DEI Strategic Plan - Goal 2

Goal 2: Establish mechanisms and programs to increase accountability for DEI programs

Progress Key:  On track /   Delayed or postponed /  Past due or incomplete /  Unassigned or not started

Progress Overview: Goal 2
Initiative Status
2.1.1 On track
2.2.1 Unassigned / Not Started
2.3.1 Unassigned / Not Started
2.3.2 Unassigned / Not Started

2.1. Include a DEI impact statement as a regular process for all MSU Texas proposals policies, and decisions 

2.1.1. Develop a mandatory  DEI impact statement,  on all new proposals, existing policies, budget proposals, new or modified initiatives, incorporating the question of how the new or revised policy or proposal supports equity, diversity, and inclusion 
Time to completion: Spring 2024, then continued permanently 
Additional resources needed: No initial financial or material resources anticipated 
Responsible unit for completion: MOSAIC, Office of General Counsel for institutional policies, for all others each individual unit, university committees, and departmental units must incorporate a DEI audit for all university presented proposals 
Measure of success: All proposals and approved new policies (and those under review) will include a DEI impact statement or DEI impact plan. 
*Action Update: MOSAIC staff have developed an equity audit guide for administration and policy owners to use in the course of drafting or updating departmental and/or university policies. The guide is available to all employees via One Drive. 

2.2. Establish and track DEI performance expectations for each unit 

2.2.1. Distribute unit-level employee and program diversity data and trends and outcomes disparities (e.g., retention and success rates) to campus units and engage units, coupled with resources and support, to utilize this information into their unit planning 
Time to completion: Fall 2023 for phase one, then continuous 
Additional resources needed: No initial financial or material resources anticipated 
Responsible unit for completion: MOSAIC, Institutional Effectiveness for compilation and distribution of information, individual units for use of the data 
Measure of success: MOSAIC will report 80% of all units regularly receive and report data and use of information in their decisions. 

2.3. Create response mechanisms for climate concerns and challenges 

2.3.1. Develop an incident manual for faculty and staff, and incorporate education of the response process into training of all campus constituents, to include “safe zones,” “inclusiohavens,” or “certified safe space areas.” 
Time to completion: Spring 2023 and then continuous 
Additional resources needed: No initial financial or material resources anticipated 
Responsible unit for completion: MOSAIC, Student Rights and Responsibilities, Human Resources 
Measure of success: Through campus climate surveys, 50% of students, faculty and staff will report a good to excellent response of their concerns related to DEI challenges.  
*Action Update : A new online Bias Incident Reporting form is currently under review in a collaborative effort between MOSAIC and the Dean of Students office; launch is anticipated for February 2022.
2.3.2. Specifically include funding in budget for annual diversity programs, such as the Black Leadership Summit, Caribfest, Voices of Change, Inclusion Now! Festival, Hispanic Heritage Month, Black History Month Activities, International Education Week, Human Rights Week, Earth Day, Cultural Graduation Celebrations, etc. 
Time to completion: Spring 2023 
Additional resources needed: No initial financial or material resources anticipated 
Responsible for completion: Budget Oversight Committee, Student Allocations Committee , MOSAIC as administrator 
Measure of success: Upon funding, the Black Leadership Summit, Black History Month activities, Hispanic Heritage Month activities, and other co-curricular programs will increase their participation by 20% by year two. 
*Action Update:  A lively and well-attended Hispanic Heritage Month was implemented, among the 2021-22 programs/events. For the first time, a full slate of events was coordinated for LGBT+ History Month. Additionally, cultural graduation celebration committees planned and implemented December commencement for more than 35 honorees.