N2025 Conversations | Aim 5: Inclusive Excellence and Diversity

Fitz Author

04/13/2022 Added

364 Plays

Description

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.

Searchable Transcript

Search:

[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.

The screen size you are trying to search captions on is too small!

You can always jump over to MediaHub and check it out there.

Comments

0 Comments

N2025 Conversations | Aim 5: Inclusive Excellence and Diversity

Description

Searchable Transcript

Comments icon comment

Related Channels

Comments