包容性卓越战略计划

Update and publish 罗耀拉的 Bias Incident Reporting Protocol, including information about the roles and functions of the Chief Equity & 包含官, 偏见应对小组, 监察员, 总学生操守主任, 介质, 和第七章调查员.

An assessment of the Bias Incident Reporting system began in the Fall; In Spring 2021, the updated protocols and clarification of duties will be presented to campus community.

建立一个由四名训练有素的第七条调查人员组成的小组:每人两名调查针对教职员工的正式投诉.

Effort to enhance training of investigators began in Fall; With Chief Conduct Officer, will complete a needs assessment in Spring to establish more streamlined processes; Currently have four investigators to handle bias cases.

确定一个或多个训练有素的调解员，以补充洛约拉的大学监察员和首席学生行为官在调解教师之间的偏见相关冲突, 工作人员, 和学生.

This process will begin in Spring 2021 with assistance from 人力资源, 教务长办公室, 以及首席学生操守官

建立一支训练有素的志愿者倡导团队，在第七章/偏见事件程序中支持投诉人和被告方.

This process will begin in Spring 2021 with assistance from 人力资源, 教务长办公室, 以及首席学生操守官

发布可访问性协议，以便在中断和其他限制或阻止学生的紧急情况下使用, 教师, 以及员工进入建筑物的通道, 办公室, 教室, 和其他空间.

在无障碍教育和物理工厂的协调下，该进程将于2021年春季开始

Publish reports of annual assessments of the accessibility of 罗耀拉的 buildings, 理由, 和空间. 包括改进计划.

In consultation with 访问教育, OEI将于2021年春季开始对校园进行全面审计，以了解存在的成功障碍.

Allocate funds annually to the Office of Equity & Inclusion to ensure 罗耀拉的 success in achieving the goals of this plan.

In addition to funds from the Office of the President, OEI目前正在从外部实体寻求资金(以赠款和私人捐款的形式)，以支持办事处的目标

开发, 与教务长办公室联系, 多样性, 股本, 包容, and social justice (DEISJ) learning objectives for Loyola students.

开设一月学期，所有课程(横跨多个学科)都围绕种族问题展开, 股本, 和包容.

Devise criteria for assigning Loyola courses a DEISJ designation, and create a database of existing DEISJ offerings.

与教务长办公室合作，加强和澄清哪些课程属于DEISJ分类. J-term has increased our number of DEISJ offerings.

Establish on-boarding DEI education and training programs for new students, 教师, 和工作人员证明洛约拉的机构承诺其使命，并传达了大学对易胜博成员行为的期望.

•目前有爪子和反射, 多样性和包容性的展示, that is given on demand to various organizations throughout the campus.

• Working to create additional 多样性 programs for community.

• Creating a new LGBTQ+ workshop that will complement our current training

•针对代表性不足员工的员工发展和领导力培训计划正在筹备中.

Implement annual DEI training that informs 教师, 工作人员, 和学生洛约拉的机构责任和易胜博成员的权利和责任相对于标题IX(禁止性别歧视和不当性行为)和标题VII(禁止对联邦保护群体的歧视)，并在洛约拉的歧视和骚扰政策阐述.

将在未来几周开始与大学第九条官员合作，更有效地将这些数据呈现给洛约拉易胜博.

建立一个员工发展计划，包括研讨会和项目，以DEI主题的有意义的关键决策为特色.g., 包容 of historically marginalized groups that are not federally protected, such as LGBTQIA+ persons; cultural competency, 内隐偏见, microaggressions, 等.).

该类别的第一个工作人员项目目前正在开发中，将于2021年2月进行初步介绍. 项目将重点关注LGBTQIA+问题.

建立一个教师发展计划，包括有意义的研讨会和项目, critical discussions of DEI subjects (e.g., 包容 of historically marginalized groups that are not federally protected, such as LGBTQIA+ persons; cultural competency, 内隐偏见, microaggressions, 等.).

该类别第一个针对教师的项目计划于2021年2月进行演示. 课程将侧重于性别代词.

Conduct national searches for all open academic positions. Advertise positions proactively in employment resources accessed by diverse candidates. 积极广泛招聘, utilizing personal and professional networks to expand reach to diverse audiences. 突出的特性, in job ads and throughout the application process, 洛约拉对多样性的承诺, 股本, 和包容.

DEIC小组委员会正在开展工作，并将在2021年春季学期结束前报告进展情况.

进行区域性或全国性的搜索, 适当的, for all open executive/administrative and professional positions, 并在不同候选人访问的就业资源中主动发布职位广告. 积极广泛招聘,utilizing personal and professional networks to expand reach to diverse audiences. 突出的特性, in job ads and throughout the application process, 洛约拉对多样性的承诺, 股本, 和包容.

Successfully launched national searches for open positions that landed diverse hires.

在积极征聘代表性不足的候选人和确保公平面试和甄选过程的战略方面，向所有遴选委员会提供培训.g.(管理内隐偏见).

In conjunction with the 教务长办公室 and 人力资源, planning for this work will be initiated in Spring 2021.

Offer DEI management training to all department heads and department chairs, covering topics such as 内隐偏见 in evaluation, equitable and effective employee development practices, 等.

This work started in the Fall with presentations to begin rolling out Spring 2021.