Ashley Macrander, associate dean and director of graduate programs student affairs. DEI strategic plan champions Student initiatives I take this process seriously, and I am determined to see it through toward a clear, tangible and actionable plan for improvement. I am also deeply grateful for the work of each member of the task force. 
I appreciate the feedback our students, staff, faculty and alumni have shared with me. Thank you for your attention to this process. When I have more details, I will be certain to pass them along.
We want to allow time to get feedback on our plans and distill that feedback.įinally, I also want you to know that the search process for a new associate dean for diversity, equity and inclusion is underway. However, I want to be clear that we are prioritizing the need for sustainable change. We intend to develop action plans by the end of the first quarter. I will continue to lead this process directly, and the work of our team begins immediately. The plan champions are listed at the bottom of this note. I have appointed champions in each goal area to develop action plans (with specific initiatives and tactics) that will move us toward fulfilling the priorities outlined by the task force. The plan also includes several long-term initiatives and goals, which will be addressed with urgency.
Formalize annual DEI planning cycle, implementation and progress tracking. Develop a consistent and transparent communication plan. Conduct ongoing DEI training and development (i.e., in diversity and inclusion, cultural competency, racial sensitivity, bias, etc.). Conduct semi-annual climate survey of students/faculty/staff to assess impact and gather stakeholder input for annual planning. Form the governance structure (responsibilities, funding/budget, etc.) to ensure accountability for this DEI strategic plan. Open Small Business Initiative to graduate-level students. Open CEL to small businesses owned by entrepreneurs of color. Develop ongoing communication (i.e., the why, the value of DEI, etc.) to our alumni. Develop a database (or filter) of diverse alumni. Get alumni DEI input (e.g., establish an advisory council). In relation to alumni and the business community Create a lifecycle for DEI (from hire to exit). Develop incentives, consequences and mechanisms to foster accountability among staff. Set clear expectations and develop DEI standards, policies and practices specific to staff. Review and enhance hiring processes to recruit Black, Latinx and other underrepresented staff of color. Develop incentives, consequences, and mechanisms to foster accountability. Set clear expectations and develop DEI standards, policies and practices specific to faculty. Review and enhance hiring processes to recruit Black, Latinx and other underrepresented faculty of color. Establish affinity groups at the undergraduate level (similar to our graduate level offerings). Build greater access into the school by evaluating and revising our financial/scholarship criteria enhancing the pipeline through expanded outreach attracting more local/domestic students providing more support for first-generation undergraduates and graduates. Engage students to provide more input on DEI and create more feedback loops to gauge/track impact from their perspective. 
Infuse our commitment to diversity in what we teach, why we develop tomorrow’s business leaders, and how we facilitate the classroom experience (i.e., putting into practice Olin’s commitment to diversity as a core value by making it tangible). These include: In relation to the student population In the process, the task force identified a variety of short-term goals among these high-level initiatives-goals that the task force expects to be tackled in the first year. The task force focused on developing Olin’s strategic plan for diversity, equity and inclusion and the relevant audiences, high-level strategies, and measurement requirements. The task force, comprised of staff, students and faculty within the business school as well as subject matter experts from other parts of the university, concluded its work recently. Appointed 2021 task planner update#
As we begin the semester, I want to update you on the work of the Diversity, Equity and Inclusion Task Force, appointed in the summer of 2020 and charged with guiding us toward a DEI strategic plan for WashU Olin.
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