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Engagement and Belonging Action Plan

Working towards division-wide excellence in engagement, inclusion, and belonging

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Three Pillars of Inclusive Excellence

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Inclusive Excellence

Continue to offer resources for inclusive language, gender decoder, and more.
Make progress towards eliminating the gender gap.
Maintain division-wide transparency
Continue to advance ubiquitous communication within IT and across the University

Professional Development

Mandate cultural competency training
Host diversity workshops
Encourage staff to attend campus HRIE workshops

Assessment for the Future

Climate Survey on assessment within the division
- Identify and implement engagement strategies
Inclusive Customer Service Survey
Utilize HRIE Rubric for all recruitments

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Speaker series once a year

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Action Plan

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Increase the number of CSUF Inclusive Champion Certificate Program (ICCP) completion within the IT Administration team and IT Managers
Establish an IT Social Justice Committee to help identify relevant and impactful learning opportunities for IT staff
Conduct quality control of IT Communications to ensure our communications and marketing materials are culturally sensitive
Continue to implement procedures to eliminate gender bias during recruitments by removing applicant names from resumes, writing job descriptions that are neutral by using gender decoder, and diversifying where we post job recruitments

Analyze results of the climate survey within the division and implement changes
Continue to be transparent in hiring efforts by announcing open positions internally, creating diverse hiring committees, and maintaining an inclusive hiring process; encouraging internal candidates to apply
Continue to enhance the IT Connects program to foster an inclusive environment and cultural awareness
Continue to incorporate Diversity, Equity, and Inclusion training into divisional on boarding process for new employees
Continue to plan and host fun and inclusive team building activities

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Vision for Embracing Diversity

As a technology leader, serving a campus of over 60,000 diverse students, faculty, and staff we value an advocate for inclusive practices and education. Our three pillars exemplify our efforts in providing staff with the tools to reflect inclusive excellence. This roadmap is intended to guide our efforts to ensure that the key components of our DEI Plan align with divisional strategies and goals.

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Advocacy

In the Division of Information Technology, we advocate DEI practices by:

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Continue to ensure search committees are diverse and inclusive in their demographic characteristics as well and in their expertise
Continue to advertise on diverse and inclusive job boards as well as in publications aimed at women
Continue to mandate Cultural Competency 101 Training for new employees
Continue to bring awareness to our use of inclusive language to bring everyone into the group and exclude no one.

Continue to participate in educational programming led by HRIE
Continue to commit to Educause guidance along with other system-wide CIOs
https://www.educause.edu/about/cio-commitment
Continue to monitor and evaluate engagement goals and achievement to improve our practices in managing inclusive belonging

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Core Values

Inclusion and belonging is at the core of who we are, as highlighted in Goal 3 of the IT Strategic Plan. We recongnize and celebrate the diversity amongts us.

Goal 3 objectives include:

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1. Examine the exisiting IT climate to identify and implement engaging strategies.

2. Broaden the current professional development program.

3. Establish workplace transparency across the Division

4. Advance ubiquitous communication with IT and across the University

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