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Updated LSA DEI Plan, March 2017
The College of Literature, Science, and the Arts is pleased to publish its updated strategic plan for diversity, equity, and inclusion.
This plan builds on a draft version of the plan that was shared in August 2016 with LSA faculty, staff, and students. Through several community forums, dozens of emails, and many one-on-one conversations, hundreds of people offered insights and raised powerful questions about the plan. The revised plan published here incorporates many of those ideas.
Events of the past few months remind us just how far we have to go to create a truly diverse, equitable, and inclusive community. At the same time, we have made significant, measurable progress in many areas, some of which are highlighted below.
The full plan can be downloaded using the link above or browsed in an online format using the links following the progress report below. To provide feedback or ask questions about the plan, email firstname.lastname@example.org.
LSA DEI Plan: Six-Month Progress Report
Undergraduate and Graduate Student Goal Highlights:
- Provided 435 loaner computers to date through the LSA Laptop Loan Program, a step toward bridging the “digital divide.” The program expands this year to include transfer students.
- Expanded the Comprehensive Studies Program (CSP) and the Summer Bridge Scholars Program:
- Launched Bridge Scholars PLUS to allow students to actively remain a part of Summer Bridge after the start of the academic year.
- Created internships and positions for CSP juniors and seniors to provide mentorship and other assistance to first- and second-year CSP students.
- Provided free standardized test preparation for graduate and professional school to over 150 first-generation and low-SES students.
- Provided more than $200,000 in scholarship funding through Bridge Scholars PLUS, which covers an academic coach, a $1,000 scholarship voucher, and up to $4,000 in support to participate in a small, experiential program, including study abroad, internships, or a summer academic program such as the New England Literature Program, Camp Davis, etc.
- Expanded access to international study and internships:
- Increased funding for the Passport Program with a goal to provide passports to all LSA four-year scholarship recipients and to all CSP and Summer Bridge participants.
- Through the LSA Scholarship Office, distributed $1.4 million in scholarships for international opportunities to Pell Grant recipients via CGIS, up from $800,000 several years ago.
- Created new, short-term (three- and four-week) international internships and study-abroad options that are less expensive and time consuming than traditional programs. Many were designed with student athletes in mind but are open to all students.
- Awarded $845,000 in scholarships to support student internships through the LSA Opportunity Hub.
- Invested over $100,000 in reducing class size from 25 to 18 in a pilot group of Race and Ethnicity discussion sections.
- Launched the Democracy in Action Fund to provide grants of $500 to $2,500 to support students engaged in meaningful DEI-related work. We expect to fund eight to 10 proposals this year, at a total cost of about $20,000.
- Launched the Sociology Opportunities for Undergraduate Leadership Program, a partnership between the Department of Sociology and the Barger Leadership Institute targeted at first-generation students.
- Added a reflection room to Haven Hall and programmed reflection rooms into the designs for the LSA Opportunity Hub and Weiser Hall.
- Increased transfer recruiting efforts across Michigan and in Illinois, New York, California, and Florida. We saw a 13 percent increase in in-state transfers and 12 percent growth in out-of-state applications.
- Worked with the Program on Intergroup Relations on a plan to provide faculty with resources for introducing more dialogue pedagogies into Race and Ethnicity courses, including the hire of a new Lecturer III position and a search for a new Race and Ethnicity consultant in partnership with the Center for Research on Learning and Teaching.
- Proposed a Digital Citizenship Initiative for the class entering summer 2017.
- Created a Minority Serving Institution partnership with the University of New Mexico, which will be the first of several partnerships to increase engagement of faculty and graduate students between institutions.
Faculty Goal Highlights:
- Moved forward with our strategic goal to establish a new associate dean for diversity, equity, and inclusion position.
- Launched the LSA Collegiate Postdoctoral Fellowship Program to recruit 50 scholars with demonstrated expertise in diversity, equity, and inclusion and to provide a streamlined process for joining the tenure track. Seven hundred sixty-three people applied; selection of the first cohort of fellows will be completed in spring 2017.
- Created the Distinguished Diversity and Social Transformation Professorship through LSA’s National Center for Institutional Diversity to recruit senior faculty members to join the community of diversity scholars on U-M's campus.
- Invested in Grants to Support Research. Scholarship, and Change program, offering 10 to 12 grants of up to $3,000 to support innovative, evidence-based strategies that will advance diversity, equity, and inclusion in academia and society.
- Established the Distinguished Diversity Scholar Career Award through LSA’s National Center for Institutional Diversity, to be given annually to a U-M senior scholar who will deliver the Distinguished Diversity Scholar lecture or performance, and will receive an award of $10,000.
- Created the U-M Diversity Scholars Network, a part of the national Diversity Scholars Network, which is open to all U-M scholars who are dedicated to the production and dissemination of diversity research and scholarship.
- Created an Award for Outstanding Contributions to Undergraduate Education in Race and Ethnicity Instruction.
Staff Goal Highlights:
- Hired the first LSA diversity, equity, inclusion, and culture (DEIC) officer.
- Established and implemented a quarterly DEI newsletter distribution process that goes out to all LSA faculty, staff, and students.
- Recruited staff DEI advocates from every unit.
- Created an LSA Staff Resources page, including U-M employee resource groups.
- Trained staff on the Americans with Disabilities Act (ADA) and circulated an accommodation checklist for LSA staff with disabilities to LSA units.
- Offered eight intercultural responsiveness workshops to date, with 286 LSA staff participants. Topics included unconscious bias, communication styles, disparate impact, disparate treatment, and generational differences.
- Scheduled eight new sessions for 2017 on topics such as microaggressions, the ADA and accommodations, and steps to take in hiring once you have a diverse candidate pool.
- Hired the first LSA DEI intern.
- Hired a program assistant to help with the DEI staff train-the-trainer model and assist with the development of DEI sessions.
- Launched LSA staff guiding principles that will inform the way all staff work and relate to one another. Principles include a statement of support, encouragement, and respect for a diverse, equitable, and inclusive community.