Initiatives and Projects

This section contains a number of initiatives 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. 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 several recruiters in place focused on strengthening 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 5 faculty or staff completed the survey. There are a variety of tools available on the and websites 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 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 has developed 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 collaborated with OED leaders to develop new leadership tools and programming. Based on recommendations from this group, OHR has defined behavioral competencies for leaders in the area of equity and diversity, which is included on 360 surveys and incorporated into training and development resources in collaboration with OED.  OHR also refers supervisors to OED training opportunities.

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: Stef Jarvi, Director of Education, swilench@umn.edu612-625-9973

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 for 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 

College of Food, Agricultural and Natural Resource Sciences (CFANS) Faculty and Staff Diversity Programs and Initiatives

1. Teaching Across Difference (TAD) Community of Practice

The Teaching Across Difference (TAD) Community of Practice is part of CFANS' Working Across Difference Initiative (WADI) led by the Office for Diversity and Inclusion in collaboration with the Center for Educational Innovation. It shares the same primary goals as The Working Across Difference Initiative:

  • Enhance our ability to prepare students to work across difference, engage in complex problem solving, and enter into an increasingly diverse and globalized workforce.
  • Increase intentional integration of culturally relevant collegiate course content and pedagogy that reflects the needs and interests of diverse undergraduate students and addresses the unequal impacts of difference.
  • Create and integrate effective, best practices to help students develop intercultural and global competencies and an increased awareness of issues relating to diversity and social justice.

The resources shared within the community of practice support teaching and learning that incorporate explicit exploration of intercultural content, diverse perspectives, and self-awareness.

More information:  Sandra Mitchell,, and Mike White,

2. Dialogue with the Deans 

The Dialogue with the Deans series offers members of the campus community the opportunity to engage with the deans and other colleagues in learning and conversation about how to make the CFANS more responsive and welcoming of various groups. The diversity dialogue is an open exchange, an effort to understand each other’s ideas around diversity and inclusion.  The goal of the dialogue is to encourage
everyone to learn about diversity in CFANS and at the University of Minnesota, explore new issues and build a deeper awareness of the topics in a safe environment. 

More information:  Sandra Mitchell, 

3. Intercultural Development Inventory (IDI)

 The Intercultural Development Inventory is a tool that measures one's level of intercultural competence as a developmental skillset. Intercultural competence is the ability to adapt behaviors and shift cultural perspectives across cultural similarities and differences. One core competency our college is that students and employees should possess the ability to work across cultural similarities and differences, and the Intercultural Development Inventory allows for us to measure that outcome. The IDI is used primarily for presentations, staff development, or as a course requirement. However, students, faculty, and/or staff members are encouraged to complete the assessment. A requirement to receive scores is to schedule an individual feedback session with a Qualified Administrator.

More information:  Sandra Mitchell,

Parental leave policy

A new parental leave policy for employees was adopted in April 2018 that provides both parents who meet eligibility requirements with six weeks paid leave, expands coverage to include gestational surrogacy, removes the nine-month employee eligibility requirement.

More information:

College of Liberal Arts - Staff of Color Community (CLA-SCC)

We want to help advance the college’s goal of cultivating a welcoming and respectful climate in its diverse intellectual community. Through a grassroots effort, we initiated the CLA Staff of Color Community (CLA-SCC). In so doing, we strive to make CLA a destination college not only for students and faculty, but also for staff of color.

We’ve worked on this concept for some time and feel that this initiative aligns well with CLA’s Roadmap. Most importantly, this initiative is close to our hearts because as people of color ourselves, we understand the need to feel that we belong to a community that shares our experiences and perspectives in the workplace.

With that vision, CLA-SCC was created to: 

  • develop ways for CLA staff of color to promote and build trust, teamwork, and pride among themselves; 
  • create an environment that provides a sense of belonging and community through shared cultural backgrounds and experiences; 
  • provide support for navigating University systems, leading to advancement at the University. 

Needless to say, this initiative resonated within the college.

CLA-SCC kicked off in December 2017 and as of Oct. 2018 is 96 members strong with staff from throughout the college. 

For questions, please email:        

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, 2017-18, the University disbursed $50.7M 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 207-18 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 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
  • Art of Participatory Leadership Training
  • Our Voices: IWWOC Dialogue Group
  • Social Justice Leadership Certificate Program

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: 

Asian Pacific American Resource Center

On January 24, 2018, the University of Minnesota’s Asian Pacific American Resource Center (APARC) celebrated the grand opening of its new space in 311 Appleby Hall. The center uses the space to serve the U’s Asian American and Pacific Islander undergraduate populations.

More information:

College of Food, Agricultural and Natural Resource Sciences (CFANS) Student Diversity Programs and Initiatives

Housed within the CFANS Office for Diversity and Inclusion, the CFANS Student Diversity Programs and Initiatives aimed to focus on the recruitment, retention, success, and community building/outreach for students; specifically, from underrepresented and marginalized communities. The suite of current programs includes the following with many more to come:

  • CFANS Achieve Mentoring Program: The Office for Diversity and Inclusion (ODI) "CFANS Achieve" mentoring program is a structured mentoring program for undergraduate underrepresented and marginalized students (including students of color) in CFANS to gain knowledge, skills, abilities, networks and connections to resources that will be essential to their academic, personal, and professional success. This mentoring program aims to also provide a sense of community for underrepresented and marginalized students (including students of color) within the College of Food, Agricultural, and Natural Resource Sciences (CFANS) and the University of Minnesota. Mentors will provide additional academic, psychological and emotional support, goal-setting and career support, and serve as a role model to their mentee.
  • Office for Diversity and Inclusion (ODI) Success Workshops: The workshops, usually  partnerships with both campus and community offices/resources that focuses on the holistic success, transition, and experiences of students; specifically from underrepresented and marginalized backgrounds to give them the resources, skills, and tools to successfully transition, find a sense of community/support, be successful throughout their undergraduate experience at the U and in CFANS, graduate, and know the options post-graduation available to them.
  • Research Opportunities and Design (ROAD) Program: As a major research institution, the University encourages all students to have at least one research experience as a part of their academic career. The ROAD program assists students in exploring research options, finding a faculty mentor and writing a research proposal through five workshop sessions.  Students who participate in the program also have the opportunity to submit their final research proposal for funding.
  • Multicultural Student Kickoff with the UMN Chapter of Minorities in Agriculture, Natural Resources and Related Sciences (MANRRS): Minorities in Agriculture, Natural Resources, and Related Sciences (MANRRS), in collaboration with the Office for Diversity and Inclusion hosts the annual Multicultural Student Kick Off Event for CFANS Students of Color during the month of September each year.  This event aims to foster a sense of community and belonging among all students of color within CFANS.
  • CFANS Diversity Scholars Fellowship for Graduate and Postdoc: CFANS is taking proactive steps to increase diversity within its graduate programs. The CFANS graduate programs have agreed to annually fund the CFANS Diversity Graduate and Professional Scholars (DGPS) program. This program will fund eleven, one-year scholarships for incoming underrepresented students of color that enroll in one of the twelve CFANS graduate programs. Support for Professional Development activities are included in the award. The goals of the program are to increase the number of underrepresented students of color applying to CFANS graduate programs, increase enrollment and retention rates of those graduate students, and build a more diverse faculty.
  • Minorities in Agriculture, Natural Resources and Related Sciences- MANRRS (UMN Student Chapter): MANRRS is a student chapter of a national organization that provides students with an expanded network and social, professional and career building opportunities. The MANRRS group in the College of Food, Agricultural and Natural Resource Sciences holds biweekly meetings throughout the semester, gives back to the community through volunteer work, hosts social events and attends the regional and national MANRRS conference each year. The annual MANRRS conference includes poster sessions, public speaking events, a career/internship fair, professional development workshop sessions and a wide array of networking opportunities. Students from any major at the University of Minnesota are welcome to participate in this organization.

More information on the CFANS Student Diversity Programs and Initiatives, please contact Joseph Ballard II at

College of Continuing and Professional Studies (CCAPS) graduate programs

The INC initiative was launched to meet a need for resources and programming focused on increasing diversity, equity, and inclusivity in the College of Continuing and Professional Studies (CCAPS) graduate programs. It is our goal to create a welcoming space to celebrate the breadth of our students’ diversity of experiences and to provide a forum for dialogue around inclusion.

More information: or Michelle Iwen, and Fiyyaz Karim,

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)

The Lactation Advocacy Committee (LAC) is an ad hoc committee of employee and student volunteers working to make our campus a more supportive environment for those who need to pump or express breastmilk. Since 2009, the LAC has made great strides toward addressing the inadequate number of lactation spaces across the Twin Cities campus.

In 2017, the LAC completed their 2017-2018 Report on Lactation Resources at the University of Minnesota - Twin Cities. In late 2017, the LAC was awarded a Campus Climate Microgrant and used these funds to install a keypad on a room with limited access on the St. Paul campus and to conduct four focus groups with undergraduate, graduate, and professional students around lactation experiences. The LAC continues to work with various stakeholders across campus to address ongoing needs, including Space Planning, University Senate, the Title IX Office, and individual units.

More information: Sara Benning ( and Sarah Keene (

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:

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

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 the BRRN UReport.

Immigration Response Team

The Immigration Response Team (IRT) exists to ensure all who are affected by immigration policy changes have access to resources and support. The team provides outreach to the greater University community on the impact of executive orders and other policy changes, immigration regulations, and issues connected with DACA and immigration status. The IRT’s services include consultations, Immigration Drop-In hours for students, the writing of travel letters for faculty and staff, and the monitoring of the impact of immigration policy changes on the UMN community. The IRT also administers The Dream Fund, a fund that provides modest grants for emergency situations to students who have/had DACA, lost Temporary Protected Status, are undocumented or face other challenges due to immigration policy changes. 

More information:; sign up for email updates at

Expanded food options

New or expanded food options were added on campus in fall 2017. They included included kosher, halal, vegan and vegetarian foods.

Multi-use facilities that include foot washing

Three existing spaces were renovated in spring 2018 to provide places to sit, paper towel dispensers, and floor sinks. These spaces provide convenience to members of the University community who need to wash their feet or desire privacy. They are all multi-use and open to everyone. The facilities are located in Mayo Room G200-6, which opened in fall 2017; 208 Coffman Union; and Room 16 in the St. Paul Student Center.

More information:

Campus Climate Micro-Grants

The micro-grants project aims to improve the overall campus climate by supporting new and existing activities at a local or grassroots level through small grants. In December 2017, the Campus Climate Engagement Team (CCET) awarded nearly $24,000 to 31 projects. Now in its third year, the project received 67 applications, more than double the number received last year. Funds were provided by the Office of the President. Micro-grant funding will continue in the 2018-19 academic year.

More information:

College-Based and Administrative Unit 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,, Susan Rafferty,, or Melissa Wuori,

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: Jessica McCann,

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.

Carlson School of Management 

1. Diversity and Inclusion Steering Committees

The purpose of the Carlson School of Management Diversity and Inclusion steering committees is to identify opportunities to improve equity and address barriers to social justice within our respective programs. Through various sub-committees, staff and students collaborate to communicate the needs and concerns of the student community and partner with school administration to initiate change, implement new programs, and meet the students needs. Student leaders volunteer for their position and each represent one of the Carlson School’s affinity student clubs and organizations.

More information: Amber Bundy-Davis,  Meghan Mullaney, Linh Gilles, Patrick McCarthy

2. Diversity and Inclusion Graduate Student Steering Committee

The purpose of the Carlson School of Management Diversity and Inclusion Graduate Student Steering committee is to communicate the needs and concerns of the student community and partner with school administration to initiate change, implement new programs, and meet the students needs. Student leaders volunteer for their position and each represent one of the Carlson School’s affinity student clubs and organizations

More information: Amber Bundy-Davis,  Meghan Mullaney, and Allyson Trochez  

3. Power Lunches

Power Lunches are new series that connects Carlson School undergraduate women with business leaders for insightful conversations.

Each month, preeminent women who are leaders in their fields will share lessons from their careers and discuss current business topics with a small group of undergraduate women.

More information: Allyson Trochez,

4. Equity & Leadership Conference

1st annual Carlson Undergraduate Equity & Leadership Conference: Gender Equity in the Workplace, November 2, 2018

During this conference Carlson and UMN undergraduates will have the opportunity to explore the current business landscape, opportunities in business, and the importance of equity in the workplace. In addition, the conference will empower students to challenge the status quo, navigate challenges to equity in the workplace, and build a network of mentors.

More information: Allyson Trochez,

5. Women’s Leadership Conference

Since 2005, the Women's Leadership Conference has inspired women to develop as leaders—as individuals, professionals, and community members. Attendees build connections and select from an array of sessions that suit their personal and professional interests. The conference also features prominent thought leaders as keynote speakers, as well as presenters from across the vibrant Twin Cities business community.

More information: Amber Bundy-Davis or or visit

6. Community Lunches (Community of Color and LGBTQIA Community Lunches)

A collaboration between Undergraduate Programs and the MBA Program, students are invited to this free event, hosted each month in Hanson Hall. This is a great opportunity for students to meet new people and enjoy a break from the classroom while building community.

More information: Angela Murray, or Meghan Mullaney

7. Pathway initiatives (Business Innovation Academy and Camp Emerge)

Business Innovation Academy is a two-week, interactive, and hands-on summer pathway program for incoming 6th, 7th, and 8th graders.  Equity Alliance MN is partnering with the University of Minnesota Carlson School of Management to ignite student’s passion for learning and to provide opportunities to explore higher education and careers in Business. The purpose of this summer program is to boost students’ personal awareness and self-confidence as well as improve problem solving and soft skills. Students will also have numerous opportunities to improve leadership skills and work on college and career readiness through real world applications.

More information: Allyson Trochez,

8. Carlson Global Scholars

A cohort-based program for all new, first-year and degree-seeking Carlson international students (new high school and transfer). The program addresses common concerns from incoming international students: balance, language barriers, cultural differences, and participation in class. Students attend monthly sessions facilitated by upper class mentors to build community and participate in student success workshops.

More information: Allyson Trochez,

9. Carlson Emerging Scholars

A cohort-based program for all new, first-year Carlson students (new high school and transfer). Invited students attend monthly dinners and workshops. The purpose of the monthly meetings is to build community and provide the tools for continued success during their first year.

More information: Angela Murray,

10. Project Emerge

Project Emerge is a personal and professional developmental program for high-potential diverse college junior and senior undergraduate students, as well as emerging professionals (with 1-2 years’ experience), from ALL majors who wish to explore how their future can be positively impacted by business.

Target Audience

  • Rising juniors and seniors and emerging professionals (1-2 years post-undergrad) interested in exploring a future in business

  • People of color, women, LGBTQ, and first-generation students from economically disadvantaged backgrounds are especially encouraged to apply

  • Curious learners eager to gain perspective from diverse backgrounds, disciplines, and experiences

  • Community leaders, now or in the future, interested in growing skills to lead in their careers and communities

More information: Sign Up:

11. Camp Emerge

Camp Emerge is the focal program of Project Emerge. It is a three-day business leadership camp at the University of Minnesota Carlson School of Management. Camp Emerge participants will gain personal, professional, and cultural leadership training to prepare for the business elements of any career.The Carlson School of Management at the University of Minnesota believes that, no matter the industry, focus, or goals of a student, a foundational knowledge of business is a critical component of career development and success.  Through Project Emerge, we strive to introduce diverse groups of students to the fundamentals of business, explain how business applies to individual career interests, and help participants acquire new knowledge.

More information:

12. Diversity Visit Days

The Carlson School MBA Programs invites (Women students, LGBT students, Students of Color) to come visit our community through our Visit Day program. On your Visit Day, you'll have the opportunity to engage with prospective and current students with shared experiences, learn more about your academic experience here, interact with alumni, and immerse yourself in what the Carlson School can offer you. Our Admissions Team is eager to host you on campus and give you the information and tools you need to navigate the MBA Admissions process.

Visit day information can be found here:

More information: Amber Bundy-Davis,Kathryn Andersen

One Stop Student Services’ Diversity, Equity, and Inclusion Committee

Members of One Stop Student Services’ Diversity, Equity, and Inclusion Committee actively support and strengthen a workplace culture that expects staff to mindfully and constructively consider aspects of identity and its influence in their daily work.

Committee members create and facilitate experiences that:

  • Build staff capacity to critically reflect on existing systems and processes

  • Incorporate and normalize the use of equity, diversity and inclusion lenses

  • Identify opportunities for improvement in all spheres of influence

More information: Trinity Muller,, 612-626-1384

College of Veterinary Medicine Diversity and Inclusion Committee (DNIC) 

The mission of the Diversity and Inclusion Committee (DNIC) is to coordinate and lead The College of Veterinary Medicine (CVM) in support of the creation of a collegiate culture that is supportive of diversity and equity initiatives, and the recruitment of faculty, staff, and student bodies that reflect the diversity of our neighborhoods, region, and society. 

To this end, the CVM DNIC brings together faculty, staff, and students from all departments, centers and service areas in CVM to work together and with other University of Minnesota offices concerned with diversity and multiculturalism, and have also developed a Diversity Plan propelled by our Guiding Values.

For more information: Dawn Foster, Co-Chair,, Mark Rutherford, Co-Chair, ruthe003@umn.eduDNIC Website

Law School Diversity Committee

The mission of the Law School Diversity Committee is to foster a welcoming and inclusive environment for all students in Mondale Hall and to support the diversity and inclusion initiatives of the admissions, alumni relations, career and communications offices at the Law School.

The committee is comprised of Law School faculty, staff, students and alumni invested in bettering campus climate and improving representation in the legal profession.

For more information:

The School of Dentistry Diversity Standing Committee

The Diversity Standing Committee is responsible for the promotion and appreciation for all aspects of diversity at the School of Dentistry.  It reviews policies, plans programs and services related to equal opportunity, affirmative action and diversity, provides a forum for discussion of issues of diversity, sponsors activities and events that celebrate diversity and increase employee/student awareness.

The Diversity Committee recently met with the Council of Chairs to plan for “Creating a more equitable culture” at the School of Dentistry. Several initiatives planned cover issues affecting students, faculty and staff.  These include adding diversity in annual performance reviews, creation of scholarship to recognize diversity efforts among students, increased integration of cultural competence in the curriculum.  A climate survey is planned in 2018.

For more information: Naty Lopez or Carmen Real

College of Food, Agricultural and Natural Resource Sciences (CFANS)

1. Working Across Difference Initiative (WADI)

The Working Across Difference Initiative (WADI), a 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 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 Sandra Mitchell,, and Mike White,

2. CFANS Committee on Diversity and Inclusion

The Committee on Diversity and Inclusion is comprised of a group of dedicated individuals with a strong interest in strengthening the college's commitment in the areas of diversity, multiculturalism and inclusion. Members of the team come from staff, faculty, students and community partners. Representation includes participants from across the campus. We are committed to identifying and implementing a strategic change agenda that encourages the College to reflect the interests, aspirations and cultural richness of our extended community. Specific recommendations and action items to accomplish this agenda are forwarded to administrative leadership through the Director of Diversity Programs for CFANS.

More information: or Sandra Mitchell, 

3. Nibi and Manoomin: Bridging Worldviews Committee

A partnership between reservation communities of the upper Midwest and the University of Minnesota, this group works to build understanding within the university of the significant role that wild rice (manoomin, Zizania palustris) plays within the communities of the Anishinaabe people of the upper Midwest and Cree of Canada, and the threats to wild rice in the future.

More information: or Mark Bellcourt,

Academic Support Resources Diversity, Equity, and Inclusion Committee

The mission of Academic Support Resources (ASR) is to make a positive difference in students' lives. ASR is committed to cultivating and sustaining an environment that is diverse, equitable, and inclusive. We are better able to serve and represent our University community when we value differences and individuality. 

The ASR Diversity, Equity, and Inclusion committee was established in 2016 to support and foster an environment that creates change and inclusiveness. Our overall objective is to understand the climate of ASR, address issues through projects, and explore educational opportunities. The committee consists of representatives from each unit within ASR.

In the recent past, ASR has surveyed staff to better understand the climate of diversity, equity, and inclusion within our units; created helpful guides and documents in an online employee toolkit to assist search committees with the recruitment and hiring of a diverse workforce; communicate out through a bi-weekly staff newsletter to raise awareness of diversity, equity, and inclusion news, events and educational opportunities; and supported the implementation of new functionality within the MyU portal to allow all students, faculty, and staff at all five campuses the ability to share gender identity and personal pronouns.   

More information: Julie Selander,

College of Education and Human Development (CEHD)

Campus Climate Initiative

The CEHD Campus Climate Initiative began in fall of 2016 and was developed as an opportunity for students to discuss issues and concerns related to campus climate. This initiative will continue into the 2018-2019 academic year. Faculty, staff, students, and alumni will gather twice each semester for lunch and broad conversations around campus climate. The lunch is an informal and intentional space to discuss a wide range of ideas and concerns related to campus climate, and to develop mentors across disciplines. 

For more information contact Na'im Madyum

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,

CEHD Reads part of CEHD's Common Book in the First Year Experience Program 

Each year CEHD selects a common book for the First Year Inquiry course that explores the importance of culture, history, human development, and personal relationships. Our Fall 2018 common book is Make Your Home Among Strangers by Jennine Capó Crucet. The book is centered on Lizet the daughter of Cuban immigrants and the first in her family to graduate from high school is secretly accepted to an ultra-elite college, her parents are furious at her decision to leave Miami. Just weeks before she's set to start school, her parents divorce and her father sells her childhood home, leaving Lizet, her mother, and Lizet's older sister scrambling for a place to live. As students read this book they will engage in thoughtful in-class discussion around diversity, social justice, and identity development.

Students, family, and friends will have the opportunity to meet and talk with the author Jennine Capó Crucet, when Crucet presents at the Ted Mann Concert Hall on Thursday October 25th 7:30-8:30 p.m.  

The First Year Experience Program puts CEHD freshmen on the path to:

• timely graduation,

• establishing strong networks and a community of support,

• opportunities for engagement and collaboration,

• successful and efficient navigation of the U,

• skillful communication with diverse people, ideas and perspectives.

For more information please contact Jason Stahl at

TRIO and Student Services

1. Social Justice Professional Development Series (led/facilitated by staff & open to all):

SJPD Library includes more than 50 books. Topics presented:

  • Power, Privilege, Oppression
  • Student Advocacy
  • Muslim Students Navigating University Life
  • Just Mercy by Bryan Stevenson- Book Discussion
  • "Mask I Live In" Documentary Viewing and Discussion
  • Working with immigrant college students
  • Women of color caucus space
  • TRIO Advocacy & Lessons from Capitol Hill
  • Self-Defense Workshop
  • "I Am Not Your Negro" Documentary Viewing and Discussion
  • Self Care and Social Justice
  • Sleight of Mouth Technique
  • "Precious Knowledge" Documentary Viewing and Discussion
  • Accessible language (coming soon)

2. POC and White Caucus spaces (led/facilitated by staff/ open to all)To provide spaces for people to work within their own racial/ethnic groups and promote accountability. For white people, a caucus provides time and space to work explicitly and intentionally on understanding white culture and white privilege and to increase one’s critical analysis around these concepts. A white caucus also puts the onus on white people to teach each other about these ideas, rather than constantly relying on people of color to teach them. For people of color, a caucus is a place to work with their peers on their experiences of internalized racism, for healing and to work on liberation. 

3. Accountability Process Work Group (closed group)

To create a process of accountability and restorative justice

4. Social Justice Consciousness-Raising Forum (led/facilitated by staff & open to non- supervisory staff only)

To create/provide a space for Student Services and TRIO programs staff in CEHD to come together in an attempt to build community, understanding, and heightened awareness regarding issues of social justice that impact us all in the work we do as well as the lives we live.

5. Multicultural Organizational Development Work

To assess the current stage of multicultural organizational development in order to inform actions that move towards goal of multicultural organization.

6. Social Justice Retreat

To engage staff in ongoing social justice reflection and action, including centering education and awareness of white supremacy and how it manifests in daily lives.

7.  Monthly POC Lunches (open to all POC identified in unit, usually led by our Associate Dean of Diversity & Equity: Na'im Madyun)

To create a space to work with people of color peers on their experiences of internalized racism, for healing and to work on liberation.

GPS inSIDE (GPS in Service of Inclusion, Diversity and Equity)

GPS inSIDE Vision: To collaboratively develop an inclusive and equitable GPS Alliance community.

GPS inSIDE Mission: GPS inSIDE brings together the myriad of minds and identities that make up the GPS community around ideas of social justice, diversity, equity, human rights, and equality. The group strives to create a space which allows all voices to be heard without compromising divergent views. By holding this space, and encouraging conversations which acknowledge barriers, power structures, and difference, we seek to promote acceptance and motivate growth towards the common purpose of honoring everyone’s authentic self. We recognize this is a developmental process of understanding and we welcome moving through a learning space both individually and together.

For more information: BJ Titus,, Tami Jauert,, Laura Bell,

Office of Information Technology (OIT)


OIT contributes to the University's representational diversity objectives by ensuring an objective, competency based, hiring process that emphasizes the highest quality hires. This process implemented in Fall 2015 has supported a change in the demographics of OIT's workforce in becoming more representative of the Twin Cities IT community. For example staff of color in OIT has more than doubled. This effort is ongoing as significant progress is still needed. 

Key Contact: Meghan Johnson (


In addition to building a more representationally diverse workforce OIT has made intentional efforts to promote a more inclusive work environment. In Summer 2017 OIT launched a 4 workshop series for managers designed on understanding and seeing the value of inclusion and how to foster an inclusive environment while modeling inclusive behaviors.  Inclusion efforts are continuing by conducting workplace culture assessments for specific areas of need. 

Inclusion / Culture - Amanda Low (


OIT is partnering with Disability Resource Center and others to promote Accessibility. Technology plays a significant role in Accessibility and supporting members of the University community by developing Core Skills. OIT is also in the early stages of exploring piloting HR practices that support accessibility.

Key Contact - Donalee Attardo (

Key Contact HR practices: Kendric Moore (

Outreach Focus

Multicultural Student Success Committee:

The goal of the Multicultural Student Success Committee is to improve the retention, graduation, and success of undergraduate students of color on the Twin Cities campus. The committee was charged by the Strategic Enrollment Management Committee and will work to coordinate efforts with the broader enrollment efforts and across campus initiatives.

The committee’s work is in support of the Regent’s Resolution passed in February of 2018 which aims to:

  • Reduce the four- and six-year graduation rate gaps for African-American, Latinx, and American Indian students by 50 percent by 2025

  • Improve the satisfaction of students of color and American Indian students with the Twin Cities campus climate by reducing the difference compared to all other domestic students by 50 percent by 2025, as measured by the Student Experience in the Research University (SERU) survey of undergraduates.

Specifically, the MSSC will:

  • Review existing data in order to identify barriers to student success for multicultural students.

  • Identify and coordinate the various programs, services and units working with predominately multicultural student populations to assure alignment and coordination.

  • Identify gaps, trends, and/or ideas to enhance support of various student populations.

  • Work with other committees on campus who are engaged in addressing similar issues.

  • Brings items/issues to Strategic Enrollment Management Committee and others as appropriate.

  • Recommend strategies for improvement to address the graduation gap and campus climate.

More information: The committee is co-chaired by LeeAnn Melin, Office of Undergraduate Education,; and Sean Garrick, Office for Equity and Diversity,

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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