Inclusive Excellence and Belonging Action Plan
Inclusive Excellence and Belonging (IEB)
The IEB Action Plan
The Inclusive Excellence and Belonging (IEB) Action Plan is UCCS's strategic mission-driven approach to engaging the entire campus community in greater efforts to enhance diversity, equity, and inclusion (DEI) and advance a culture where all belong and can thrive.
PHASE 1: DISCOVERY
Phase 1 involves quantitative and qualitative assessment of current campus DEI needs that shape the experience of belonging for all students, staff, and faculty, with a particular focus on the experiences of UCCS marginalized, underserved, and underrepresented constituents.
PHASE 2: DEVELOPMENT
Phase 2 involves appointment of college/division Inclusion Partners who serve as representatives of their units to disseminate DEI educational resources, facilitate DEI dialogues, develop unit-level DEI goals and sustainable strategies, as well as finalize effective and inclusive IEB goals.
PHASE 3: DELIVERY
Phase 3 completes the cycle through the forming of the Council on Inclusive Belonging (CIB), an IEB action website for convenient and transparent access to college/division implementation plans and progress, and a community-wide actions fair to share effective practices and actions towards meeting these IEB goals.
DEI Strategic Framework Pillars
DEI Strategic Framework Pillars
The DEI Strategic Framework Pillars serve as the foundation of our commitment to creating and sustaining an inclusive culture at UCCS. Each of the five pillars, and three complementary objectives for each pillar, encompass our overarching institutional priorities guiding our DEI strategic actions at UCCS.
The five pillars were intentionally informed by quantitative and qualitative data as well as analysis through active engagement with the campus community. Additionally, each pillar aligns directly with our mission-driven UCCS strategic plan and CU System strategic goals and priorities.
Pillar 1: Campus Culture of Belonging
Increase institutional agency and action toward a greater campus culture of belonging through inclusive practices, affirming social interactions, and socially just educational opportunities.
- Incorporate multimodal evidence-based assessment strategies and data driven metrics in the development of college/division DEI implementation plans.
- Enhance community engagement and awareness of support services/resources that center positive mental health and foster a greater sense of belonging.
- Increase institutional capacity and social responsibility for DEI through socially just enrichment and educational opportunities
Pillar 2: Inclusion in Teaching, Research, and Service
Enhance UCCS’s academic DEI infrastructure through innovative practices that promote inclusive pedagogy, culturally responsive teaching, and diversity in research and scholarship.
- Promote inclusive learning and work environments through universal design principles and globally/culturally responsive practices.
- Advance service opportunities that support ongoing development, implementation, and assessment of inclusive curriculum and pedagogy.
- Improve access, engagement, and resources for scholars whose research centers DEI and social justice education.
Pillar 3: Diverse Student Access, Retention and Persistence
Increase access, retention, persistence, and graduation rates of marginalized, underserved, and/or underrepresented undergraduate and graduate student.
- Advance and integrate inclusive practices to attract, enroll and retain diverse US and international undergraduate and graduate students.
- Enhance and develop new pipeline programs and initiatives that promote greater awareness, support, and resources for diverse US, international, and military-affiliated prospective students.
- Expand financial resources and scholarship opportunities that support greater access and affordability.
Pillar 4: Diverse Talent Foundation and Pathways
Increase diverse talent resources, opportunities for advancement and promotion, and retention strategies for marginalized, underserved, and underrepresented staff and faculty.
- Develop and enhance socially just practices that recruit, develop, and retain marginalized, underserved, and underrepresented staff and faculty.
- Promote inclusive search processes, holistic onboarding strategies, and greater professional growth and mentorship opportunities.
- Foster transparent and equitable pathways for advancement, promotion, and tenure, including recognizing staff and faculty contributions that advance DEI strategic goals.
Pillar 5: Equity in Community Engagement and Partnerships
Promote and advance greater DEI community engagement through local and regional collaborative partnerships and philanthropic opportunities.
- Enhance engagement and volunteer opportunities with community organizations that aim to advance a culture of inclusion and belonging.
- Advance marketing and communications of DEI initiatives and efforts at UCCS to foster greater community awareness and engagement.
- Build out supplier diversity initiatives and inclusive procurement practices that engage diverse businesses and organizations throughout the Pikes Peak region and state of Colorado.
Inclusive Excellence & Belonging Resources
UCCS 2022 Community Dialogues Highlights & Themes
In 2022 the Division of DEI held twelve community dialogues with students, staff, and faculty. From these dialogues and insight survey the following highlights and themes report was created.
Campus Workplace and Climate Survey
The University of Colorado system and each campus (Anschutz, Boulder, Colorado Springs, and Denver) launched the Campus and Workplace Culture (CWC) Survey in the fall semester of 2021. The survey provided an opportunity for faculty, staff and students to share anonymized information about the extent to which they feel respected, supported, and valued at UCCS. There were surveys for each of four populations: undergraduate students, graduate students, staff, and faculty.
CWC Literature-Based Action Inspiration Guide (Project Crest)
The results of the 2021 Campus and Workplace Culture (CWC) survey are in. But survey results are only useful insofar that they generate reflection on what is working well and action for areas of concern. The purpose of this guide is to provide resources to stakeholders, leaders, and change agents who want to generate an informed action plan for DEI.