Diversity, Equity, & Inclusion

“At the University of Michigan, our dedication to academic excellence for the public good is inseparable from our commitment to diversity, equity, and inclusion. It is central to our mission as an educational institution to ensure that each member of ourcommunity has full opportunity to thrive in our environment, for we believe that diversity is key to individual flourishing, educational excellence and the advancement of knowledge.”

-- From President Schlissel’s Charge to the U-M Community for a Strategic Planning Process on Diversity, Equity, and Inclusion (July 2015)


 


The U-M School of Kinesiology fully embraces the aforementioned position and sentiments of President Schlissel. We celebrate and are committed to the ideals of diversity, equity, and inclusion and believe that they enrich the learning environment and enhance the School’s innovation and overall productivity. We have developed a draft and preliminary plan for diversity, equity, and inclusion (DEI) in Kinesiology. Our DEI Plan proposes some new programs and initiatives relative to diversity, equity, and inclusion; however, the overall essence of the plan is for us to organically weave, infuse, embed, and integrate a consciousness and sensitivity to elements of diversity, equity, and inclusion into our existing culture – our ways of doing (our policies, practices, and procedures) and our ways of being (our teaching, learning, research, and service). The strategic thrusts of our plan are to: (a) increase our demographic/ compositional diversity, (b) promote inclusive excellence (in teaching, learning, research, and service), and (c) create a fair, positive, and supportive environment for all of our faculty, staff, and students to thrive. Our DEI motto is: KIN-ALL IN!

Below is an Executive Summary of the highlights of the Kinesiology DEI Plan. To access the full plan, please visit myumi.ch/J9kkR. The plan is a living document. It will undergo continual revisions, it welcomes additional input, and it will be revised and adjusted accordingly (as new ideas are generated, new information is obtained, and different needs arise). I encourage you to review the full plan, and I welcome your feedback. You may send your comments to kines-dei@umich.edu.

As you can imagine, achieving the ideals of diversity, equity, and inclusion will take a continual and systematic TEAM effort. As such, throughout Fall 2016, we will offer a number of opportunities for you to share your thoughts and participate in dialogues and activities regarding diversity, equity, and inclusion in Kinesiology. This process will span the next several years as we continue to plan, implement, evaluate, and revise our DEI efforts and initiatives. Your participation and engagement in this process is critical! We need your feedback (your thoughts, suggestions, and ideas) to create an effective document to strategically guide our DEI efforts and to facilitate and sustain our success. In the true spirit of team…I hope you will be ALL IN for diversity, equity, and inclusion in Kinesiology!

Sincerely,

Ketra L. Armstrong, Ph.D.
Professor & Associate Dean
DEI Planning & Implementation Lead  
School of Kinesiology

 

Kinesiology Diversity, Equity, & Inclusion Executive Summary


Highlights of the Kinesiology Diversity, Equity, & Inclusion Strategic Plan
(Read the full plan at myumi.ch/J9kkR)

  • Increase the diversity of Kinesiology students by:
    • Engaging in targeted recruitment via electronic (e-mails, e-advising sessions), and in-person (on campus and off-campus visits) to community, high school, and college entities that serve diverse students.
    • Offering need-based application fee waivers.
    • Adhering to an inclusive review process for undergraduate and graduate student admissions.
    • Establishing a Kinesiology Merit Fellowships for undergraduate students; continuing the Kinesiology Merit Fellowship for graduate students.
    • Establishing need-based bridge support system for students with financial hardships.
       
  • Increase the diversity of Kinesiology faculty & staff via inclusive application pools by:
    • Establishing a protocol document (per the approval of the Office of General Counsel and others) containing principles, practices, and procedures (best practices) for all faculty and staff searches/hires.
    • Requiring STRIDE training for individuals involved in searches for all faculty and staff positions.
    • Requiring Search Committees to report their efforts to obtain diverse applicant pools.
       
  • Enhance Kinesiology faculty, staff, and student competence/ability to engage in diversity/inclusion by:
    • Creating an online (e-portal) of resources related to diversity, equity, and/or inclusion.
    • Offering diversity and inclusion training (via workshops, seminars, programs, activities, etc.)
       
  • Encourage and support Kinesiology faculty, staff, and student engagement in diversity and inclusion by:
    • Offering students grants to support research/scholarly activities related to diversity, equity, or inclusion.
    • Offering faculty grants to support research related to diversity, equity, or inclusion.
    • Offering faculty grants to promote inclusive teaching and learning in Kinesiology courses/curriculum.
    • Offering staff grants to support programs that promote diversity, equity, or inclusion in Kinesiology.
       
  • Increase Kinesiology faculty, staff, and student accountability for diversity, equity, and inclusion by:
    • Requiring faculty and staff to document their DEI contributions in their annual reviews/productivity reports.
    • Requiring Kinesiology funded student associations to engage in at least one program a year related to diversity, equity, or inclusion.
       
  • Promote Inclusion throughout Kinesiology by:
    • Offering at least one program per semester that stimulates dialogue on diversity, equity, and inclusion.
    • Increasing student participation in the Kinesiology Diversity and Inclusion Network (KDIN).
    • Establishing an inclusive mentoring and peer advising program for students.
    • Disseminating a cultural competence inventory and climate survey to faculty, staff, and students.
    • Ensuring diverse and inclusive images and narratives in all of Kinesiology materials and products.
       
  • Promote equity and transparency in Kinesiology by posting accurate policies, practices, and procedures:
    • Revising and making accessible Kinesiology ‘governing’ documents such as the Undergraduate Handbook, Graduate Bulletin, and the Faculty and Staff Handbook.
    • Establishing/revising a conflict resolutions process for faculty, staff, and students.

 

Kinesiology Diversity, Equity, & Inclusion initiatives