In Year Four, we continued to focus on creating long-term change throughout U-M—in schools and colleges, in research centers and Michigan Medicine, in campus operations, administrative units and outreach programs.
Transparency and Accountability
In the wake of the unprecedented challenges of COVID-19 and the national unrest related to systemic racism, our commitment to DEI remains unwavering.
—Robert M. Sellers, Vice Provost for Equity and Inclusion
Strategies & Progress
overarching strategy
One
Create an Inclusive & Equitable Campus Climate
We will work to create an environment in which all campus community members are welcomed and supported, and perspectives and contributions are sought out and valued.
overarching strategy
Two
Recruit, Retain & Develop a Diverse Community
We will promote an ever-more-diverse student, faculty and staff community on campus and equip individuals with the support and opportunities necessary for their success.
overarching strategy
Three
Support Innovative & Inclusive Scholarship & Teaching
We will be vigilant in ensuring that diversity, equity and inclusion are foundational aspects of our educational program offerings and teaching methodology, and that scholarly research on diversity, equity and inclusion, and the scholars who produce it, are valued and supported.
By the Numbers
1
U-M Central DEI Strategic Plan
50
Unit DEI Strategic Plans
2,492
action items across the 50 unit-based strategic plans
“A really positive thing for me to be a part of was to be in the same space as people who are working towards similar goals as I am.”
— Cristina Guytingco, Undergraduate Student
View the video »
Our Journey to Acclelerate DEI Progress at U-M
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2015
DEI Initiative Announced
President Mark Schlissel announces diversity, equity and inclusion acrosss U-M as one of his key priorities and that a Five-Year Strategic Plan will be developed to evaluate and advance it.
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2016
Year One
Campus units roll out and begin implementing nearly 2,000 action items outlined in unit DEI plans—along with the initial 34 campuswide central action items—formed to address the goals outlined in the university’s Five-Year Strategic Plan. A central office for DEI is established and DEI operational funding is included in the university’s annual budget process, and U-M’s first campus climate survey is conducted.
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2017
Year Two
DEI continues to be embedded in the structures and processes of the university including faculty and staff recruitment, student recruitment and student success, professional development for executive leaders, and annual faculty and staff evaluation.
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2018
Year Three
The focus was on implementation: doing the daily work of creating long-term change throughout the university. Leadership began putting systems in place for early evaluation of DEI-related programs at both the central campus and unit levels.
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2019
Year Four
Progress continued to grow for programs focused on college access, affordability and student success and 98% of faculty and staff completed a gender-based and sexual misconduct awareness module. As the pandemic unfolded, DEI efforts shifted to remote formats and DEI was a focus in the campus response to COVID-19. National unrest over police brutality and systemic racism deepened our commitment to achieving our DEI goals.
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2020
Year Five
We continue to build on the foundation of efforts and progress, while refocusing our commitment to anti-racism and prioritizing health and safety and the disparate impact of COVID-19.
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2021
And Beyond
Our DEI efforts will continue long after the current 5-year DEI Strategic Plan concludes. We will engage in assessment and evaluation to adapt and adjust our efforts while maintaining momentum of ongoing work to progress further towards our ideals and goals.