Theme 5: Climate and Intergroup Relations

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Diversity, Equity, Inclusion and Belonging Strategic Plan
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Climate and Intergroup Relations

Theme 5: Climate and Intergroup Relations

Create and sustain a university climate that embraces diversity, inclusion, equity and belonging, acknowledges individual perceptions and experiences within the environment, and fosters quality interactions withing and across diverse groups to achieve inclusive excellence.

Awareness

K-State has undergone several initiatives that uphold a university climate characterized by civility, dignity and respect for all. Since the establishment of the 11-Step Action Plan in 2020, the university created a Student Ombudsperson Office (Action Plan Step 1), constructed an intake process for discrimination complaints that keeps a record of incidents concerning bias, harassment and bullying (Action Plan Step 6), and developed a social media policy that balances the institutional and student value of free speech (Action Plan Step 7). K-State has advanced efforts to include and affirm sexual and gender orientation through the Chosen Name Policy and the use of gender pronouns on CANVAS. The Morris Family Multicultural Student Center was built to support the holistic development of all students and acknowledge the legitimate contributions and celebration of cultural identities on campus (K-State 2025 Visionary Plan: Theme 6).

A University Climate Survey was deployed to all K-State students, faculty, staff and administrators in spring 2020. Analysis of the survey revealed the following topic areas to be addressed:

Access to and availability of university services.
Title IX reporting.
Compensation equity.
Discrimination, retaliation and lack of empathy.
Microaggressions and off-handed comments made by faculty and other student peers.
Greater concern for LGBTQ+ issues (i.e., accessible bathrooms for transgender and gender-nonconforming students, faculty, staff and administration; dead naming).
Equal representation of students, faculty and staff across campus.
Adequate support and accommodation by faculty and staff.
Sufficient training for faculty, staff and administrators.
Proactive administration in addressing climate concerns.

In addition to the survey analysis, focus groups were conducted to explore the experiences of students, faculty, staff and administration. From the sessions came the need to address the following concerns:

Transparency in decision-making.
Communication and consistency of policies and practices regarding climate issues across units.
Inconsistencies in staff performance and teaching evaluations.
Hostile, discriminatory and exclusive experiences of historically underrepresented and international employees.
Career advancement of women/women of color.

Alignment

To have an environment where open engagement and superior quality of life are attainable, the university is committed to a climate where all community members feel a sense of safety, belonging and mutual respect. Through the K-State's Principles of Community, we affirm the value of human diversity and inclusion for the entire community. Aligning with K-State's Strategic Action Plans, the university is responsively committed to the changing demographics of our students and employees. Doing so considers the need to create a path underlining multicultural and global competencies in an engaged culture of learning where all voices of students, faculty and staff are heard and validated in the process of improving retention, persistence and student success, particularly individuals from historically underrepresented and underserved populations.

Aim 5A

Establish and improve support mechanisms and resources that enhance the community, climate and centrality of diversity, equity, inclusion and belonging.

Action Items

5a.1 Ensure procedures for appeal, grievances and dispute resolution are known to all faculty, staff and students (Action Plan Step 6: For a More Inclusive K-State).
5a.2 Assess and evaluate equitable salaries and pay compensation that considers cultural identities of populations that have been historically underrepresented and underserved (i.e., gender, race, ethnicity).
5a.3 Change all single-stall restrooms on campus to gender-neutral/family restrooms.
5a.4 Include a diversity and inclusion evaluation and assessment component in all offices' annual reports.
5a.5 Establish measures that keep administrators and supervisors accountable to act swiftly, definitively and appropriately in addressing problems, offensive interpersonal behavior and critical incidents that occur within the climate.
5a.6 Compile and analyze exit interview data to understand why employees depart.
5a.7 Develop centralized opportunities for Diversity Point People, diversity committees and other multicultural organizations to interact and support the common mission through cultural competency.
5a.8 Continue to analyze and make recommendations on university policies and the Student Code of Conduct. (Action Plan Step 2: For a More Inclusive K-State).

Accountability

Assessment

5a.1 Enhanced sense of belonging as evidenced in survey tools utilized by the university.
5a.2 Enhanced perceptions of fairness, accountability and transparency in university processes.
5a.3 Enhanced diversification of committees, councils and task forces designed to advance university work.
5a.4 Improved understanding and utilization of data on why students, faculty and staff leave the university.
5a.5 Established inventory and review for gaps in mechanisms and resources for climate.

Aim 5B

Educate all university constituents to enhance the community, climate and centrality of diversity, equity, inclusion and belonging.

Action Items

5b.1 Engage in a concentrated, purposeful effort to build a less-siloed university community at all levels to encourage diverse student success, faculty mentorship, cross-campus and interdisciplinary collaboration, and social interaction (K-State 2025 Visionary Plan: Theme 2, Theme 3).
5b.2 Establish cultural competency workshops for faculty and staff to engage with diverse groups on campus (Action Plan Step 11: For a More Inclusive K-State).
5b.3 Utilize results from University Climate Survey to develop processes for both promoting strategies that are effective in cultivating a sense of belonging and removing practices and policies that negatively impact students’ sense of belonging.
5b.4 Require diversity and inclusion training for administrators, supervisors and student leadership groups (e.g., resident assistants, ambassadors, Greek letter organizations, tour guides and orientation leaders) and incoming employees.

Accountability

Assessment

5b.1 Enhanced shared understanding, perceptions and experiences on expected/acceptable behaviors in both the classroom and work environments.
5b.2 Improved experiences of members of historically underrepresented and underserved populations (e.g., women, minorities, individuals with disabilities, LGBTQ+ and veterans).
5b.3 Enhanced collaborative teamwork across all levels within the university.
5b.4 Increased ability to leverage leadership competencies and skills in diversity and inclusion to accomplish university aims.

View a glossary of terms to ensure common understanding of the plan's details