L&AD: Diversity, Equity and Inclusion

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F&M will center diversity, equity, and inclusion as institutional values, transforming its culture to create a safe, welcoming, and equitable community in which all students, employees, and alumni will feel a sense of belonging and be heard.

Objectives & Activities

  1. Establish and embed ongoing diversity, equity, and inclusion education and training throughout the campus community.

    1. Implement new training programs for professional staff and faculty on issues including but not limited to race, culture, gender, disability, sexual orientation and religious bias; cultural competency and empathy; and the intersectionality of identity.
    2. Establish a liaison program, in which every campus division would identify a DEI representative to act as a liaison to the DEI office.
    3. Continue to plan for and hold “Day of Dialogue” every two years.
    4. Identify a DEI theme each year for the College community to develop programs.
  2. Establish expectations for, and infuse diversity, equity, and inclusion principles and practices into, the recruitment, hiring, professional development, and assessment, and retention of faculty and professional staff.

    1. Re-evaluate job descriptions to include DEI goals for each position. Institute policy changes to require all job candidates to articulate their alignment with F&M’s DEI values. Ensure that all search committees understand and prevent the biases that can occur in job searches.

    2. Advance the hiring and retention of faculty and professional staff from under-represented groups.

    3. Embed DEI goals into reappointment, promotion and tenure reviews, and performance assessment of FPS.

    4. Expand recognition of FPS for including DEI principles and practices in their daily interaction and education of students, faculty, and staff.

    5. Establish accountability and expectation of dialogue, implementation, engagement, and action from FPS and students.

  3. Infuse diversity, equity, inclusion, and their intersections into the curriculum through courses, a commitment to interdisciplinarity, and increased breadth in the academic experience.

    1. Consider inclusion and equity in making curricular changes and the impact of diversity pedagogy in the classroom.

    2. Identify and implement courses and programs that will enhance understanding of DEI initiatives and social justice.

    3. Encourage and support faculty use of DEI resources.

  4. Ensure that the College’s methods of teaching and learning become progressively more inclusive of and responsive to the full diversity of students, and broaden our definition of academic success.

    1. Determine and allocate resources to address inequities in inclusive teaching and learning.

    2. Identify structural barriers to success while maintaining high standards for student learning and academic excellence.

    3. Support departments and programs in expanding use of evidence-based teaching and learning methods for DEI and assessing their success.

    4. Encourage a pedagogical culture of universal design rather than placing the onus on students who need accommodations and additional support to seek resources and advocate for themselves.

    5. Work with Academic Affairs to ensure equity and consistency across Connections courses.

    6. Ensure that academic success skills are equally accessible to all students; align with 1.1.2 and 1.1.3.

  5. Increase resources, spaces, and support services, and implement equitable policies and practices that welcome, affirm, celebrate, and support F&M’s diverse student, staff, and faculty communities.

    1. Develop and implement gap analysis/assessment to determine F&M’s effectiveness in achieving its DEI goals at the student, faculty and staff levels.

    2. Annually assess policy and procedures of the Bias Incident Report Team and establish program parameters for the entire academic year.

    3. Assess how effectively F&M is supporting under-represented and first-generation student populations and develop plans and programs to meet their needs. 

    4. Increase opportunities for, and improve access to, diverse cultural and food options to include food sensitivity.

    5. Evaluate equity and inequity for students in residential life, including inequity in housing, food insecurities, and access to programs.

    6. Improve equitable access to student employment, internships and research opportunities.

  6. Welcome and harness the talent and expertise of professional staff in fulfilling the College’s mission and goals.

    1. Continue to reassess, strengthen, and formalize professional staff governance structures.

    2. Increase opportunities and reduce barriers for professional staff to contribute to teaching and learning, as well as research, scholarship, and creative work.

    3. Support professional staff in working with and connecting to community agencies and organizations as partners with F&M.

  7. Recognize and advance racial healing, reconciliation, and social justice as an institution.

    1. Support faculty, professional staff, and student interest and engagement in building racial healing and reconciliation into the curriculum and student life.

    2. Research and develop material and programs to acknowledge and better understand the College’s institutional history.