of all
[00:19:14.990]of the internal processes of the Office of
[00:19:17.210]Graduate Studies, we need to do it through that
[00:19:19.880]lens. Are we creating barriers to success that we
[00:19:24.590]could do something about and we've already found a
[00:19:26.780]few places that we've made some changes, but to be
[00:19:29.480]sophisticated enough to do that we have to work on
[00:19:31.880]our on our own development. Office of Graduate
[00:19:34.670]Studies runs two pipeline programs for
[00:19:36.950]undergraduates that I think are really, really
[00:19:39.050]important. One is the McNair Scholars Program for
[00:19:42.260]Nebraska students. It's a federally funded program
[00:19:46.010]that recruits students who are first generation
[00:19:49.250]and from underrepresented groups. They get paired
[00:19:51.980]with a faculty member. There's a series of
[00:19:53.870]excellent professional seminars to help get them
[00:19:57.320]ready for grad students, and then we run a summer
[00:19:59.960]Research Program that last year had 100 students,
[00:20:03.590]most of them in person. And we recruit from HBCUs,
[00:20:08.300]and tribal colleges and community colleges. And
[00:20:10.790]they come to campus and get research experience
[00:20:13.040]and participate in professional development.
[00:20:15.000]So I just want to lift up that I think that's
[00:20:17.550]really important what Lance was talking about with
[00:20:19.410]a bilingual program, that's something that we can
[00:20:21.240]all think about is strengths based approaches
[00:20:25.230]rather than deficit. And then I'd also just say
[00:20:28.320]that as you are thinking about your research
[00:20:30.570]collaborations and your grant activities, please
[00:20:34.050]include offices of Undergraduate Education,
[00:20:37.770]Students Success, we have many offices that have
[00:20:41.130]expertise in how to build belonging, learning
[00:20:43.920]communities, our CAST office, our FYRE program.
[00:20:47.520]I also want to just mention, some projects that
[00:20:51.270]we've been working on. One I hope, I hope you're
[00:20:53.700]aware of. And this is where I'm working with Dr.
[00:20:56.220]Barker's office, as well as others on other
[00:20:59.430]campuses, and at the Office of the President
[00:21:02.130]around chosen name and gender. Previous to even a
[00:21:06.390]year ago, we did not have this, but now students,
[00:21:10.590]faculty and staff can use a self service mechanism
[00:21:14.040]in both the HR system and in the student system to
[00:21:17.190]provide us information as far as the chosen name
[00:21:20.250]that they want to be referred to as their
[00:21:23.790]pronouns, as well as the gender of the book that
[00:21:26.250]best represents them. That is up and going for
[00:21:28.830]everybody. And now we're working really hard to
[00:21:30.360]get that data into downstream systems to really
[00:21:32.850]get that out there. And that's where I think that
[00:21:34.140]representation piece comes in.
[00:21:35.790]We now are populating data regarding minority
[00:21:40.080]small businesses, and actively communicating RFP
[00:21:46.500]opportunities to small businesses within Nebraska,
[00:21:51.600]much more aggressively than we ever have before to
[00:21:54.660]try and expand our network and that opportunity
[00:21:58.560]and connection with the university.
[00:22:03.330]Well, this has been an incredibly rich
[00:22:06.670]conversation on the aim around diversity and
[00:22:10.525]inclusive excellence. You cannot have a strategic
[00:22:14.808]plan of our N2025 plan--with the mantra of where
[00:22:19.006]every person in every interaction matters--without
[00:22:23.375]this being critically important aim within that
[00:22:27.487]strategic plan. And to see the progress that we
[00:22:31.598]are seeing and to see that happening at this
[00:22:35.453]institution at this time is really really good.

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N2025 Conversations | Aim 5: Inclusive Excellence and Diversity

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