Establishing the GS-EEDC
The purpose of the GS-EEDC is to build capacity among Graduate School leadership and staff to engage effectively in supporting equity and inclusion and contributing positively toward a school and campus climate that values and includes all voices. Its goal is to create a work environment that promotes awareness and acceptance of individual and cultural differences, fosters mutual respect, and enables all staff to achieve their highest potential.
The dean of the Graduate School charges the GS-EEDC to:
- Incentivize efforts and programs that promote a positive, inclusive, welcoming, and respectful climate in the Graduate School. Create training, workshop, discussion, and culturally relevant experiences regarding inclusive learning/working environments and cultural awareness.
- Provide training/capacity building experiences that are grounded in increasing diversity and inclusion of historically underrepresented groups.
- Participate in OVCRGE E&D meetings, events, and workshops. Promote and collaborate with the Division of Diversity, Equity, and Educational Achievement (DDEEA) and other campus partners by providing updates and resources to staff about events, workshops, and initiatives.
- Work with the Graduate School’s Diversity Officer/Multicultural Disadvantaged Coordinator, the Assistant Dean of Diversity, Inclusion, and Funding using best practices to create engaging and effective learning opportunities related to diversity, equity, and inclusion.
- Identify challenges to recruiting staff of diverse backgrounds, and the strategies to enhance such recruitment with particular emphasis on search and screen practices.
- Identify challenges to retaining staff of diverse backgrounds, especially those of historically underrepresented groups
- Identify strategies to enhance onboarding processes and support systems such as employee mentoring
- Review campus, OVCRGE, and Graduate School climate survey results to identify recommendations and programming related to staff engagement and inclusion
Within the committee’s purview are to examine processes for gathering applicant data, employment criteria, and effective outreach to the greater community.
Consider changes to Graduate School policies and practices to promote the goals of engagement, equity, and diversity.
Each year, the committee will make recommendations for updating this charge and the dean will review and provide the committee with specific goals for the year.
Information on the GS-EEDC’s activities will be included in the Graduate School’s annual report, and the committee will regularly communicate with Graduate School staff through time set aside in special topics and staff operations meetings.
The GS-EEDC will have a chair and 2-3 additional members, drawn from Graduate School staff. One member will also be a member of the OVCRGE E&D committee and serve as a liaison between the two committees.
The term of GS-EEDC membership will typically be three years. Initial appointments will be staggered for annual turnover of 1-2 members.
One year after its establishment, the GS-EEDC will prepare a self-assessment that will serve as a basis for the Graduate School to determine whether it should continue; and if it should continue, if it should be restructured.