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
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.
- Successfully recruit and hire an associate dean for DEI to provide effective leadership of DEI initiatives.
- Establish a diverse professional learning community of faculty, staff, and students who create and lead activities to support DEI at the School of Dentistry.
- Create a statement of commitment to Diversity, Equity, and Inclusion for IUSD that includes a definition of the humanistic environment we seek to create.
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.
- Adopt working definitions of diversity, equity, inclusion, humanistic environment
- Provide training to DEI committee to overcome conversation roadblocks with Etta Ward
- 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
Goal #3: Integrate accountability measures for faculty, staff, and students for efforts to support diversity, inclusion, and belonging at the School of Dentistry.
- Include diversity and inclusion efforts, behavioral measures into faculty annual review (FAR), and annual staff review process.
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
- Lunch and learn sessions on diversity and inclusive practices implemented for faculty, staff, and students. Best practices to be adopted by IUSD.
Goal #2: Curriculum Programming for Students
- 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.
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.
- Working with Vice Chancellor Dace, review results from previous climate studies at IUPUI-IUSD to identify trends and gaps.
- Audit baseline data from D4 exit surveys, faculty surveys and alumni surveys, formal complaints to OEO, etc.
- 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.
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
- 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
Diversity Indicator IV: Access and Success
Goal #1: Identify, recruit, and retain diverse faculty, staff, and student body
- Comprehensive recruitment program of URM students through pathway programming
- Holistic admissions policies and processes for DDS, DH, and DA students to increase the critical mass of URM and first-generation students
- Training for all faculty and staff search and screen committees, in collaboration with campus DEI, HR