The university will convene a working group to establish best practices for including DEI-related contributions and training in staff performance reviews. Ultimately, this independent metric for employee evaluation will be used to assure individual accountability, track growth over time and recognize employee contributions.

Year Four Progress

In Year Four, Organizational Learning continued its ongoing efforts to socialize the Michigan Expectations Model. Some units on campus piloted training programs such as “Impactful Conversations” to be used by or with supervisors to help them have open and honest dialogue during the performance review process. In addition, there are many units across the organization that have folded DEI course attendance into the professional development components of their performance reviews. Since the launch of the five-year DEI Strategic Plan in 2016, participation in Organizational Learning DEI educational sessions totals 30,878 staff members — and growing.

During the 2019-2020 academic year, all new and ongoing initiatives were informed by the Michigan Expectations Model, with a specific emphasis on the DEI Lifelong Learning framework to help guide staff learning and development as it relates to diversity, equity and inclusion. Six areas of focus represent overall behavioral expectations for our faculty and staff as we seek to create a more diverse, inclusive and welcoming environment.The six areas of focus in the model include:

  • Pursues Self-Awareness
  • Exhibits Intercultural Responsiveness
  • Listens Inclusively and Seeks Diverse Feedback
  • Promotes Inclusive Relationships
  • Resolves Conflicts
  • Aligns to Institutional Commitment

Responsibility: Office of the Provost and University Human Resources