DEI Strategic Plan - Goal 3

Goal 3: Create processes and policies to ensure increased diversity in faculty and staff

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

 

Progress Overview: Goal 3 (3.1-3.4)
Initiative Status
3.1.1 Unassigned / Not Started
3.2.1 Unassigned / Not Started
3.2.2 Unassigned / Not Started
3.3.1 Unassigned / Not Started
3.4.1 Unassigned / Not Started
3.4.2 Unassigned / Not Started

 

 

 

Progress Overview: Goal 3 (3.5-3.6)
Initiative Status
3.5.1 Unassigned / Not Started
3.6.1 Unassigned / Not Started
3.6.2 On track
3.6.3 Unassigned / Not Started
3.6.4 Unassigned / Not Started
3.6.5 Unassigned / Not Started

 

3.1. Conduct a self-study to establish the current status of diversity in the demographics of MSU Texas’ workforce and students

3.1.1. Gather and distribute available demographic data of students, faculty, and staff and create reports with aggregate information, as well as disaggregated by individual divisions and units
Time to completion: Fall 2022
Additional information needed: No initial financial or material resources anticipated
Responsible for completion: Institutional Research in coordination with Human Resources
Measure of success: All individual division and academic units will receive updated demographic information each year.

3.2. Implement mandatory and optional resources for DEI training for all employees

3.2.1. Require chairs and members of hiring committees to complete the Intercultural Development Inventory (IDI) individual assessment and feedback process
Time to completion: Spring 2023
Additional resources needed: Budget for administration of IDI
Responsible for completion: MOSAIC, Human Resources in coordination with VPs
Measure of success: In year 1 all chairs of search committees will have completed IDI, by year 2, 50 % of committee members will be serving having completed IDI.
*Action Update : Two Intercultural Development Circles are currently participating in the IDI, to be followed by a year of work on their Intercultural Development Plans; 15 faculty/staff are participating. A second round of Circles will be launched in spring 2022.
3.2.2. Require supervisors of benefit eligible employees to complete intercultural training through the University - or comparable training - individual assessment and feedback process.
Time to completion: Spring 2025
Additional resources needed: Budget for administration of training
Responsible for completion: MOSAIC and Human Resources
Measure of success: By spring 2025, all supervisors of professional staff will have completed the IDI individual assessment and feedback process. 
*Action Update : See update under 3.6.1

3.3. Establish DEI hiring success markers and distribute to hiring units

3.3.1. Provide units with tools to build an aspirational diverse hiring plan
Time to completion: Fall 2023
Additional resources: Campus inclusion planning specialist position
Responsible for completion: Human Resources and each divisional VP
Measure of success: Each unit will have an aspirational diverse hiring plan with specific metrics and possible completion times.

3.4. Systematize data collection for DEI experiences with faculty and staff

3.4.1. Systematize and analyze applicant demographic data though HR
Time to completion: Spring 2023
Additional resources needed: No initial financial or material resources anticipated
Responsible for completion: Human Resources
Measure of success: Human Resources will analyze in real time and provide demographic information analysis to hiring committees during searches

3.4.2. Audit matrices on faculty and staff searches
Time to completion: Spring 2022
Additional resources needed: No initial financial or material resources anticipated
Responsible for completion: HR in coordination with hiring units
Measure of success: All searches will review matrices with HR and hiring supervisor before finalists are approved for on-campus interviews.

3.5. Creation of a mandatory implicit bias, DEI, and IDI training for employees serving on hiring committees or with hiring authority

3.5.1. Implementation of a mandatory training for all hiring supervisors, chairs and members of search committees on implicit bias; and strengthening of a system for hiring focused on both skills and credentials
Time to completion: Fall 2022
Additional resources needed: Budget for the formulation of the training
Responsible for completion: Human Resources
Measure of success: In the first phase, all chairs of hiring committees and hiring supervisors undergo the training, in the second phase all committee members.

3.6. Permanently modify faculty and staff recruiting processes to align with hiring practices and policies that facilitate diversity of demographics among MSU Texas employees

3.6.1. Modify recruitment process flow by implementing additions proposed by the Human Resources Subcommittee charts 
Time to completion: Spring 2022
Additional resources needed: Addition of diverse planning specialist
Responsible for completion: Human Resources and each divisional VP
Measure of success: All searches will follow the recommended new chart flow.

3.6.2. Increase posting of job opportunities in systems targeting underrepresented populations. Create ads promoting and clearly stating values for institutional DEI
Time to completion: Spring 2021
Additional resources needed: Up to $10K annually for advertising
Responsible for completion: Human Resources in coordination with each hiring unit
Measure of success: All ads will include reference and need for applicants to demonstrate alignment to DEI institutional values, and all ads will be posted in at least two diverse systems.
*Action Update : In addition to standard HR advertising in MSU Website and advertising done by the department/colleges (e.g. The Chronicle, HigherEdJobs.com, etc.), additional advertisements will be placed by Human Resources in the following diverse locations at no cost to the departments:  DiversityinEducation.com; OutandEqual.com; LGBTConnect.com; DiversityinHigherEducation.com; VeteransConnect.com; DisabilityConnect.com; DiversityConnect.com; HispanicDiversity.com; DiversityMBA.com. Academic departments have also received strong guidance regarding job posting/ad content statements regarding the MSU Texas commitment to DEI. A guide to advertising positions with DEI in mind is provided on the HR webpage.

3.6.3. Increase the pool for faculty finalists by providing budget options for including a third candidate representing underrepresented populations
Time to completion: Spring 2024
Additional resources needed: $2K for travel per additional applicant
Responsible for completion: Provost and academic deans
Measure of success: 70% of all searches will include a finalist of a diverse or minority group.
*Action Update : Human Resources and the office of the Provost have coordinated efforts to support departments as they begin to address the call to increase diversity amongst the faculty and staff. A set of supporting documents and guidelines are under review by the administration, then will be made available to each hiring department as standard procedure. 

3.6.4. Include at least one search committee member outside of relevant department
Time to completion: Fall 2022
Additional resources needed: No initial financial or material resources anticipated
Responsible for completion: Human Resources, Provost and divisional VPs
Measure of success: At least 80% of all faculty searches and 70% of staff searches will have a committee member outside of the relevant unit.

3.6.5. Creation and distribution of an inclusive diversity practices manual for hiring committees
Time for completion: Fall 2023
Additional resources needed: No initial financial or material resources anticipated
Responsible for completion: Human Resources and MOSAIC
Measure of success: All searches will be conducted in accordance with the diversity manual.