Walsh College DEI Plan

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<strong>Department/Area<br /> </strong>Admissions/Enrollment/Fin Aid</p> <p><strong>Current Initiatives<br /> </strong>Foster inclusive culture in team meetings where individuals can share thoughts, ideas, and opinions freely.  (Assess- employee survey to be developed, on DEI culture and transparency/communication, etc).</p> <p><strong>Future Initiatives/Plans</strong><br /> Grow community college relationships in the city of Detroit (eg. WCCCD)</p> <p>Examine admissions policies to ensure they promote equal opportunity. Revise as needed.</p> <p>Revise scholarship awards process to ensure funds reach those in need.  Work with advancement to identify gap opportunities for scholarship donors. Develop metrics to assess progress.</p> <p>Hold student focus groups on areas where college can improve its DEI efforts.
<strong>Department/Area<br /> </strong>Marketing/Data Analytics/IT</p> <p><strong>Current Initiatives<br /> </strong>Marketing materials contain images that show diversity and individuals of diverse backgrounds.</p> <p>Celebrate diverse holidays and commemorations. Eg) celebrating Black History Month, Women’s History Month, etc. Assess- calendar of DEI celebrations.</p> <p>Rebuild website to ensure accessibility and access. Measure against industry standards and track improvement.</p> <p>Highlight students and alumni from all backgrounds.</p> <p>Support blind students through the use of JAWS software.</p> <p>Develop Dashboards to help track student demographic data.</p> <p><strong>Future Initiatives/Plans<br /> </strong>Promote and talk about what we are doing, so we can track and measure results.</p> <p>Track and measure demographic and diversity stats by program. Report out against plan.
<strong>Department/Area<br /> </strong>Human Resources/Hiring</p> <p><strong>Current Initiatives<br /> </strong>Compensation to be based on a clear market-minded framework, using CUPA, ASE and considering all factors to ensure compensation is fairly determined for each position.</p> <p>Evaluate pay disparities and adjust when appropriate.</p> <p>Job descriptions written following best practices for attracting and retaining diverse talent.</p> <p><strong>Future Initiatives/Plans<br /> </strong>Develop dashboards tracking diverse hires in each area.</p> <p>Develop strong and sustainable hiring practices that attract and retain diverse talent.</p> <p>Revise entire job posting, hiring, training, onboarding process.</p> <p>Utilize data available in Paycom to measure results and forecast goals.
<strong>Department/Area<br /> </strong>Advancement & Alumni Relations</p> <p><strong>Current Initiatives<br /> </strong>Image selection that reflects diverse students and alumni for appeals. Incorporate international students and those of diverse backgrounds, gender identities and underrepresented groups when selecting volunteers and speakers.</p> <p>Staffing/office is reflective of the fundraising industry when it comes to staffing diversity in gender breakdown. Fundraising is 70% female. Our office is 70-75% female.</p> <p><strong>Future Initiatives/Plans<br /> </strong>We actively think about inclusivity when it comes to data. We have begun working through the process of changing name prefixes and opening the door for use of just first names (industry standard for data inclusivity) in mailings, emails, etc.</p> <p>Consider and implement practices to attract more diverse hires.</p> <p>Build more equity into our gift acceptance policies and approach as many times fundraising itself tends to favor non-minorities especially in our area and industry.</p> <p>Evaluate some of the event ticket pricing and access to ensure inclusion and also fundraising goals met.