Citlally Lopez in a lab

Social Justice, Equity, and Inclusion

UNLV促进和支持社会正义的文化, equity, and inclusion for faculty, staff, and students.

以便对这一核心领域有更深入的了解, 理解关键术语及其含义是很重要的, which are provided below.

  • Social justice 这种观点是否认为每个人都应该享有平等的经济、政治和社会权利和机会. There are four interrelated principles of social justice; equity, access, participation, and rights.
  • Inclusion means active and intentional engagement, 肯定和重视/尊重不同背景的个人和群体, 并为整个系统中的所有个人和团体创造一个归属感的地方.
  • Diversity 包括基于种族的个人或群体之间的差异, ethnicity, color, national origin, gender (including pregnancy-related conditions), sexual orientation, gender identity or expression, genetic information, physical ability or disability, military status or military obligation, culture, age/generation, education, income/socioeconomic status, religion, expression, linguistics, and intellect.
  • Equity means fair and just treatment, access, opportunity, and advancement for all individuals and groups, 没有阻碍包容和成就的障碍,这些障碍与基于多样性的社会优势或劣势有系统的联系.
  • Access 意味着所有人都有公平的机会充分参与并为项目做出贡献, services, activities, environments, and decision/policy making. 无障碍包括为所有个人和群体创造空间的方式,无论其能力和经验如何,例如考虑空间的设计和使用(物理和虚拟)。, language, culture, information, and relationships.

Strategic Objectives, Tasks, and Metrics

营造一个包容、欢迎和支持所有人的环境.

  • 促进对多样性、公平和包容的共同定义.
  • 评估、发展和维护文化改进所需的条件.
  • 不断评估十大菠菜担保网,以加深对十大菠菜担保网的理解, and improvement of the campus climate, at the college, school and unit levels.
  • 要求并评估领导层对多样性的责任, equity, and inclusion within their respective areas of responsibility; and foster multi-disciplinary cross-campus engagements.
  • Provide the appropriate leadership, infrastructure and resources to advance the diversity, equity, and inclusions objectives.
  • 在全校范围内培养对隐性偏见的理解,以及它如何影响我们的决策.
  • 通过人力资源部门为全校提供发展培训机会.
  • Create, maintain; and administer faculty and staff mentoring programs to promote and facilitate success.
  • 为选定的教职员工提供IDI(跨文化发展清单)培训,使他们能够在整个校园内管理IDI.

Metrics: institutional emphasis on diversity; environment supportive of different backgrounds; institution is welcoming; environment for diversity; institution celebrates diversity; commitment to non-traditional students

Increase the opportunities for faculty, staff, 让学生们表达自己的声音,让他们感到自己被肯定和重视.

  • 恢复监察办公室,制定明确的路线图,以解决不同性质的关切和问题.
  • 与教师开展一系列持续的合作会议和对话, student and staff councils, organizations, and affinity groups.
  • 处理和促进种族、民族和性别认同的指定.g., recognition of pronouns.
  • Become a leader in advancing diversity, equity and inclusion in teaching, research and community engagement.

Metrics: professional development opportunities; sense of belonging; diverse contacts; student coursework and exposure to differences; meeting student needs (students of color, sexual orientation, and gender identity)

提高学生、教职员工的相对种族/民族和性别代表性.

  • 改变所有级别的全职教师人数(包括系主任), program directors, 和院长)更紧密地与我们学生群体的种族/民族和性别代表保持一致.
  • 制定流程以增加候选人的多样性, ensure equitable practices and treatment of all parties participating in the search process; and, 保证遵守大学招聘政策和程序.
  • 在聘用和保留教职员工方面采用纳什的公平做法.

Metrics: number of faculty and staff relative to the demographics of the student population; progression of tenure, promotion, 在代表性不足的人口和学科领域保留教师

Ensure that diversity, equity, 整个校园的包容性倡议都是一致的,并得到了一致的实施, effectively, and efficiently.

  • Ensure that major campus units (colleges, schools, 司)有常设的多样性结构,以更好地协调和促进单位具体的DEI活动.
  • Develop structured, 大学日历,为所有校园选区宣传和突出与多样性相关的项目和大学赞助的活动.
  • Conduct the EAB Student Equity Audit.
  • 为工作人员提供培训和发展,以包括UNLV的多样化学生群体和对多样性的承诺, creating inclusive environments, bias training for search committees, expanding the search advocate program, and ongoing professional development.
  • 进行学术审查,建立包容性教学标准.
  • 开发和实施学生跨种族参与和多样性的课程模式, equity, and inclusion training.
  • 审计公共空间,确保具有包容性的图像和信息,并探索扩大安全空间的选择.
  • 为黑人、美洲原住民和中东学生规划资源并扩大资源.
  • 为种族主义和仇恨犯罪事件制定危机应对计划.

Metrics: outputs and initiatives of the DED Council, comprehensive inventory of campus-wide DEI programs and initiatives; polices, practices, and fair treatment; discrimination procedures; meeting the needs of multicultural student organizations