Our Progress

In response to needs communicated to the university by the Legion of Black Collegians and Concerned Student 1950, the Division of Inclusion, Diversity & Equity is taking action to make our university stronger.

IDE 2017 group photo

In response to needs communicated to the university by the Legion of Black Collegians and Concerned Student 1950, the Division of Inclusion, Diversity & Equity is taking action to make our university stronger. Below you will find many of the ways in which we’re working to do so.

About the Division

The Division of Inclusion, Diversity & Equity (IDE) was created in the fall of 2015 to foster an inclusive living, learning, and working community where everyone is valued and inspired to reach their full potential. IDE achieves this overarching goal through programming efforts, support services and learning spaces that include: Diversity Peer Educators, the LGBTQ Resource Center, Citizenship@Mizzou, CitizenshipToo, the Office for Civil Rights & Title IX, the Gaines/Oldham Black Culture Center, the Multicultural Center, the LGBTQ Resource Center, Diversity101, Workplace Diversity trainings, and a comprehensive faculty recruitment and retention plan. Thanks to these efforts and many others, Mizzou is in position to become a national exemplar where the campus, local communities, and the state embody inclusive excellence.

Division Highlights

  • The MU Division of Inclusion, Diversity & Equity is in its second year with Dr. Kevin McDonald at the helm. McDonald now serves as permanent Vice Chancellor of IDE on the MU campus as well as Chief Diversity, Equity and Inclusion Officer for UM System.
  • Annual Martin Luther King, Jr. Celebration Event &emdash; In 2017, the entire 1,200-seat Missouri Theatre was filled to capacity, along with several hundred more people watching from an overflow room and an online stream. Over 92 percent of people surveyed after the program rated it “Excellent,” the highest mark they could. Respondents thanked us for making it widely available not only at Mizzou but other institutions of higher education and to people as far away as Seattle.
  • MOCHA – IDE supports MOCHA’s implementation at the Columbia Public High Schools. MOCHA provides personal, academic, cultural, social, professional and leadership development to students to positively impact success, increase retention and develop successful leaders.
  • In spring 2017, IDE partnered with MU Athletics to organize and promote the first Mizzou Principles of Community Mile event. Hundreds of members of the Mizzou and Columbia Community participated in a mile race and affirmed our values. Again in partnership, Athletics and IDE launched a video to be played before all sporting events and a pledge any community member can sign.
  • Summer Welcome Diversity Video – In partnership with New Student Programs and the Academic Support Center, IDE created a video to explain the division to all incoming students. It honestly addressed concepts of inclusion and diversity and issues students might face, introduced where they might turn and how it builds a positive community for all at Mizzou.
  • Mizzou leaders, along with those at UM System, have adopted the Inclusive Excellence Framework, which is designed to help MU integrate diversity and equality efforts. The framework outlines strategies that seek to increase student enrollment of historically underrepresented/underserved populations, recruit and retain a more diverse faculty and staff, create a climate that is supportive and respectful and that values differing perspectives, and more.
  • IDE Vice Chancellor Kevin McDonald partnered with the Chancellor’s Office and the Office of Enrollment Management to foster internal and external support for grants that reaffirm the university’s pledge to fulfill its land-grant mission to offer affordable education to Missouri residents. Earlier this fall, the Missouri Land Grant Compact was presented to the campus community with an expected rollout date in fall 2018. The concept for the Missouri Land Grant Compact was modeled after IDE’s Inclusive Excellence Framework, which McDonald first introduced to the campus community in fall 2016. Objectives outlined in the strategic framework target several improvement areas, including increasing access to underserved and underrepresented students in rural and urban portions of the state.
  • In Fall 2017, IDE hosted the first New Multicultural Faculty & Staff Reception. Over 200 faculty and staff, all hired at the university within the last year, were invited to participate. Chancellor Alexander Cartwright and Provost Garnett Stokes welcomed the attendees, who were afforded an opportunity to network with colleagues from across campus during the event. Several academic deans were in attendance to show support for recruiting diverse unit members.

IDE Unit Accomplishments

Access & Leadership Development

  • BackTalk (Youth equity project hosted in conjunction w/ United Way): Developed and implemented BackTALK in collaboration with the United Way and several community partners (a youth equity project to encourage students to advocate for themselves and their communities through the arts); reached 151 students over the year.
  • Emerging Leaders (Co-sponsored by IDE and the Missouri Legislative Black Caucus Foundation): In Summer 2017, approximately 70 rising Missouri high school sophomores, juniors and seniors experienced leadership in the legislative process as participants of the Emerging Leadership Conference. Participants learned about 11 bills, including one from the current Missouri special legislative session. Students were housed on the Mizzou campus and worked closely with university administrators, professors, doctoral and undergraduate students, and state legislators throughout the three-day program. The conference also featured a college preparation workshop led by Mizzou Admissions, a campus tour and student-mentor advising sessions.
  • STEM Cubs (elementary camp hosted in conjunction w/ College of Engineering): STEM Cubs: Serving 64 students, a K-5 STEM Day Camp, through a partnership with College of Engineering (had 200 applicants)

Faculty Fellows

  • Citizenship@Mizzou:
    • Revised and redesigned the Citizenship@Mizzou program, including collaborating with faculty participants and students of Talking Drum Band.
    • Citizenship@Mizzou is a two-hour interactive program designed to introduce students to the values of Mizzou and to the ways in which we engage with issues of citizenship on a richly varied and diverse campus. The goal of the program is to prepare students to critically think about the work of Mizzou and to recognize that the faculty, staff and student population includes people from a wide range of places, spaces, identities and views.
  • CitizenshipToo:
    • A companion program to the Citizenship@Mizzou program, CitizenshipToo is designed as an interactive program for faculty and staff with Fall 2017 implementation.
    • The goal of CitizenshipToo is to present to faculty and staff the perspectives of students regarding the critical question of what citizenship means for the entire Mizzou community. Discussions will allow for the collection of ideas from faculty and staff on ways to enhance the notion of citizenship on our campus.
  • Institute for Inclusive Teaching:
    • Investigated teaching and diversity-related faculty development resources available to Mizzou faculty; consulted with colleagues across campus and in other institutions; researched programs in other institutions that seek to promote inclusion in the classroom; met with key stakeholders on campus to discuss the specific need for and potential impact of an Institute for Inclusive Teaching at Mizzou.

Inclusive Engagement

The Office of Inclusive Engagement (OIE) in the Division of Inclusion, Diversity and Equity was created to provide leadership, policy guidance and programming in diversifying and retaining faculty/staff, educational and professional development training and research, and communicating on all aspects of diversity and inclusion for the many MU audiences including alumni and the community at large.

  • Campus Climate Survey:
    • Collaborated with the UM System to select IBIS as the diversity auditor and Sue Rankin and Associates for the Campus Climate Study. The diversity audit was completed and reported in late fall of 2016. The Campus Climate survey was launched in October of 2016 with over 22 percent participation rate. The Task Force on Diversity produced a report after a two-day retreat with members from the four campuses in January 2017. The Campus Climate Study’s report has been made available top university administrators with the intent to present findings to the campus in September 2017.
  • Digital Literacy and Inclusion Working Group:
    • In conjunction with the Office for Civil Rights & Title IX and Student Life in Student Affairs, this new working group was created to spread information about ongoing attempts to disrupt campus life, to discuss tools and methodology outsiders are using, and to combat those negative efforts through education, networking and resources. The group now comprises members of many offices on campus, including MUPD, Parent Relations, the News Bureau and many others.
  • Diversity 101:
    • New Diversity 101 course with 2017 Summer implementation for all four UM System Campuses: 137 participants enrolled. Diversity 101 is a highly interactive, fully online professional development course that explores the concepts of diversity and inclusion particularly as they pertain to the higher education workplace. This course is designed to engage mixed groups of faculty and staff from all UM System campuses in a learning process that will enhance our capacity to build a culture where everyone feels they are welcome, they belong, and they can thrive.
  • Faculty Hires:
    • Experienced a 142 percent increase in anticipated underrepresented tenure-track/tenured minority faculty hires, from seven in 2016-2017 to 17 in 2017-2018.
  • Core Concepts, Workplace Diversity, and Constructive Communication Across Differences Trainings:
    • Over 500 faculty and staff took various workshops and sessions in the 2016-2017 academic year. Provided four department specific trainings on inclusion practices in the classroom.
    • Developed new Train the Trainer program and ran pilot program with 13 participants.
    • The Workplace Diversity Series engages faculty and staff in a variety of topics related to diversity and inclusion. The presenters include faculty and staff from departments all around campus such as the Counseling Center, the LGBTQ Center, Student Health, Center for Health Policy, etc. Participants gain valuable knowledge, practice important skills and engage in lively discussions.
    • Diversity and inclusion are labels used to express complex, multi-faceted organizational strategies, goals, and values. The purpose of the Core Concepts Series is to provide faculty and staff with a foundational understanding of some core concepts related to enhancing diversity and inclusion on our campus. Topics address basic concepts that are widely applicable such as inclusive excellence, unconscious bias and active listening.
    • The purpose of the Constructive Communication Across Differences series is to enhance the capacity of faculty and staff to engage in conversations about challenging, emotionally-laden topics (i.e., race, discrimination, policy, politics, etc.). The skills learned in this series can be applied to the workplace, the classroom, and in interpersonal and community contexts.
  • Social Media Engagement:
    • 1,331,024 impressions and 60,666 engagements were made via social media content since January 2017. Those include success stories of graduating students, event and programming promotion, news and initiative updates and many other positive promoted pieces.

Office of Accessibility & ADA Education

The Office of Accessibility and ADA Education works to foster an inclusive and welcoming environment for people with disabilities, free of physical, programmatic, informational, and attitudinal barriers. This environment includes the University’s governing policies and procedures, access to employment and employment services, academic programs, physical facilities, information technology, and other University programs, activities and services. During the 2016-2017 academic year, the Office of Accessiblity and ADA Education worked to install 413 signs in 93 buildings directing pedestrians to accessible entrances.

Office for Civil Rights & Title IX

The Office for Civil Rights & Title IX (OCRT9) enforces the university’s non-discrimination policies, educates the community about our policies and practices, connects people to resources that can support them if they experience discrimination or retaliation, and listens to the concerns of the campus community.

If students, faculty or staff experience any form of discrimination or retaliation, they can make a report to the OCRT9. An OCRT9 staff member will contact the complainant to discuss options and rights, and can investigate whether university policies were violated.

  • On Feb. 9, 2017, the Board of Curators approved revisions to the Collected Rules and Regulations (CRRs) related to diversity, equity and inclusion. Revisions include improvements and updates for clarity and consistency, the addition of equity resolution process to address claims of discrimination against the university, and the addition of a student preferred name policy.
  • OCRT9 and the Office of Accessibility and ADA Education (OCRT9-ADA) shared its first annual report with the community this May. The report gives the community a sense of the types of concerns that are brought to our office; it explains the resources and processes that we offer; and demonstrates our commitment to helping students and employees. The report is available here: http://civilrights.missouri.edu/data/2015-16-annual.php.
  • It describes 674 alleged incidents of race, color, national origin, ancestry, sex, gender identity, gender expression, sexual orientation, disability, religion, age, genetic identity, or protected veteran status discrimination reported to OCRT9-ADA in 2015-2016. Full investigations were requested in 53 matters and the evidence warranted holding 20 people responsible for various violations. To foster respect, 98 students, faculty or staff received targeted education after an allegation of discrimination so that they could better understand our non-discrimination policies and expectations. We engaged with students, faculty and staff to provide 285 interim remedies, referrals, or other assistance tailored to their needs. We also provided in-person workshops or programming to over 5,000 students, faculty, and staff about principles of inclusion, equity, and non-discrimination. Thousands more completed our online “Not Anymore” program.

Student Engagement & Success

The Student Engagement & Success unit offers a sense of belonging to all students by providing a “home-away-from-home” atmosphere through five social justice centers: Gaines/Oldham Black Culture Center, LGBTQ Resource Center, Multicultural Center, Relationship and Sexual Violence Prevention Center, and the Women’s Center).

  • The Gaines Oldham Black Culture Center complements academic programs of a study and enriches the quality of campus life for African American students at the university. The BCC provides support for higher retention and graduation rates through social and educational programming, offers leadership development opportunities, and establishes a safe space for students.
    • During the 2016-2017 academic year, the Gaines/Oldham Black Culture Center (GOBCC) offered a number of programs and/or facilitated discussions, which addressed intersectionality. One particularly outstanding example of this was the Blurred Lines program, which addressed issues of sexual assault within communities of color, a topic often left undiscussed. This program was a collaboration by the GOBCC, the RSVP Center and OCRT9, which spoke not only to the intersections in individual lives, but also to the intersections in the work of staff from the campus in general and IDE in particular.
    • In Fall 2017, the GOBCC established the Gaines/Oldham Mizzou ’21 Pinning Ceremony. The purpose of this ceremony is to welcome freshmen into the Mizzou community. Freshmen in attendance will be introduced to their peers, campus leaders and other resources that can enrich their Mizzou experience. The commemorative pin is in honor of Lloyd L. Gaines and Marian O’Fallon Oldham; two civil rights pioneers whose efforts let to integration in higher education at Mizzou.
    • The GOBCC will continue to support the ONYX Black Faculty/Staff Networking event. This is an annual event hosted by the Gaines/Oldham Black Culture Center, Legion of Black Collegians, National Pan-Hellenic Council and Department of Black Studies. The event serves as an opportunity to meet and network with faculty/staff, student leaders and other students at Mizzou.
  • The LGBTQ Resource Center works to foster a welcoming and inclusive environment for Mizzou community members of all sexual orientations, gender identities and gender expressions. We address this mission by allocating our resources across three broad areas: educational programs, direct services and resources and advocacy.
    • During the 2016-2017 academic year, the LGBTQ Resource Center served as home to and/or provided advisement for eight student organizations, many of which bridged the intersections of students’ identities and/or connect to academic departments. Several of those organizations hosted major events. These included a week of programing and a nationally known keynote speaker on transgender identity as well as a regional conference, the Midwest Queer Trans Indigenous People of Color Conference.
    • The LGBTQ Resource Center staff trained more than 1400 individuals through the Safe Space training program, in addition to presenting a number of other educational programs.
    • The LGBTQ Resource Center collaborated with several campus offices including OCRT9 and the Registrar to develop and support the implementation of a new preferred name policy, which furthers inclusion of transgender and genderqueer students. Additionally, the LGBTQ Resource Center coordinator provided consultation to the Department of Residential Life regarding gender-neutral housing and to several campus offices regarding gender-neutral restrooms.
  • The Multicultural Center works towards creating a culturally inclusive and culturally adept campus environment. The MCC serves specifically as a support system and resource for the concerns and needs of students from marginalized and/or underrepresented identity groups. Through intentional dialogues and collaborative efforts, the center enhances the advancement of students holistically. In assisting in the creation of an educational and aware environment, the center deepens the understanding of the campus community and ensures the dignity and value of all individuals within the Mizzou community.
    • During the 2016-2017 academic year, MCC staff provided support and advisement to two initiatives: a social justice leadership development retreat known as Community 360 and the Diversity Peer Educators. Additionally, there are four primary student organizations: the Association of Asian American Students, the Association of Latin@ American Students, From the Four Directions (an organization for indigenous students) and Four Front Council, the governing body of the minoritized/marginalized student organizations. Each of those primary student organizations supported and collaborated with a number of other organizations throughout the year.
    • The Diversity Peer Educators, an MCC initiative that tries to promote greater cultural understanding and awareness at MU, provided more than 120 facilitations with classes and student organizations over the 2016-2017 academic year.
    • The MCC hosted the Women of Color Retreat for the second year in a row. Assessment of this retreat showed its value to participants, leading the MCC to plan on it becoming an annual event.
  • The Relationship and Sexual Violence Prevention (RSVP) Center aims to decrease the number of students who sexually assaulted, raped, abused in a relationship or stalked, and creates a campus culture that does not tolerate relationship and sexual violence and stalking. Mizzou’s Green Dot bystander sexual violence prevention program is one of the premier programs of its kind in the U.S.
    • The RSVP Center provided over 300 hours of direct services to 128 survivors, including crisis intervention and ongoing advocacy. RSVP peer educators provided more than 80 presentations for audiences totaling over 6,000 people. The RSVP Center collaborated with the OCRT9 on creating new resources for the campus regarding sexual violence.
    • MU was the initiating campus and primary host of The National Green Dot Day of Action, with over 50 campuses participating from across the nation. The RSVP Center worked in conjunction with MUTV to livestream the event nationwide.
    • The Green Dot training team has grown to 40 trainers (mostly staff) from across the campus, including other staff from IDE as well as from Residential Life, MUPD, the College of Education, Student Life and other departments. The Green Dot Team presented 88 presentations and trainings to a total of 7,548 individuals, including faculty, staff and students during the 2016-2017 academic year.
  • The Women’s Center exists to serve Mizzou and to provide a welcoming and supportive environment where people can learn about themselves, others, and the society in which they live. The Women’s Center provides support, education, resources, services, and opportunities for students as they have questions about their place in the larger society, particularly as they relate to intersectional issues of gender and social justice. The Women’s Center is a family friendly office which serves women, men, transgender individuals and non-gender conforming individuals. Although the Women’s Center’s primary focus is serving students, faculty, staff and community members are welcome to attend programs and utilize services.
    • During the 2016-2017 academic year, the Women’s Center implemented three program series: Ms. Zou, Mr. Zou and Mx. Zou, each designed to meet the needs of students who embraced specific identities and/or to inform others about issues and concerns related to those identities.
    • The Women’s Center’s student staff facilitated a discussion series, “Ain’t I a Black Woman,” on the intersections between gender and race.
    • The Center also hosted “Women’s Gender Studies Wednesday” where various faculty presented on their research, teaching interests, or life experience. The Center also maintained a selection of the books used for W&GS courses for use by individuals not able to purchase those resources.

Student Organizations

  • The Asian American Association unities students of all backgrounds at the university to bring awareness and understanding of Asian Pacific Islander American culture, history, and current issues to MU.
  • The Association of Latin@ American Students ALAS caters to the Latin@ community at the university but is open to anyone who is interested in learning about Latin@ culture. This student-run organization strives to promote cultural competency, raises awareness about Latin@ issues happening globally and on-campus. While creating a familiar experience for all students, ALAS functions as a network and emotional support group towards the educational achievement and professional development for our members. Through meetings and events, ALAS strives to look at the rich history of Latin@ culture.
  • The Diversity Peer Educators are comprised of students from the University of Missouri who are dedicated to promoting greater cultural awareness, competency, and understanding on campus and in the local community. DPE believe that conversations and interactions can lead to inclusive communities where others can learn to not only respect others’ differences, but celebrate them as part of gender culture.
  • The Legion of Black Collegians takes pride in working to develop a lasting appreciation of social, moral, intellectual, and most of all, cultural values that will uplift the black student in the pursuit of academia, and heighten the cultural consciousness of all students in all aspects of student life.
  • The Mizzou Black Men’s Initiative is a leadership development program provided by the Gaines/Oldham Black Culture Center the purpose of the program is to assist in the successful transition of Black freshmen males into the collegiate environment. There are three pillars that guide the operation of the program: Support, Development, and Involvement.
  • The Mizzou Black Women’s Initiative provides academic support, sisterhood, and moral support to women at the University of Missouri through peer mentorship.

Recognizing Mizzou Leaders

IDE would like to recognize, on an ongoing basis, members of our student, faculty and staff bodies who work to make our university more inclusive. Check out our Celebrating Inclusivity profiles!

Annual Division Programming Partnerships and Sponsorships

  • Diversity Awareness Partnership
  • Healing From Racial Injustices Series
  • Mizzou Principles of Community Mile
  • MU African American Experience in Missouri Lecture Series
  • MU Black Studies Fall Conference
  • MU Celebrates Martin Luther King, Jr. events
  • MU Diverse Engineering Professionals Conference
  • MU Minority Faculty and Staff Network
  • MU Social Justice Symposium