The document outlines the process and plan for developing a new diversity, equity, and inclusion strategic plan called "Pathways to Equity" at a university. It involved convening groups starting in 2018, conducting a climate study in 2019, and refining goals and strategies through 2020. The plan structure includes institutional and division plans, and units will develop their own equity plans. It identifies goals of advancing institutional equity capacity, a diverse community, and inclusive climate. Specific actions are outlined for university offices, while units will report annually on progress. The aspirations are to fully integrate DEI and address disparities by 2026.

1. Pathways to Equity
Diversity, Equity, and Inclusion
Institutional Strategic Plan
January 22, 2021

2. Planning Process and
Timeline
Pathways to Equity

3. DEI Strategic Planning Process
Pathways to Equity
• Fall 2018 –The Division of Diversity & Community Engagement convened a
group of the Diversity Liaisons across the academic and administrative
units to begin the process of developing a new strategic plan.
• Spring 2019 to Fall 2019 – Meetings to discuss fundamental concepts and
principles of diversity strategic planning
• Fall 2019 – Conducted an institutional climate study with Rankin and
Associates
• Fall 2019 – Developed Diversity Dashboard for enhance understanding of
composition and outcomes data
• Spring to Summer 2020 – Refined strategic goals, objectives, and strategies
• Fall 2020–
• Gathered feedback from constituent groups
• Developed Institutional and DCE Equity in Action Plans
• Incorporated 2019 Climate Study data
• Began development of Division/Unit Equity in Action Plans
• January 2021 – Introduce plan to campus community
• 2021-2026 – OngoingAssessment and Updates

4. Pathways to Equity Plan Preview
Constituent Groups: Fall 2020
• Senior Leadership Group
• Strategic Planning Committee
• Faculty Senate Executive Board
• Faculty Senate
• Staff Council
• Black Faculty/Staff Organization Leadership
• Black Student Union & Multicultural Student Organizations Leadership
• Associated Student Body Leadership
• Graduate Student Council Leadership
• Sensitivity & Respect Standing Committee
• Diversity Partners
• DEI StudentAdvisory Team

5. Pathways to Equity
Plan Structure
• 3 Overarching Goals
• Institutional Equity-in-Action Plan
• Office of the Chancellor
• Office of the Provost
• Division of Diversity & Community Engagement Equity-in-Action Plan
• Academic/Administrative Units Equity-in-Action Plans
• Coordinated by Diversity Liaisons
• Championed by Deans/Vice Chancellors
• Diversity Change T
eams

6. Diversity Liaisons
Academic Units

7. Diversity Liaisons
Administrative Units

8. Guiding Principles
The development of this plan requires us to address both individual, social,
organizational and systemic factors that create and sustain inequities that
prevent all members our community from fully participating and thriving. We
view this central to the mission of the University of Mississippi.As we
embark this journey together, we must commit to the following shared
principles:
Pathways to Equity

9. Guiding Principles
• Equity-mindedness – We embrace the institutional responsibility and agency to actively address the
challenges and disparate outcomes at all levels of our community. This requires us to be data
informed and connect best and promising practices to generate high-impact change for underserved
groups in our community.
• Institutional Accountability – We must ensure efforts outlined throughout Pathways to Equity are
acknowledged in the established systems of recognition, performance, and accountability. It is vital
that we work to account for the advancement of these goals in our ideas of success, merit, and
reward. Further, we must account for, honor, and recognize faculty, staff, administrators, and students
in their commitment to diversity, equity, and inclusion.
• Transparency – In our execution of Pathways to Equity, our success is predicated on a highly
accessible and collaborative process that actively involves university stakeholders to work as virtuous
partners. To that end, we will consistently, publicly, and broadly share our intended actions, goals, and
measurable impacts of this plan.
• Innovation – Actualizing diversity, equity, and inclusion will require us to deeply examine and rethink
our policies, practices, and procedures at the University of Mississippi. Each unit and individual across
campus is invited to offer new thoughts, ideas, and perspectives as we thoughtfully consider ways to
make our institution more equitable and inclusive through an intersectional lens. This disposition will
create a community of learning, growth, and development as we collectively engage in this complex
work.
• Alignment of Critical Resources – During this planning process, we have navigated a global health
pandemic that has shown the vulnerabilities that disparately impact underserved and under-resourced
communities. As we continue to navigate these unprecedented times, we must not falter in our
commitment to creating a more diverse, equitable, and inclusive community. Instead, we must
recognize that our commitment to equity is even more important today than ever.

10. Diversity Statement
Pathways to Equity

11. University of Mississippi Diversity Statement
The University of Mississippi embraces its public flagship mission of inspiring and
educating our diverse and vibrant community where all individuals are able to
intellectually, socially and culturally thrive through transformative experiences on our
campus and beyond. In fulfillment of this mission, we demonstrate the following
commitments to diversity, equity and inclusion:
• Diversity is an affirmation of the intersecting individual, social and organizational
identities that make our community vibrant and transformational. We commit to
openly increasing, embracing and recognizing the full spectrum of diversity at all
levels of our institution.
• Equity is directly addressing the social, institutional, organizational and systemic
barriers that prevent members of marginalized groups from thriving in our community.
We commit to be both proactive and responsive in mitigating barriers so that all
members of our institution are able to reach their full potential.
• Inclusion is actively and intentionally creating a welcoming campus where all
individuals feel they have a supportive and affirming space to learn, grow and
engage. We commit to fostering a campus environment that fully supports, values
and engages the intersectional identities of every member of our community.

12. Key Term
Underrepresented Groups
This refers to groups that have been historically denied access and/or suffered past
institutional discrimination in the United States and, according to the Census and
other federal measuring tools, include African Americans, Asian Americans,
Hispanics or Chicanos/Latinos, Native Americans, adult learners, veterans,
people with disabilities, lesbian, gay, bisexual and transgender individuals,
different religious groups and different economic backgrounds. This is revealed by
an imbalance in the representation of different groups in common pursuits such as
education, jobs, housing, etc., resulting in marginalization for some groups and
individuals and not for others, relative to the number of individuals who are members of
the population involved. These groups have also been referred to as underserved and
minoritized.

13. Overarching Goals
Pathways to Equity
These overarching goals represent interconnected priorities that are
applicable to UM broadly, from our comprehensive divisions down to
individual teams.

14. Overarching Goals
• We aim to have all units see meaningful alignment of these goals with their work. We will
ensure UM embraces the transformative nature of diversity, equity, and inclusion across all
levels of the institution, addressing challenges to DEI at every corner of our institution by
combining contextual understanding with internal and external expertise.
• Advance Institutional Capacity for Equity
Infrastructure, Information Systems, Education, and Processes
• Cultivate a Diverse and Equitable Community
Recruiting, Retaining, Advancing, and Succeeding
• Foster an Inclusive Campus Climate
Support, Value, and Belonging

15. Institutional Actions
Pathways to Equity
The Office of the Chancellor, Office of the Provost, and Division of Diversity
& Community Engagement will provide leadership for the following actions
to advance the overarching goals and aspirations of Pathways to Equity
plan.

16. The Office of the Chancellor and
Office of the Provost
• Recognize and Reconcile UM’s Racial
History
• Enrich the Experience of Underrepresented
Students
• Develop a Chancellor’s Diversity Fund
• Develop a Provost’s Fellows Program
• Expand Institutional Outreach
• Expand Fundraising for Diversity, Equity,
and Inclusion
• Expand Curricular Offerings on Diversity,
Equity, and Inclusion
The Division of Diversity &
Community Engagement
• Expand Cohort and Mentoring-based Student
Retention Initiatives
• Develop an Academic Equity Scorecard
• Expand Diversity Awards and Incentives
• Expand Diversity Education
• Bolster Institutional Infrastructure Toward Equity
• Expand Recruitment Efforts for Faculty and
Staff Diversity
• Expand External Grant Funding for Diversity,
Equity, and Inclusion
• Expand Formal Undergraduate and Graduate
Recruitment Initiatives
• Develop an Inclusive Excellence Scholars
Program
• Address Campus Climate Study Results

17. Equity-in-Action Plans
Pathways to Equity
Academic & Administrative Unit Plans

18. Equity-in-Action Plans
• Eachacademic college/school and administrative division is charged with the development
of equity-in-action plans that outline their strategic and context specific commitment to the
fulfillment of the overarching goals and expected outcomes of Pathways to Equity.
• Outlines3-5 action items
• Includes metrics for ongoing assessment and reporting
• These nuanced plans allow us to address micro- and macro-level challenges while providing
acollective framework and guidance.
• TheDivision of Diversity and Community Engagementwill gather annual updates on the
progress of these plans that will inform our annual institutional progress report.
• Next Steps
• Group consultations with Dr. Gregory Vincent
• Opportunities for students, faculty, and staff to provide input and feedback
• Peer review processcompleted by March 1, 2021
• Equity-in-Action Plans completed byApril 1, 2021
• All Plans available online in early May 2021

19. Aspirations
Pathways to Equity
The University of Mississippi aspires to achieve the following by the
conclusion of this plan.

20. Aspirations
At the conclusion of this plan:
• The University of Mississippi consistently and comprehensively articulates diversity, equity, and inclusion as
essential in fulfilling the mission, vision, and values of the institution.
• The University of Mississippi is organizationally and culturally equipped with the knowledge, skills, and
awareness to continue advancing diversity, equity, and inclusion.
• A campus climate is fostered that ensures all individuals are valued, supported, and feel a sense of belonging
at the University of Mississippi.
• The University of Mississippi has decreases in disparities across underrepresented groups in the enrollment,
retention, and graduation rate at undergraduate and graduate levels.
• The number of underrepresented groups employed at the University of Mississippi is increased to reflect a
talented and diverse workforce at all organizational levels especially tenure-track faculty, managerial positions,
and executive leadership positions.

21. Questions/Feedback
Shawnboda Mead, Ed.D.
Interim Vice Chancellor
Division of Diversity & Community Engagement
sdmead@olemiss.edu
https://chancellor.olemiss.edu/pathways-to-equity/
diversity@olemiss.edu
(662) 915-2933