Initiatives and Projects

This section contains a number of initiative and projects that are currently under way to advance campus climate on the Twin Cities campus. The list is not comprehensive and will be continuously updated. If you have an initiative or project you would like to add to this page, email

Faculty and/or Staff Focus

Improve Retention of Underrepresented Faculty

Improving retention of underrepresented faculty is a priority of the Office of the Senior Vice President for Academic Affairs and Provost, the Twin Cities Deans, and the Office of the Vice Provost for Faculty and Academic Affairs (VPFAA). In 2015, VPFAA began conducting exit interviews with all departing University of Minnesota-Twin Cities faculty. This information will inform efforts to address retention and climate issues.

More information: Ole Gram,

Enhance Department Head and Chair Training

The Office of the Executive Vice President and Provost has the longstanding practice of offering department head and chair training. In partnership with the Office of Equity and Diversity, the vice provost for faculty and academic affairs  has worked on enhancing department executive officer leadership training  to incorporate best practices for  recruiting, retaining, rewarding, and ensuring a welcoming climate for all faculty. This office incorporates information about available resources related to campus climate and highlights family friendly benefits at UMN.

More information: Ole Gram,

National Center for Faculty Development & Diversity

The University of Minnesota Twin Cities is an institutional member of the National Center for Faculty Development & Diversity (NCFDD). Our membership is part of our ongoing commitment to recruit and support field shaping faculty and graduate students who advance academic excellence, facilitate reciprocal engagement, and develop scholarship that meets the grand challenges of our world. NCFDD is a nationally recognized center dedicated to helping faculty, post-docs, and graduate students make successful transitions throughout their academic careers by providing professional development, training, and mentoring. NCFDD resources are applicable across fields of inquiry and focus on a range of topics that include strategies for increasing productivity, writing grants, overcoming academic perfectionism, developing a daily writing plan, managing time more effectively, maintaining work-life balance, and resolving conflicts, among others. The benefits of NCFDD membership include greater success with publications and securing external funding for research, increased confidence as an independent scholar, healthier relationships with departmental colleagues, and more.

As an institutional member of the NCFDD, UMNTC's graduate students, post-docs, and faculty can sign up to receive institutional resources at no cost.

More information: Rebecca Ropers-Huilman, or

Advancing Diversity in Recruiting and Hiring

Having a diverse workforce has always been a top University priority as a way to promote excellence, broaden perspectives, create a more inclusive campus, and increase student and employee retention. Recently, the Office of Human Resources (OHR), in partnership with the Office for Equity and Diversity, has expanded its efforts to attract diverse candidates for employment at the University. The University has a wide array of positions that require diverse skill sets and perspectives. To focus on bringing talented and diverse applicants to these positions, OHR has hired several diversity recruiters to strengthen the University’s relationships with diverse communities, organizations, and campus groups, as a way to build pipelines of talent. Under the theme “Together, We'll Change the World,” OHR participates in diversity and veteran career fairs, has held its own virtual career fair, supports applicants in their job search, and consults with departments across the institution to promote best practices in hiring, including key student-facing positions. The University is also conducting implicit-bias training for search committees involved in hiring and is enhancing the onboarding experience to strengthen the connection to the University from the onset. Together, these initiatives will help the University fully reflect the diversity of our students, state, and nation. 

More information: Laura Negrini,

Employee Engagement

Led by OHR, the employee engagement survey measures many aspects of the workplace environment. Survey reports are shared with all leaders across the system where at least 10 faculty or staff completed the survey. There are a variety of tools available on the OHR website and through the various forms of consultation and training that OHR provides to HR Leads across the University and to their leaders. Consultants have also conducted input sessions with faculty and staff at the request of local leaders and provided recommendations for action. Those actions are at the core of workplace improvement. In addition, data showing differences on the engagement survey by gender and race /ethnicity, along with recommendations for action, have been shared with University leaders (e.g., deans, senior administrators), including the Campus Climate Work Group, the Faculty Consultative Committee, and the Diversity Community of Practice, facilitated by the Office of Equity and Diversity. OHR has made a number of recommendations to these groups based on the data and research-supported best practices.

More information: Brandon Sullivan,

Academic Leadership Development

The Office of the Executive Vice President and Provost develops academic leadership programs through external and internal opportunities. These include the comprehensive year-long Provost’s New Department Heads and Chairs Leadership program as well as the “Talking Heads” program. Best practices are also disseminated in a variety of other programs, including new faculty orientation, comprehensive dean reviews, the Big Ten Academic Alliance’s Academic Leadership program, the Big Ten Academic Alliance’s Department Executive Officers program, and APLU leadership training opportunities. Additional peer networking activities include the Academy of Distinguished Teachers, distinguished faculty luncheons and lectures, annual promotion and tenure recognition events, and various faculty awards ceremonies.

Working in partnership with the Office of Human Resources and academic officers, academic leadership development and training includes identifying and strengthening opportunities and incentives for bringing field-shaping faculty to the University, and identifying best approaches to ensuring faculty and academic success. Our institutional commitment remains to create a culture that sustains top faculty and staff.

More information: Ole Gram,

Leadership Development

OHR is in the process of developing and implementing new tools, programming, and services focused on leadership development for academic and administrative leaders. A key priority for this work is intentionally incorporating diversity and inclusion. To help with this, OHR convened an advisory group (Anne Phibbs, Kimberly Hewitt, Michael Goh, and Virajita Singh) to develop new leadership tools and programming. Based on recommendations from this group, OHR has incorporated additional content on diversity and inclusion into programming, has created online modules (Supervisor Essentials) that include content from the Office of Equity and Diversity (OED), and has referred supervisors to OED training opportunities. OHR is also working on defining behavioral competencies for leaders in the area of equity and diversity, which will then be included on 360 surveys and incorporated into training and development resources.

More information: Brandon Sullivan,

Implicit Bias Trainings for Faculty and Staff Involved in Hiring Decisions

The Implicit Bias Education Program (IBEP) is jointly sponsored by the Office for Equity and Diversity, the Provost’s Office, the Graduate School, the Office of Human Resources, and the Office for Undergraduate Admission. Fall 2017-Spring 2018 trainings include Identifying & Challenging Implicit Bias in Faculty Search Committees workshops and Identifying & Challenging Implicit Bias in Graduate Program Decisions. IBEP Training Team: Michael Goh, Virajita Singh, Wendy Weimerskirch Plager.

More information: Wendy Weimerskirch Plager, M.A. Education Program Manager, Office for Equity and Diversity | 612-626-7387

Diversity Community of Practice 

The Diversity Community of Practice (DCoP) is a grassroots community of faculty and staff from collegiate units across the Twin Cities campus that meets monthly. Its purpose is to develop and leverage personal, professional, and technical expertise, thereby effectively creating innovative strategies that ensure successful implementation of equity and diversity goals at the University of Minnesota Twin Cities.

DCoP Goals are to Educate/Collaborate/Support/Assess and:

  • Connect specific college equity and diversity strategies to the UM strategic plan
  • Change the status quo 
  • Share resources and collaborate 
  • Increase awareness of collegiate diversity goals, events, etc.
  • Support one another as members innovate and take risks
  • Utilize outcomes-based assessment to make decisions and determine success

More information: Virajita Singh, Assistant Vice Provost, Office of Equity and Diversity, or 

Institute for Diversity. Equity, and Advocacy (IDEA)

IDEA works to transform the university by enhancing the visibility and productivity of an interdisciplinary group of faculty and community scholars. This group's expertise in equity, diversity, and underrepresented populations leads to innovative scholarship that addresses urgent social issues. IDEA is also designed to enhance retention and faculty diversity by fostering stronger ties among and with faculty and the local community. Resources include: faculty research grants; sponsorship of symposia and lectures; faculty workshops; and mentorship and professional development opportunities for junior faculty of color.

More information:  Sean Garrick, Associate Vice Provost, Office for Equity and Diversity or 

Student Focus

Increase Scholarship Funding

The University has increased the number of scholarships we are able to provide students and as a result we have been able to increase the amount of money we give in gift aid to students who have an Expected Family Contribution (EFC) of zero. In the most recent aid year where we have a full year of data, 2015-16, the University disbursed $44.6M in University of Minnesota Foundation scholarships to students. In 2016, the University Promise (UPromise) scholarship program was expanded to include all Minnesota-resident undergraduates with family incomes up to $120,000. Awards for the 2016-17 academic year will range from $306 to $4,134, with higher awards directed to students with the greatest financial need.

Additionally, some of the newer donor funds have created scholarships with both a need-merit component. And over the last few years, the University has directed scholarship (merit) funding to Minnesota students attending schools with high participation of students in free- and reduced-lunch programs.

More information: Tina Falkner,

Multicultural Student Engagement

Multicultural Student Engagement (MCSE) is a new unit in the Office for Student Affairs. Multicultural Student Engagement will support an inclusive and culturally diverse environment on campus by providing programs & services that assist underrepresented students in developing global competency and making connections between their academic and co-curricular experiences.

MCSE goals include: provide opportunities for all students to increase awareness, understanding and appreciation of diverse populations; support the personal and professional development of multicultural students; develop programs and services that support and retain multicultural students to graduation; and create a welcoming and inclusive environment for all students.

MCSE is committed to serving all University of Minnesota students in myriad ways. One such way is through our strong support and advisement of the Cultural Centers and several student groups. These include:

  • Cultural Centers (Al-Madinah Student Cultural Center, American Indian Student Cultural Center, Asian American Student Union, Black Student Union, Disabled Student Cultural Center, Feminist Student Activist Collective, La Raza, Minnesota International Student Association, Queer Student Cultural Center)
  • Registered Multicultural Student Organizations
  • Minnesota Multicultural Recruitment Society (in partnership with the Office of Admissions)
  • Student Campus Climate Engagement Advisory Group


  • Power and Privilege Series
  • Social Justice Leadership Certificate Program
  • Art of Participatory Leadership Student Training
  • Our Voices: Indigenous Women and Women of Color Dialogue Group (in partnership with MCAE and Women’s Center)

More information: or Anise Mazone

The Commuter Connection

The Commuter Connection aims to offer off-campus students a link to the campus community through programming, large group volunteering, leadership opportunities, advocacy, and providing an open lounge area. The Commuter Connection works with other student organizations and University partners to engage commuter students on campus and increase their sense of belonging at the University. Current plans include 1) providing monthly programs, both social and education, 2) assessing the needs of current commuter students and determining what barriers they face in regard to involvement on campus, and 3) implementing programming and resources to meet those needs.

More information:

Gopher Hall

Gopher Hall is a virtual community that provides social and academic support by providing a forum for commuter students to connect with one another. The combination of virtual resources and in-person programming promotes a more accessible and stronger connection to the campus community for commuter students. With many of the University's commuter students also being first-generation students, Gopher Hall provides easily accessible resources, information, and answers to questions that they may not receive living at home.

More information: Caitlin Herby,

Learn & Lunch

Learn & Lunch is a new initiative to connect commuter students with campus resources. Through the partnership with University offices such as Career Services, the Aurora Center, the Learning Abroad Center, Multicultural Student Engagement, Student Unions & Activities, and LEAD-UP, Learn & Lunch will provide professional and personal development opportunities for commuter students. Over the lunch hour, commuter students will be invited to bring their lunch and learn more about topics such as resume reviews, leadership opportunities, campus involvement, and effective studying habits for academic success. Our commuter students largely consist of students of color and first generation students, so this program will further support the needs of students in those populations.

More information: Caitlin Herby,

Commuter Student Meet and Greets

Off-Campus Living (OCL) wants to make sure all first-year Commuter Students have a space to get to know each other, to enhance their sense of belonging on campus. OCL will be offering Meet & Greet sessions during the Fall 2017 semester, for commuter students, based on their college. Students that live off-campus can find it challenging to build relationships with other students, and this program will create an opportunity for them to do so.

More information: Caitlin Herby,

Building Art Initiatives

Student Unions & Activities (SUA) is committed to representing diverse perspectives and individuals through its building art program. We work with students to develop strategies for showcasing works of art created by artists from various backgrounds. In addition, we work to represent a diverse range of individuals in various exhibits. SUA recently completed a mosaic art piece on the second floor of Coffman Union. The piece is titled Global U and is located across from Al-Madinah and the American Indian Student Cultural Center. Students from across the University created the work of art.

Also, we coordinate three rotating galleries across campus, two of them in Coffman Union. The galleries showcase original art created by students, members of the university community and the greater Twin Cities community. We hope the exhibits will create dialogue and foster greater cultural awareness.

More information: Tricia Schweitzer

Multicultural Center for Academic Excellence (MCAE) 

MCAE is a campus-wide resource that promotes an inclusive atmosphere to foster and enrich multicultural understanding among all members of the University of Minnesota community. MCAE's commitment to creating such a climate is driven by a student-first culture in which students are the highest priority. 

More information:

Faculty, Staff, Student Focus

Gender Inclusive Restrooms

The University has also been at work over the past two years to increase the number of gender neutral restrooms across campus. 

There are now more than 300 gender neutral restrooms in public spaces on campus and approximately 100 more in spaces with controlled access areas such as departments.

This effort is the culmination of the long advocacy of the University's Trans Advisory and Action Team (formerly the Transgender Commission) and the Gender and Sexuality Center for Queer and Trans Life (formerly GLBTA Program's Office), as well resolutions last year from the U Senate and the Council of Graduate Students.

A GIS-enabled map of these facilities is being developed for the University website and will be updated as the project progresses.

More information: Dave Hutton, Operations,

Lactation Advocacy Committee (LAC)

Since the February 5 Campus Climate Open Space event where the LAC introduced this topic, we have made great strides in addressing an inadequate level of lactation spaces across the Twin Cities campus.

The Lactation Advocacy Committee is collaborating with the Weisman Art Museum (WAM) and the College of Science and Engineering (CSE) in the potential creation of mobile lactation pods or mobile rooms that can be moved about campus easily to provide nursing mothers safe, secure, private lactation space when needed. Though this is just in the concept stage, CSE has agreed to pitch this idea in their Mechanical Engineering class as a possible senior project. Once a prototype is designed, WAM will then create an art installation out of the lactation pod as a way to garner visibility and media attention for the needs of lactating women on campus.

The Lactation Advocacy Committee also received an institutional change grant from the Women’s Center to redecorate and upgrade one of the designated lactation spaces on campus. The lactation room in Morrill Hall will soon have a complete makeover, including the installation of modular panels to create a secure lockable space out of what was previously an unsecured storage area off the women’s restroom. Volunteer staff members wrote the grant and are spending their own time finding and buying the furniture and other materials for the upgraded spaces.

More information: Susan Warfield,

Gender and Sexuality Center for Queer and Trans Life (GSC) Office Lounge

The GSC lounge serves as a safer space for students (as well as faculty and staff) to build community, gain access to resources, hang out, study, or have small group meetings or student-focused programs. The lounge will have student workers staffing it throughout the day to answer questions and provide resources for visitors. Couches, coffee, snacks, and access to computers are provided. In the evening, we hope to use it for student group meetings, game nights, movie nights, and more.

More information:

American Indian Advisory Board

The current American Indian Advisory Board policy needs to be revised and updated. Dr. Katrice Albert, vice president, Office for Equity and Diversity, has been working to revise the Board of Regents policy to bring the currently defunct American Indian Advisory Board back into operation across the system campuses.  Professor Tadd Johnson (UMD),  is the Sr. Advisor leading the faculty-led Board of Regents American Indian Policy Consultative Group.  Professor Johnson is leading the University efforts to consult with Tribal governance to determine the next steps of this policy.  He has held meetings in the Twin Cities and Duluth so far.  More meetings across the state are planned for this fall. 

More information: Dr. Shakeer Abdullah,

University of Minnesota Women in Technology

Women in Technology (WIT) formed at the University of Minnesota in 2016 as a community that provides a forum for women to share experiences and resources in a supportive network. Women who work with technology and students interested in working in technology will grow their professional network, share knowledge with peers, and develop a support system to empower their future careers. We strive to increase diversity in technology on campus at all levels.

Who this is for: Women in Technology is open to faculty, staff, students, and community members who would like to participate in and support our mission. Please join our Google group to receive updates about upcoming events and to share resources with the community.

More information: Visit our website and connect with us via Twitter. Please direct specific questions to the wit-exec team.

Campus Climate Initiatives

Last fall a new position was created in the Office for Equity and Diversity to provide leadership for campus climate. The Campus Climate Website serves as a central hub for information, which is disseminated broadly. Sign up for updates here. 

More information: Ann Freeman, director, Campus Climate Initiatives, or

Bias Response and Referral Network (BRRN)

The Bias Response and Referral Network was created in through a charge from President Kaler in 2016. The BRRN, along with other campus partners, works to respond to bias incidents on the Twin Cities Campus in ways that support those most impacted, promote education and dialogue, and affirm the University's commitment to equity and diversity, free speech, and academic freedom.

More information: To report an incident, email or through U Report.

College-Based Focus

School of Public Health Diversity and Equity Advisory Leadership Team (DEALT)

The purpose of DEALT is to contribute to shaping policies and practices that will promote a more equitable, diverse, and inclusive SPH environment by serving as an advisory “think tank” to the dean and school leadership.

DEALT brings together leaders and members of the Health Equity Work Group, Diversity Matters, and the Equity Diversity Inclusion Team (EDIT) and the four academic divisions to align our work and initiatives across the school.

More information: Lauren Eldridge,  or Susan Rafferty,

School of Public Health Equity Diversity Inclusion Team (EDIT)

EDIT is a team of students, faculty, and staff from across SPH that proactively addresses issues of equity, diversity, and inclusion within the SPH community through a variety of creative ways, with the main focus being facilitated community conversations. The team works to build a more inclusive workplace and learning environment.

More information: Lauren Eldridge,  or Susan Rafferty,

School of Public Health Health Equity Work Group (HEWG)

The Health Equity Work Group’s mission is to advance health equities research at SPH and nationally; develop collaborations with faculty and community partners; and ensure SPH students are well trained to work in a diverse society. The HEWG meets quarterly and welcomes new members.

More information: Rhonda Jones-Webb, or Kathleen Thiede Call, callx001@umn.edu

College of Design Diversity Committee

The College of Design highlights their multiyear, continuous effort to address campus climate, proving that by working together, challenging the status quo, and focusing on outcomes, units can build a culture where diversity isn’t a stand-alone issue. Rather, it’s one that is consistently intertwined with the standard operating procedures of their college. 

More information:

College of Education and Human Development (CEHD) Family Social Science Department Graduate Student Diversity Survey

The Family Social Science Department diversity committee created and administered a survey for all graduate students to assess the department climate as it relates to diversity. The project’s purpose was to identify what percentage of our graduate students feel safe and supported in the department, and to lay the groundwork to identify what we should do to work toward everyone feeling at home. This project was part of a pilot diversity/equity microgrant program that identified climate as a key area of focus.

The survey was adapted from the Student Experience in the Research University (SERU) survey, surveys addressing diversity used by other Minnesota universities, and the Racial MicroAggressions Scale. Thirty-nine students took the diversity survey, representing 70 percent of the current and recently graduated students. Department faculty and students reviewed the results of the summary in a faculty meeting and graduate student organization meeting, and then discussed them together in small and large group formats.  Students were added to the diversity committee and several students and faculty attended a "Keeping our Faculty of Color" conference. The committee is continuing to plan additional changes.

More information: Jaime Ballard,

CFANS Working Across Difference Initiative

The ability to work effectively across differences is essential to student success in serving our national aspirations, meeting employer demands, and participating in the complex national and global grand challenges of our time. The College of Food, Agricultural and Natural Resource Sciences (CFANS) has developed the Working Across Difference Initiative (WADI) to fulfill these outcomes and meet its own undergraduate strategic priority of enhancing multicultural and global competencies.

This comprehensive initiative, poised to serve as a national model, has three core components: curriculum, pedagogy, and student assessment. CFANS students in all majors and in each year of undergraduate education will take discipline-based courses and participate in activities (e.g., study abroad and service learning) that intentionally incorporate multiple cultural perspectives to develop intercultural competency and to learn about cultural similarities and differences and how those differences may result in unequal impacts on people and communities.

More information: or Karl Lorenz,, and Mike White,

Department of Chemistry Diversity Committee

The Department of Chemistry is united in the belief that diversity in all of its forms is good. Collaboration among people of all cultures and backgrounds enhances our experience as scientists and contributes to excellence in teaching, learning, and research. We strive to promote a climate that celebrates our differences and strengthens our department by embracing and working to increase our diversity.
Who is this for: Department of Chemistry faculty, students, staff, post-doctorate researchers.

Challenging Intercultural Intolerance (Our Own and Others’) Workshops

The College of Design and the College of ​Food, Agricultural and Natural Resource Sciences are committed to building climates of intercultural equity and inclusivity. They are empowering faculty, staff, and students to skillfully challenge intercultural intolerance by hosting workshops offering specific strategies, and time to practice those strategies, on how to challenge instances of intolerance we might hear, see, or even notice in ourselves. These workshops, entitled “Oh No You Didn’t!” and “Oh No I Didn’t!,” are facilitated by Laura Dupont-Jarrett, Ph.D., L.P., CFANS, and Holley Locher, Ph.D., CDES. Drs. Dupont-Jarrett and Locher have offered these workshops multiple times to various groups of faculty, staff, and students within each of their respective colleges.

More information: If you are interested in hearing more about these workshops, or in hosting them in your own unit, please contact Dr. Dupont-Jarrett at or Dr. Locher at 

Outreach Focus

Multicultural Outreach Executive Committee:

The group was created to elevate the diversity, and specifically the multicultural student, alumni, and community outreach work already being done, to broaden its reach and enhance its positive impact on our future students and their families, our campus community, and our alumni. 

The committee is co-chaired by Katrice Albert, Vice President, Office for Equity and Diversity; and Keri Risc, Director of Scholarships and Enrollment, Office of Admissions. Other members include, Lisa Lewis, President and CEO UMAA; Shakeer Abdullah, Assistant Vice President, OED; and Julie Manning, Executive Associate Athletics Director and Senior Woman Administrator for Gopher Athletics.

A few examples of this work include:

Multicultural Connections – an event for young men of color held in the summer, coordinated by Admissions and OED, in partnership with many campus units including the colleges, Athletics, and Student Affairs. Students, families, and community members attend on-campus sessions facilitated by current U of M students, providing leadership opportunities for U of M multicultural men, and college preparation information for junior high and high school multicultural men. More than 300 people attended the event, which is in its second year, including 100 students. 

VIP Weekend –An event for high achieving multicultural student leaders from across the state of Minnesota coordinated by Admissions (Office of Undergraduate Education) and the Multicultural Center for Academic Excellence (Office for Equity and Diversity), with support from Athletics, and participation from faculty, staff, and students from across campus . During this on-campus weekend experience, high school juniors participated in workshops and seminars focused on student leadership and college preparation. This year we hosted 72 students; 97 percent of survey responders indicated that they are planning to apply to the University of Minnesota.

Enhanced retention by fostering student engagement – The MOEC is currently developing an implementation plan around key recommendations to support multicultural student engagement as a means to enhance community and student retention. Focused efforts include the development of a multicultural student community resource/front door web page; and enhanced multicultural student attendance at the President’s Emerging Scholars Summer Seminar and Multicultural Kick-off new student event; and expanded support for student mentoring programs. In addition, group members have collaborated on prospective student and alumni outreach efforts, enhanced student campus community engagement opportunities, leadership development opportunities for students, and multicultural student pipeline development.

More information: Contact Keri Risic at 

Multicultural Recruitment Initiatives from the Office of Admissions:

Multicultural Campus Visit Experiences – Multicultural experiences were added to our summer recruitment events, showcasing our multicultural campus community and resources to prospective students and their families.

Targeted Recruitment Events – A recruitment event for high school seniors from underserved Asian Pacific Islander populations was added to our slate of recruitment events for multicultural students including African American, Latino, and American Indian high school seniors.

Targeted Commitment Events – A Golden Evening commitment event for admitted students from underserved Asian Pacific Islander populations was added to our slate of commitment events for multicultural students including African American, Latino, and American Indian high school seniors.

Minnesota Multicultural Recruitment Society – Created a professionally-advised, registered student organization that will incorporate the student voice into recruitment efforts in new ways. This is a partnership between the Office of Admissions and the Office for Student Affairs.

More information: Multicultural Recruitment: Barkley Barton,


The Community Outreach, Retention, and Engagement Program is a community-based initiative that functions to empower students, families, and their communities, to achieve their educational and economic goals. CORE focuses on addressing the academic, fianncial, and social barriers to higher education. We do this through building awareness and investing in our participant's capacity (i.e. knowledge, skill, ability, etc.). CORE serves students that will be the first in their family to attend college; students and families that are concerned about their ability to pay for college, and/or students from African American, Hmong, Latino, and Native American backgrounds. 

More information:

Deaf/Hard of Hearing Day

This annual event provides an opportunity for middle school students and high school students who are deaf or hard of hearing to learn about college life and opportunities for deaf and hard of hearing students at the U of M. 

More information: Contact information: Ander Bolduc, Associate Director of Access Programs,

West Bank Community Garden

The Off-Campus Living area within the Office for Student Engagement is supporting the growth of a new West Bank Community Garden by helping connect local community members and students through the garden and by helping to source supplies for the garden. The West Bank Community Garden is an effort by students, faculty, staff, and community members to increase area residents’ access to affordable, healthy food and strengthen the campus community’s connection with the Cedar-Riverside neighborhood through the conversion of an underutilized campus lawn into a community garden.

More information: Regular community garden work and meetings happen every Tuesday night at 6 p.m.
More information: or 

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