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 involves quantitative and qualitative assessment of current campus DEI needs that shape the experience of belonging of all students, faculty, and staff, with a particular focus on the experiences of UCCS minoritized constituents.


Phase 2 involves appointment of college/division Inclusion Partners who serve as representatives of their units to disseminate assigned DEI educational resources, facilitate DEI dialogues, develop unit-level DEI goals and sustainable strategies, and finalize implementation, inclusive of long-lasting adherence for effectiveness.


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 an interchange of college/division implementation plans and successes for collaborative sense making and meaningful and long-lasting DEI systemic change.

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.

Each of the five pillars were intentionally informed by both quantitate and qualitative data and 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.

  1. Incorporate multimodal evidence-based assessment strategies and data driven metrics in the development of college/division DEI implementation plans.
  2. Enhance community engagement and awareness of support services/resources that center positive mental health and foster a greater sense of belonging.
  3. 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.

  1. Promote inclusive learning and work environments through universal design principles and globally/culturally responsive practices.
  2. Advance service opportunities that support ongoing development, implementation, and assessment of inclusive curriculum and pedagogy.
  3. 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.

  1. Advance and integrate inclusive practices to attract, enroll and retain diverse US and international undergraduate and graduate students.
  2.  Enhance and develop new pipeline programs and initiatives that promote greater awareness, support, and resources for diverse US, international, and military-affiliated prospective students. 
  3. 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.

  1. Develop and enhance socially just practices that recruit, develop, and retain marginalized, underserved, and underrepresented staff and faculty.
  2. Promote inclusive search processes, holistic onboarding strategies, and greater professional growth and mentorship opportunities.
  3. 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.

  1. Enhance engagement and volunteer opportunities with community organizations that aim to advance a culture of inclusion and belonging.
  2. Advance marketing and communications of DEI initiatives and efforts at UCCS to foster greater community awareness and engagement.
  3. 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

  • 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.

  • 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.

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