Building workforce capacity in the area of intercultural competency.
First, launched "Courageous Conversations at the Senior Level." This is a dedicated space for senior administrators to engage in common reading and dialogue on issues that will position them/us to become more effective leaders to drive and assess strategies related to diversity, equity, and inclusion. We launched this process with a two-day retreat and are currently reading and discussing the book Privilege, Power, and Difference, by Allan G. Johnson.
The Second effort is the launch of the "Inclusive Excellence Academy" which is a professional development and training program for faculty, staff, and administrators. This effort is led by our Executive Director of Inclusive Excellence Education (a new position for the University). We currently convened eight sessions on themes such as understanding implicit bias, hiring with equity, and inclusive excellence in a university classroom, attracting more the 250 faculty and staff.
The third action is that effective July 1, 2017 the University enhanced its maternity leave benefit to cover 100 percent of a benefit eligible employee's base salary for the medically necessary portion of their leave, with a minimum of six weeks of pay.
These are initiatives are that are being evaluated and assessed for impact and utility. Results of these efforts are forthcoming.
At the University of Dayton we're committed to open, honest, courageous dialogue about how we can become a more welcoming campus. We are not as diverse or inclusive as we want or need to be to achieve true excellence, but we are striving to improve and taking a series of concrete steps to do so. I'm proud to sign the CEO pledge, reinforcing my personal and our institutional commitment to building a culture that values a diversity of ideas and people.