1. INCREASING INCLUSIVITY AT CWU CREATING AN INCLUSIVE SPACE FOR ACADEMIC EXCELLENCE

2. DIVERSITY BINGO What have you taken away from this exercise?

3. Diversity is the extent to which an organization has people from diverse backgrounds students, staff, administrators and faculty. Inclusive institutions not only engage diverse groups but are learning centered, value different perspectives, incorporate the views and needs of diverse communities into the way they do business, and are diverse at all levels. DIVERSITY AND INCLUSION

4. WHAT IS YOUR DEPARTMENT’S DIVERSITY AND INCLUSION STORY? Create a department story that describes your current state of diversity and inclusion.

5. RE-CRAFTING THE STORY ComponentsComponents of your diversity story Set the StageInsightful description of the current situation, economics, success and forces that drive change EnablersHow will your departments succeed— what is the pathway to building an inclusive culture Measuring academic excellence Metrics

6. DISCUSSION What influence does diversity have on your environment? What diverse perspectives are within CWU that we can tap into and gain a broad and realistic picture of the environment? Reflecting on the CWU strategic plan and your department plan who is missing from the table?

7. Shared assumptions and beliefs and values that distinguish a group and shapes patterns of behavior.  Develops over time  Passed down through generations of leaders Culture is sensed as soon as you walk in the door.  “how things are around here”  Prevailing ideology Culture is important  Enables engagement  Enables commitment  Provides direction for values, purpose and goals  Defines and bolsters an identity  Creates a sense of community CREATING AN INCLUSIVE CULTURE

8. LEVELS OF ORGANIZATION CULTURE Artifacts  Visible representation of culture through ritual, stories, dress, structure and behavior Espoused Values  Strategies, goals, and operating principles that represent what the organization stands for, and what it wants to accomplish Basic Underlying Assumptions  Unconscious, taken for granted beliefs, perceptions of feelings that guide values and actions

9. What are the key attributes of your department culture that promote diversity and inclusion? How are the attributes a barrier to diversity and inclusion? REFLECTING ON THE CULTURE

10. CULTIVATING CAPABILITY As soon as Lisa began speaking to the student’s parent in Spanish, he became calm. Higher education is like a foreign country for some and add to that the inability to speak the language can be scary. If Lisa had not been able to speak in his native language could we have served his daughter, yes we could of but he may not have been as comfortable. It is important to try to represent the community we serve and we serve a diverse student body with diverse families.

11. STRATEGY Case statement for diversity and inclusion Specific systems and processes in your department that you would like to link to diversity and inclusion practices Example: CWU Theme 2 illustrates diversity ideology---values that support that ideology—practices that support academic excellence, retention and graduation---- how are they supported.

12. CULTIVATING CAPABILITY Academic excellence, increased retention, increased graduation Organization effectiveness Implement a strategy Integrate institutional capability with human capital and management practices Investment in diversity and inclusion

13. ASSESSING Diversity Scorecard  System for measuring the impact of your initiatives in terms of how they contribute to the strategic plan of the university  Captures the appropriate indicators of your diversity performance and displays the results in a comprehensive way

14. Strategic Goals Improve a work environment that rewards and recognizes excellence, attracts people from underrepresented groups Improve support to an alliances with others whose missions call for inclusion Increase partnerships with communities of color Faculty, staff and students Faculty, staff and administrators Works with other departments in a meaningful way Work with communities in your regional area—build relationships DIVERSITY SCORECARD

15. WHAT DO WE MEASURE? Leadership commitment Workplace culture/climate Classroom culture/climate Co-curricular and curricular culture/climate Policies and procedures

16. TELL YOUR STORY Think strategically and link to student success Provide an engaging narrative Use data Make comparisons Highlight patterns Tell your story over and over and make your diversity story known to the campus community.