IUSD Diversity Strategic Plan 2021-2023

Updated November 1, 2022

Team responsible for leading and updating the plan:

People Domain Strategic Planning Steering Committee for IUSD: Dean Carol Anne Murdoch-Kinch; Dr. Sylvia Frazier-Bowers, chief diversity officer and associate dean for student affairs and admissions; Dr. Lisa Lang, associate dean for faculty affairs; Ms. Jennifer Burnett, director of diversity, equity and inclusion; Ms. Carolyn Hasser, HR business partner; Mr. Damon Spight, recruitment manager for the Office of Faculty Affairs, and Ms. Leslie Flowers, director of student wellness and director of communications

Introduction:

In December 2019, the IUSD Strategic Planning Steering Committee launched a new broad-based strategic planning process for the School of Dentistry during a strategic planning retreat facilitated by Deb Dunbar from Indiana University Human Resources. In January 2020, the steering committee kicked off the broad-based strategic planning process through a series of retreats for faculty, staff, and students, followed by several focus groups. The School’s core values were discussed and re-affirmed. The vision of the School and goals for each domain were discussed. The data from these retreats and focus groups were analyzed and integrated into the plans for each of 6 domains: People, Education, Patient Care, Research and Discovery, Organization, and Community and Global Engagement. Each domain is led by a team of stewards including one of the associate deans, one or two department chairs, and staff leadership for the respective area.

The People Domain serves as the basis for our Diversity, Equity, and Inclusion Strategic Plan. The current stewards for the People domain are listed above. In late summer 2020, after navigating the interruption of our activities for the COVID-19 pandemic, the strategic planning process resumed and action plans were developed for each domain’s strategic priorities, along with metrics, targets, deadlines, and responsible parties identified. The focus for this iteration of the plan was academic year 2020-2021, to successfully navigate the pandemic and prepare for our re-accreditation site visit in September 2021, with priorities in place for the next five years.

In academic year 2022-2023, IUSD is refreshing and updating the IUSD Strategic Plan, measuring progress, and creating new action plans through a series of retreats and Town Halls. The updated Strategic Plan will be aligned with Indiana University Vision 2030 and will be published by the end of Spring 2023.

Diversity Indicator I: Institutional Viability and Vitality

Goal #1: Establish policies and infrastructure to support programs to advance diversity, equity, and inclusion for students, faculty, staff, and patients at the School of Dentistry.

Strategies:

Successfully recruit and hire an associate dean for DEI to provide effective leadership of DEI initiatives.

Responsible party: Dean Murdoch-Kinch; Search Committee.

Timeline: July 1, 2022-start date.

Metrics: Experienced administrator with strong track record of commitment and success in diversity initiatives recruited into associate dean position

Results: Our new chief diversity officer and associate dean for student affairs and admissions started October 1, 2022.

Establish a diverse professional learning community of faculty, staff, and students who create and lead activities to support DEI at the School of Dentistry.

Responsible party: DEI Steering Committee, composed of the co-chairs of the DEI Committee, led by new Associate Dean and Chief Diversity Officer Dr. Sylvia Frazier-Bowers

Timeline: End of Fall 2020

Metrics: At least 30 committee members in addition to Dean and steering committee, diverse composition of faculty, staff, and students

Create a statement of commitment to Diversity, Equity, and Inclusion for IUSD that includes a definition of the humanistic environment we seek to create.

Responsible party: DEI Communications Subcommittee, Dean

Timeline: March 1, 2021

Metrics: Statement highly visible on School website

Results: Statement is posted on the IUSD website, https://dentistry.iu.edu/about/dei/index.html

Goal #2: Implement programs to educate and raise awareness among students, staff, and faculty about unconscious bias, microaggressions, and bystander training to provide basic tools for cultural competency.

Strategies:

Adopt working definitions of diversity, equity, inclusion, humanistic environment

Responsible party: DEI Committee, Chief Diversity Officer (

Timeline: March 1, 2023

Metrics: Statement highly visible on School website

Provide training to DEI committee to overcome conversation roadblocks with Etta Ward

Responsible party: Steering Committee

Timeline: November 30, 2020

Metrics: > 40 DEI Committee members complete training

Results: ~40 DEI Committee members completed the training in November 2020.

Implement educational programming in support of cultural humility and cultural competency, unconscious bias, and other topics for all students, faculty, and staff in 2021-2022

Responsible party: DEI Committee; Dean; HR business partner; associate dean for faculty affairs

Timeline: June 30, 2021

Metrics:

• 100 staff complete training

• >75 faculty complete training, including adjunct faculty

• 300 students complete training

Results:

• “Bias” was presented by Dr. David Heard to ~100 faculty at Fall Faculty Teaching Conference in 2021, ??? staff at the Staff Retreat 2021, and ?? students in Summer 2021.

• In-person/virtual faculty development on “Inclusive Teaching Practices” was offered to all faculty at June 2022 faculty development program.

• “Support for Students with Disabilities’ was presented by Dr. Kevin McCracken to ~90 faculty at the 2022 Fall Teaching Conference.

Goal #3: Integrate accountability measures for faculty, staff, and students for efforts to support diversity, inclusion, and belonging at the School of Dentistry.

Strategies:

Include diversity and inclusion efforts, behavioral measures into faculty annual review (FAR), and annual staff review process.

Responsible party: DEI Committee, HR business partner, Faculty Council, associate dean for faculty affairs, department chairs

Timeline: New forms and process in place by December 1, 2021, for staff and December 1, 2022, for faculty.

Metrics: 100% full-time faculty and staff, 100% adjunct faculty above 20% FTE, >75% temporary staff

Results: Faculty annual review forms now include questions about efforts to support, diversity, inclusion, and belonging at the School, to be piloted in 2022 review cycle and implemented in 2023 review cycle. Staff annual performance reviews now include questions about efforts to support diversity, inclusion, and belonging at the School in 2022 review cycle.

Diversity Indicator II: Education and Scholarship

Goal #1: Advance opportunities for faculty and staff professional development and success, including but not limited to opportunities for learning about diversity, inclusion, and belonging

Strategies:

Lunch and learn sessions on diversity and inclusive practices implemented for faculty, staff, and students. Best practices to be adopted by IUSD.

Responsible party: DEI Committee; Chief Diversity Officer and Associate Dean for Student Affairs and Admissions, Associate Dean for Faculty Affairs, HR Business Partner

Timeline: Starting February 1,, 2022

Metric: One Lunch & Learn session per quarter; attendance goal of >50 per session

Results:

• Week of Feb. 14-18, 2022, Lunch and Learn sessions were presented for Black History Month, online and in person.

• March 14, 2022, Woman-to-Woman panel discussions for Women’s History Month, online and in person, in late afternoon

• April 28, 2022, Dr. Marilyn Woolfolk, co-author of “Undaunted Trailblazers,” presented lunchtime talk and interactive discussion about minority women leaders impact in dentistry

Goal #2: Curriculum Programming for Students

Strategies:

Audit the curricula and integrate diversity, equity, and inclusion in the DDS, allied dental, and advanced dental education curricula to promote development of cultural humility and competency.

Responsible party: Chief diversity officer, associate dean for education and academic affairs , associate dean for graduate education, Curriculum Committees

Timeline: Starting Fall semester 2022

Metrics: Define cultural humility and cultural competency outcomes; new cultural competency outcomes for the curricula

Diversity Indicator III: Climate and Intergroup Relations

Goal #1: Regularly assess the climate of the learning environment for faculty, staff, and students at the School of Dentistry, using best practices, and in collaboration with American Dental Education Association, to inform plans to advance Diversity, Equity, Inclusion, and Belonging.

Strategies:

Working with Vice Chancellor Dace, review results from previous climate studies at IUPUI-IUSD to identify trends and gaps.

Responsible party: DEI Committee; Climate Assessment Subcommittee

Timeline: April 30, 2021

Metric: Identified gaps and trends shared with IUSD community via Dean’s Town Hall

Results: Completed.

Audit baseline data from D4 exit surveys, faculty surveys and alumni surveys, formal complaints to OEO, etc.

Responsible party: DEI Committee; Climate Assessment Subcommittee

Timeline: May 30, 2021

Metrics: Action plan and accountability measures developed from audit findings

Results: In progress

Conduct another assessment of the climate through the lens of well-being, in response todisruptive events of 2020-2022, including COVID-19 pandemic, racial violence, and U.S. political climate.

Responsible party: Dean, DEI Committee subcommittee chairs (steering committee), Associate Dean for Faculty Affairs

Timeline: Starting January 2022

Metrics: Action plan and recommendations for implementation over the next year

Results: Focus groups of faculty, staff, and students were conducted by Dr. Anthony Palatta (consultant) through the lens of well-being in Spring 2022. Analysis disclosed 7 themes, presented to School community in Town Hall June 2022. Follow-up discussions at 2022 Fall Faculty Teaching Conference and Fall 2022 Staff Retreat. Results to be included in updated Strategic Plan.

Goal #2: Establish programs and policies that more inclusively advance the health and wellness of all students, staff, and faculty and especially those of underserved/marginalized populations

Strategies:

Assess current programs and policies that advance the health and wellness of students, staff, and faculty to identify gaps in relevancy for underserved and/or marginalized populations

Responsible party: Chief diversity officer and associate dean for student affairs and admissions, associate dean for faculty affairs, HR business partner, director of student wellness

Timeline: starting in Fall 2022

Metrics: TBD

Diversity Indicator IV: Access and Success

Goal #1: Identify, recruit, and retain diverse faculty, staff, and student body

Strategies:

Comprehensive recruitment program of URM students through pathway programming

Responsible party: Chief diversity officer and associate dean for student affairs and admissions, director of admissions, admissions committee, director of diversity, equity and inclusion

Timeline: starting in Fall admissions cycle 2022

Metrics:

• Assessment of and recommendations for strategic collaborations with minority serving institutions

• Action plan based upon assessment and recommendations, TBD:

• % of URM students

• % of URM and female faculty

• % of female and UMR faculty in leadership positions, professorial ranks

Results: TBD

Holistic admissions policies and processes for DDS, DH, and DA students to increase the critical mass of URM and first-generation students

Responsible party: Chief diversity officer and associate dean for student affairs and admissions, director of admissions, ; Admissions Committee; director of diversity, equity and inclusion,

Timeline: starting in Fall admissions cycle 2021

Metrics:

• Assessment of and recommendations for current admissions policies and processes for DDS, DH, and DA students to make those policies and processes more holistic

• Action plan based upon assessment and recommendations

• % of URM students

• % of URM and female faculty

• % of female and URM faculty in leadership positions, professorial ranks

Results: TBD

Training for all faculty and staff search and screen committees, in collaboration with campus DEI, HR

Responsible party: Associate dean for faculty affairs and Office of Faculty Affairs, HR business partner, in collaboration with chief diversity officer

Timeline: Starting AY22

Metrics:

• Assessment of and recommendations for current search and screen committees

• Action plan based upon assessment and recommendations

• School-wide Implementation of new search and screen committee training program

Results: TBD

IUSD Diversity Strategic Plan 2021-2023

IUSD Diversity Strategic Plan 2021-2023

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