Division of Diversity, Inclusion, and Community Engagement

Shaping a Diversity Strategic Plan in New Brunswick

Last summer many members of the campus community responded to our survey invitation to reflect on the ideas generated by the Taskforce on Inclusion and Community Values and offered new suggestions for how we can move forward. That feedback informed the creation of five priorities that will enable units to do an equity assessment and develop a vision to support institutional change.

To support the implementation of the universitywide diversity strategic planning process at Rutgers–New Brunswick, a steering committee has been formed with co-chairs tied to each priority who will support the creation of campus goals in the coming months.

Priority 1: Recruit, Retain, and Develop a Diverse Community

Priority 2: Promote Inclusive Scholarship and Teaching

Priority 3: Define Sustainable and Substantive Community Engagement

  • Jason Geary, Dean of Mason Gross School of the Arts
  • Felicia McGinty, Executive Vice Chancellor for Administration and Planning
  • Amy Michael, Associate Director of the Collaborative Center for Community-Based Research and Service
  • Melissa Wooten, Associate Vice President for Educational Equity

Priority 4: Build the Capacity of Leaders to Create Inclusive Climates

Priority 5: Develop an Institutional Infrastructure to Drive Change

  • Adrienne Eaton, Dean of the School of Management and Labor Relations
  • Joan Collier, Director of Institutional Equity and Strategic Initiatives

We need to hear from you!

Thank you for sharing your perspectives using the Diversity Strategic Planning Assessment Survey. Use the Diversity Strategic Planning Toolkit (PDF) to guide your steps and track institutional progress. Don't sit on the sidelines.

Equity Building Blocks

Read our tips on how to make sure the diversity committee in your organization (department, school, and/or administrative unit) gets off to a good start.

Incorporate self-learning into your organizational routine. Every department can benefit from purposeful skill building to support the creation of an inclusive community. Administrative units and academic departments that utilize and complete the Diversity, Inclusion, and Belonging for All Learning Path will be better situated to begin strategic planning to meet long term equity goals.

Learn More: Taskforce on Inclusion and Community Values

Written in 2017, the report of the Taskforce on Inclusion and Community Values offered a set of recommendations around six thematic areas: 1) Defining Core Values; 2) Data Collection and Assessment; 3) Faculty and Curricular Initiatives; 4) Recruitment and Retention; 5) Programmatic Initiatives; and 6) Training, Cultural Sensitivity, and Infrastructure. Now is the opportune time to revisit these recommendations, revise as needed, and recommit to fostering a climate of inclusion at Rutgers–New Brunswick.