Defining Values, Improving Culture

As we continue to work toward improving our campus climate, we are raising awareness about how experiences, values and perspectives are influenced by identity and how we can work together to acquire the tools and confidence to build more inclusive and diverse communities.

University Action Items

The campus climate University action items are designed to support and strengthen the development of programs, policies and activities that encourage a culture of belonging in which every member of our community can grow and thrive.

Featured Campus Climate Action Items

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Campuswide Climate Survey

In keeping with our commitment to collect data at the start and finish of the five-year strategic planning process, we are collecting campuswide climate data in the current (2021–22) academic year.
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Diversity, Equity and Inclusion Education and Training Resources

In Year Five, Organizational Learning (OL) responded to current events related to racial and social injustice that impacted the sense of psychological and physical safety for faculty and staff.
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Trotter Multicultural Center

Through intensive efforts, Trotter was able to function as a welcoming community space during the entire 2020–21 academic year, while preserving the health and safety of all visitors.
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Campus Spotlights

Our campus spotlights share stories of progress in campus climate efforts from among the 50 unit DEI Strategic Plans.

Featured Campus Climate Spotlights

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A group of people gathered outdoors with a NAACP Juneteenth sign

Rackham Graduate School

Creation of the Juneteenth Symposium

After hosting a successful Juneteenth event last year as part of the Rackham Staff Forum, Rackham’s Strategic Action Lead Team (SALT) began planning a 2021 celebration of Juneteenth. This effort quickly grew to include partners across campus, including the Department of Afroamerican and African Studies (DAAS), the Association of Black Social Work Students (ABSWS) and the Center for Social Solutions, in consultation with the Office of Diversity, Equity and Inclusion (ODEI) and the Center for the Education of Women’s (CEW+) Women of Color Task Force (WCTF). The event became a community-university partnership as well when the National Association for the Advancement of Colored People (NAACP) Ann Arbor Branch joined the effort. During a week-long series of events, the inaugural Juneteenth Symposium offered both online and in-person activities. To date, online content has been viewed by over 2,000 individuals; racial justice-themed workshops were attended by more than 80 participants; and the NAACP-sponsored march to Ann Arbor’s Wheeler Park drew over 250 participants.

A diverse group of people standing together and smiling at an event

Office of Enrollment Management

Campus Connections

Thanks to the support of our campus community and using remote delivery options, the Office of Enrollment Management (OEM) made great strides in implementing innovative DEI programming for all OEM staff this past year. Leveraging the talents of existing campus partners and resources, the OEM DEI Committee offered expanded DEI programming options, including 15 virtual programming opportunities in which OEM team members could participate. These included events covering social identity and ethnicity, a virtual discussion group focused on the “Nice White Parents” podcast from the New York Times and a fireside chat with Dr. Anthony Abraham Jack discussing efforts to recruit and enroll low-income students within the state of Michigan. One highlight that illuminated OEM’s campus partnerships was the virtual Vets Week programs such as the Michigan Medicine Veteran Panel, which was hosted with our partners in Michigan Medicine and explored careers in health care for veterans.  Resources including videos, guided readings and events from campus were shared to supplement OEM programming.

A bunch of post-it notes over a piece of paper with the words "What does inclusion mean to you?"

Duderstadt Center, U-M Museum of Art, Life Sciences Institute, Michigan Medicine, Ross School of Business

Anti-Racism Initiatives: Educational Programming

Spurred by national events and activism on campus, many schools, colleges and units across campus began investing in anti-racism work, in particular through educational activities. Among many examples, all programming at the Duderstadt Center had an anti-racism theme, and DEI learning opportunities were offered in both Fall and Winter semesters. The most popular program was a weekly Podcast Club featuring discussions around the Scene On Radio Series, “Seeing White” (Fall) and “Men” (Winter). At the University of Michigan Museum of Art, more than 70 members of the Docent Volunteer Corps completed a yearlong “Anti-Racism Teaching in the Museum” course, mandatory for those who will guide tours when the museum reopens. Docents gained a broad understanding of how to present anti-racist educational programs and how to work through biases during visitor interactions. Members of the Life Sciences Institute community gathered twice a month on Zoom for the Learning Spaces for Diversity, Equity and Inclusion program. Conversations centered around books, podcasts, documentaries and articles that address the roots of racism, anti-racist actions and the impact of systemic racism. Michigan Medicine introduced Getting Uncomfortable, a set of tools and educational experiences that address racist behavior within the health care work environment. Resources include a Toolkit for Leaders, community spaces acknowledging issues affecting the AAPI community and a core course for MM faculty and staff on anti-racism. Also noteworthy, the Stephen M. Ross School of Business dedicated its entire 2020–21 Business and Society Speaker Series to issues regarding race and business. Topics included DEI Through C-Suite Activism; Toward a Racially Just Workplace; and Overcoming Systemic Barriers to Entrepreneurship.