1. Advancing Diversity,
Equity and Inclusion
at MSU
Jabbar R. Bennett, PhD
Vice President and Chief Diversity Officer
Professor of Medicine
College of Human Medicine
New Faculty and Academic Staff Orientation
Tuesday, August 17, 2021
2. To review MSU’s historical approach to advancing
diversity, equity and inclusion
To discuss MSU’s commitment to inclusive
excellence
To explore the role of the Office for Inclusion and
Intercultural Initiatives in advancing institutional
strategic priorities
Outline
3. Definitions
Diversity – the condition of having or being composed of differing
elements, especially, the inclusion of different types of people (such as
people of different races or cultures) in a group or organization
Inclusion – the act or practice of including and accommodating people
who have historically been excluded (as because of their race, gender,
sexuality, or ability)
Equity – justice according to natural law or right, specifically, freedom
from bias or favoritism
Inclusive Excellence – active, intentional and ongoing engagement
with diversity in ways that increase personal and social awareness,
content knowledge, cognitive sophistication and empathetic
understanding of one another
Sources: https://www.merriam-webster.com, https://www.aacu.org
5. Institutional Commitment to Advancing
Diversity, Equity and Inclusion
For more than 50 years, Michigan State University has
sought to provide central support for the recruitment,
retention and advancement of students, faculty and staff
who are members of underrepresented groups
Equal Opportunity Programs (1968 – 1973)
Human Relations Department (1973 – 1992)
Affirmative Action Compliance and Monitoring (1992 – 2007)
Office for Inclusion and Intercultural Initiatives (2007 – Present)
6. Protected Classes in Employment
United States Federally-Mandated Protected Classes
Employers in all 50 states are legally prohibited from
discriminating against people due to race, color,
national origin, religion, sex (including pregnancy and
childbirth), disability, age (40 and older), citizenship
status, and genetic information.
State of Michigan Additional Protected Classes
In addition to all of the federally mandated protected
classes listed above, Michigan also lists marital status,
AIDS/HIV status, height, weight, and misdemeanor
arrest record as protected classes.
7. Office for Inclusion and Intercultural Initiatives (1 of 2)
Institutional Compliance Responsibilities
̶ Oversee Equal Employment Opportunity (EEO), Affirmative Action
Program/Plan (AAP), VETS 4212 Report for Federal Contracting
̶ Approve Executive and Faculty Hiring Processes
̶ Advise on Hiring and Employment Practices
̶ Prop 2 (Michigan Constitutional Amendment)
̶ Monitor process and diversity (EEO/AAP) efforts
̶ Review and approve interview lists and search plans
̶ Support and liaise with Faculty Excellence Advocates (FEAs) and
Associate/Assistant Deans for Diversity
̶ Retain search committee activity records
̶ Exploring development of an institutional Supplier Diversity Program
8. Office for Inclusion and Intercultural
Initiatives (2 of 2)
While the work initially focused on meeting federal, state
and local compliance regulations, it has evolved to
address the following institutional priorities:
Increase diversity
Ensure equity
Promote inclusion
Enhance outreach and engagement
10. Office for Inclusion and Intercultural
Initiatives (cont’d)
Major Activities
̶ Annual Diversity and Inclusion Report
̶ Awards and Programs
̶ Education
̶ Hiring and Recruiting
̶ Research and Grants
Organization of Efforts
̶ Compliance
̶ Diversity Research Network
̶ Education and Development
̶ Outreach and Engagement
11. Office for Inclusion and Intercultural
Initiatives – Awards and Programs
Purpose – To acknowledge and celebrate individuals and events of
cultural and historical significance.
Awards
Dr. Martin Luther King Jr. Scholarship
Excellence in Diversity Awards
Future Leaders Scholarship – Hispanic Latino Commission of Michigan
Celebrations
Cesar Chavez and Dolores Huerta Commemorative Celebration
Dr. Martin Luther King Jr. Day Commemorative Celebration
Juneteenth Celebration
New Faculty and Staff Welcome Reception (Fall Semester)
12. Office for Inclusion and Intercultural
Initiatives – Education
Purpose – To explore complex issues through dialogue and sharing
experiences.
Programming
Anti-Racist Path Dialogue Series
DEI Foundations Online Educational Module
Implicit Bias Certificate Program
MSU Dialogues
Transforming Theater Ensemble
Other Services
Consultation
Facilitator Training
13. Office for Inclusion and Intercultural
Initiatives – Education (2020 – 2021)
Anti-Racist Path Dialogue Series
~300 participants
35 collaborators
~30 contact hours over 20 weeks
DEI Foundations Online Module
11,823 (98.5%) faculty/staff
completed
44,915 (90.3%) students
completed
Implicit Bias Certificate Program
525+ participants
17 cohorts
15+ collaborators/units
~90 contact hours
MSU Dialogues
450+ participants (over time)
21 cohorts (race, religion, other)
14. Office for Inclusion and Intercultural
Initiatives – Research and Grants (1 of 3)
Creating Inclusive Excellence Grants (CIEG)
Helps colleges and academic units engage in efforts that will
enhance academic quality, and through clearly articulated
outcomes, demonstrably benefit students and create a more
inclusive campus community for all.
Diversity Research Network (DRN)
Connects faculty of color and scholars interested in diversity
research, to create scholarly communities, facilitate new
interdisciplinary collaborations, and to advance the growth and
visibility of research by underrepresented faculty as well as
research on diversity across MSU.
15. Office for Inclusion and Intercultural Initiatives –
Research and Grants (2 of 3)
Annual
Reception
Launch Awards
Program
DRN Writing
Spaces and
Share Outs
Share Out
Lunches
Researcher’s
Workshop
Government
Grants Webinar
Faculty Study
Break
DRN Writer’s
Mafungo
Summer Stay
Retreat
Ford
Foundation
Application
Training
Panels and
Invited
Speakers
Graduate
Student
Liaisons
Enhancement of
Connections
Within and
Beyond MSU*
Accountability
Partnership
Program
Interdisciplinary
Research
Collaboratives
Awards
Leadership
Bench & Senior
Scholar
Upcoming
Diversity Research Network (DRN) Programming (2017 – 2021)
16. Office for Inclusion and Intercultural
Initiatives – Research and Grants (3 of 3)
Diversity Research Network (DRN) Highlights (2016 – 2021)
~650 Faculty and Scholars Served Annually
~90 Faculty Participated in Summer Stay Retreat
~70 Scholars Participated in Researcher Workshop and
Consultation
~55 Scholars Participate in Fall Retreat Annually
~25 Scholars Funded Through Launch Award Program
~18 Scholars Participate in Accountability Program
17. Our Key Partners
Division of Student Affairs and Services
Greater Lansing Community
Human Resources
Office of Admission
Office of the President
Office of the Provost
̶ Council of Diversity Deans
̶ Dean’s Council
Office of University Advancement
State of Michigan
Student and Faculty Governance
Student, Faculty and Staff Affinity Groups
19. Role of Chief Diversity Officers
Source: R.L. Worthington, Advancing Scholarship for the Diversity Imperative in Higher Education: An Editorial. Journal
of Diversity in Higher Education, 5:2, 2012; National Association of Diversity Officers in Higher Education
20. DEI Vision
Michigan State University (MSU) will be recognized as a national
leader in the advancement of knowledge by the most diverse and
exemplary cadre of students, trainees, faculty, staff and alumni who
transform lives through equitable teaching, research, scholarship and
practice.
DEI Goals
1. To recruit, train and hire the most diverse and exemplary cadre of
students, trainees, faculty and staff
2. To support retention, safety, well-being and promote success
of members of underrepresented groups at MSU
3. To enhance the overall living, learning and working experience
of members of the Spartan community
4. To bolster outreach, engagement and economic development
throughout the State of Michigan and beyond
Note: Informed by MSU Mission Statement.
21. DEI Goals DEI Objectives Related Current Strategic Priorities
Recruit, Train and Hire Increase Diversity
Improve Productivity
Address Key Employee Shortages
Academic Hiring Manual
Diversity, Equity and Inclusion Plan
MSU Strategic Planning Process
Task Force on Racial Equity
Support Retention,
Safety, Well-Being and
Promote Success
Increase Satisfaction
Offer Education and Training
Provide Clarity on Path Toward
Advancement
Nurture Inclusion
Improve Outcomes
Circles of Success Mentoring Program
Diversity, Equity and Inclusion Plan
MSU Strategic Planning Process
Multicultural Center Feasibility Study
Relationship Violence and Sexual
Misconduct Plan
Task Force on Racial Equity
Enhance Overall
Living, Learning and
Working Experience
Promote Inclusive Teaching and
Learning
Enhance Productivity
Improve Performance
Diversity, Equity and Inclusion Plan
MSU Strategic Planning Process
Multicultural Center Feasibility Study
Relationship Violence and Sexual
Misconduct Plan
Task Force on Racial Equity
Bolster Outreach,
Engagement and
Economic
Development
Build Trust
Strengthen Reputation
Expand Supplier Diversity
Enhance Patient Diversity, Quality of
Care and Health Outcomes
Increase Revenues
MSU Strategic Planning Process
Diversity, Equity and Inclusion Plan
DEI Goals, Objectives, and Strategic Priority Alignment
24. Task Force on Racial Equity (1 of 4)
Appointed by President Stanley in August 2020 and charged to focus on the
following:
Campus Climate and Safety
Chair – Jonglim Han, MA, Interim Program Director, Dow STEM Scholars;
Neighborhood Student Success Collaborative
Faculty and Staff Diversity
Chair – Quentin Tyler, PhD, Associate Dean for Diversity, Equity and Inclusion;
Director, MSU Extension, College of Agriculture and Natural Resources
Policing
Chair – Jennifer Cobbina, PhD, Associate Professor, School of Criminal
Justice, College of Social Science
Source: https://president.msu.edu/initiatives/dei-plan/racial-equity-taskforce.html
25. Task Force on Racial Equity (2 of 4)
Campus Climate and Safety Working Group Guiding
Principle
̶ Immediate actions alone won’t remove systemic
barriers to effectively advancing diversity, equity and
inclusion (DEI)
Recommendations
̶ Building Trust
̶ Communication
̶ Incident Awareness
̶ Supporting Diversity, Equity and Inclusion
Source: https://president.msu.edu/initiatives/dei-plan/racial-equity-taskforce.html
26. Task Force on Racial Equity (3 of 4)
Faculty and Staff Diversity Working Group Guiding Principle
̶ Attracting, retaining and supporting faculty and staff members
who are reflective of and responsive to the student population
MSU serves is of great importance as we focus on overall
student success and employee satisfaction
Recommendations
̶ Expanding Hiring Efforts
̶ Longer Range Issues
̶ Data Analysis, Information Gathering and Research
Source: https://president.msu.edu/initiatives/dei-plan/racial-equity-taskforce.html
27. Task Force on Racial Equity (4 of 4)
Policing Working Group Guiding Principles
̶ A safe, welcoming and respectful campus climate will help
enhance the recruitment and retention of diverse faculty and staff
and ensure all students and trainees are supported
̶ A respectful and accountable MSU Police Department is a
necessary component of a healthy campus climate
Recommendations
̶ Expanding Inclusion and Anti-Bias Unit
̶ Budget and Services
̶ Oversight and Accountability
̶ Safety and Service
Source: https://president.msu.edu/initiatives/dei-plan/racial-equity-taskforce.html
28. Task Force on Racial Equity
Next Steps
Source: https://president.msu.edu/initiatives/dei-plan/racial-equity-taskforce.html
Action Tentative Timeline
Explore Feasibility of Proposed Recommendations Fall 2021
Engage Key Stakeholders Fall 2021
Prioritize Proposed Recommendations and Actions Fall 2021
Determine Appropriate Metrics Fall 2021 – Spring 2022
Establish Accountability Fall 2021 – Spring 2022
Secure Support to Advance Efforts Spring – Summer 2022
Explore Implementation Fall 2022
Working Group Reports
̶ Campus Climate and Safety
̶ Faculty and Staff Diversity
̶ Policing
29. DEI Steering Committee (1 of 3)
Announced by President Stanley in December 2019 and charged to:
̶ Produce a university-wide inventory of DEI efforts and initiatives
̶ Aggregate feedback across campus and from alumni and external partners
̶ Review and highlight best practices and insights on DEI efforts from
benchmarking
̶ Identify and recommend metrics, central and unit based, to measure on-going
progress for DEI across MSU; as well as unit/role accountability for DEI initiatives
and outcomes across MSU
̶ Make recommendations for a Strategic DEI Planning Process for the university,
with short-term, mid-range and long-term action items and goals, with the end
goal of making MSU a national leader in this area
Considered the following key questions:
1. How will the MSU community define diversity, equity and inclusion?
2. What does it mean to be a leader nationally in this area?
3. How do we integrate diversity, equity, and inclusion into the larger strategic plan?
4. How can we align our valuable resources with our priorities?
Source: https://president.msu.edu/initiatives/dei-plan/about.html
30. DEI Steering Committee (2 of 3)
Co-Chairs
̶ Luis Garcia, MA, Director, Migrant Student Services
̶ Wanda Lipscomb, PhD, Associate Professor, Department of
Psychiatry; Senior Associate Dean for Diversity and Inclusion,
College of Human Medicine
Members
̶ 26 Faculty, Staff and Students
̶ 10 Advisors and Project Team Members
Process
̶ Convened from January 2020 – April 2021
̶ Established 8 Work Groups
̶ Conducted 53 Listening Sessions with 400+ Participants
̶ Generated 200+ Recommendations
Source: https://president.msu.edu/initiatives/dei-plan/about.html
31. DEI Steering Committee (3 of 3)
Emerging Major Themes
̶ Increase Diversity
̶ Ensure Equity
̶ Promote Inclusion
̶ Enhance Outreach and Engagement
Source: https://president.msu.edu/initiatives/dei-plan/about.html
Action Tentative Timeline
Explore Feasibility of Proposed Recommendations Fall 2021
Engage Key Stakeholders Fall 2021
Prioritize Proposed Recommendations and Actions Fall 2021
Determine Appropriate Metrics Fall 2021 – Spring 2022
Establish Accountability Fall 2021 – Spring 2022
Secure Support to Advance Efforts Spring – Summer 2022
Explore Implementation Fall 2022
Next Steps
32. Short-Term Work Group on Name and Pronoun
Usage
Executive Sponsors
Melissa Woo, PhD, Executive Vice President for Administration, and Chief Information
Officer
Jabbar R. Bennett, PhD, Vice President and Chief Diversity Officer
Co-Chairs
Elisa Landaverde, Librarian, Special Collections, Main Library
Stacia Moroski-Rigney, PhD, Affiliated Graduate Faculty, Department of Writing, Rhetoric,
and American Cultures, College of Arts and Letters, and Director, CAL Citizen Scholars
Program
Kris Renn, PhD, Professor, Higher, Adult, and Lifelong Education, College of Education,
and Associate Dean, Undergraduate Studies for Student Success Research
Members
19 Faculty, Staff and Students
Convened from April 2021 – July 2021
33. Short-Term Work Group on Name and Pronoun
Usage (cont’d)
Charge
To explore ways in which names and pronouns can be captured and utilized consistently
across various university systems and processes.
Objectives
̶ To identify and potentially connect systems which capture names and pronouns
̶ To provide options within each system to input and access self-reported data, e.g.,
honorifics, gender identify, sexual identity/orientation, pronouns
̶ To explore the creation of university policies and communication which support the
consistent use of names and pronouns in written and oral communication
Recommendations
̶ Data Policy Document
̶ Systems Inventory Guidelines
̶ Statement of Expectations for Faculty and Staff
34. Top Priorities for 2021 – 2022
1. Bolster infrastructure
2. Enhance marketing and communication
3. Increase outreach and engagement
4. Align with and advance institutional goals
1. Diversity, Equity and Inclusion Strategic Planning
a. Task Force on Racial Equity Recommendations
2. Institutional Strategic Planning
