Goal:  Create and sustain an organizational environment that acknowledges and celebrates diversity and employs inclusive practices throughout daily operations.

The 2013-18 DSP recognizes “intergroup relations” as critical to creating and maintaining an inclusive and diverse campus climate. To support this we must learn about and respect the perceptions of students, faculty, and staff and support strategies based upon this feedback that can continually enhance our campus community. Central to these efforts are collaboration, education, publicity, and policies. Likewise, we must recognize and celebrate successes that contribute to Virginia Tech’s Principles of Community.

Such a community ensures that all diverse and underrepresented groups giving voice to

Virginia Tech community members (e.g., Lesbian, Gay, Bisexual, and Transgender (LGBT), campus faculty and staff caucuses, Council of International Student Organizations (CISO), and many others) are supported in individual and joint group efforts to promote a healthy campus climate for diversity. All individual, group, and social differences reflected in the Virginia Tech community can be engaged in the service of learning and working together.

Campus Climate and Intergroup Relations Objectives, Strategies and Indicators

Objective: Create a climate that is founded on principles of social justice that are civil, supportive, and respectful, and that values differing perspectives and experiences.

 

Strategies:

 

  1. Periodically solicit student and employee feedback on campus climate.
  2. Create collaborations between and among groups that increase understanding of varied perspectives.
  3. Engage members of underrepresented communities as well as members of more traditionally represented groups to participate in matters related to campus diversity in all stages of the process.
  4. In support of the Principles of Community, educate the campus community on civil, supportive, and respectful behavior.
  5. Review and implement campus programming  that helps prevent harassment, discrimination and related retaliation, and provides productive ways to resolve conflict.
  6. Establish a well-publicized reporting system for harassment, discrimination, and related retaliation that generates appropriate responses with all deliberate speed.
  7. Establish internal protocols for effective collaboration in responding to campus climate issues.
  8. Continue to enforce university policies prohibiting discrimination, harassment, and related retaliation through the university’s compliance process and student conduct process and to implement appropriate disciplinary actions consistent with university, state and federal guidelines.
  9. Encourage all employees to complete or review the university’s anti-harassment and discrimination prevention training.
  10. Encourage the use of mediation and other alternative dispute resolution strategies where appropriate.
  11. Require leaders, managers, and supervisors to demonstrate, in tangible ways, management competencies that support the Principles of Community, specifically diversity and inclusion.
  12. Offer educational and celebratory events and promote collaborative programming for students, faculty, staff, and the community to recognize success and to honor and promote inclusion.
  13. Maintain high visibility of the Principles of Community and the values reflected by our university’s landmark pylons through annual on- and off-campus promotions.

Indicators:

 

  1. Changes in diversity and climate-related perceptions and experiences as measured by appropriate new or existing surveys, such as the Human Resources, Graduate School, and Student Affairs Climate surveys.
  2. Development of a database of internal and external model diversity programs and courses.
  3. Tracking of data on educational programs, community initiatives, training, and complaints via available measures in order to support civil and respectful community interactions.
  4. Changes in aggregate reporting rates on new and existing reporting mechanisms for the purposes of continuous improvement.
  5. Periodic review of reporting mechanisms for diversity and inclusion concerns for the purposes of continuous improvement.
  6. Documentation and review of the use of protocols for responding to campus climate issues for the purposes of continuous improvement.
  7. Documentation and review of university policies prohibiting discrimination, harassment, and related retaliation through the university’s compliance process and student conduct process and hold accountable those responsible for violations.
  8. Documentation of use of mediation and alternative dispute resolution by the campus community.
  9. Review of celebratory programs designed to foster civil, supportive, and respectful community via available measures.

 

    

Diversity Strategic Plan 2013-2018

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Institutional Research

 

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Diversity Strategic Plan

Diversity Strategic Plan 2013-2018
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Diversity Strategic Plan 2013-2018

Institutional Research

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Diversity Strategic Plan