The Office of the Provost has identified tactics that will help the university make progress towards our goal of improving equity, inclusion, and diversity on and off campus. These tactics have been broken into the specific steps being taken.

At the University of Oregon, we will:

Hire and retain an increasingly diverse tenure-track faculty by: 

  • Updating the 2022-23 Institutional Hiring Plan to include cluster hires for growing faculty in areas related to indigeneity, social justice, and equity, rubrics to evaluate equity and inclusion statements, and expectations that new hires contribute to inclusive teaching and the culture of diversity at UO. 
  • Hosting four-part workshops series to support active recruitment of a diverse pool of faculty candidates and equitable hiring practices at the unit level. 
  • Making Target of Opportunity hires to support recruitment of scholars who contribute to the goal of increasing inclusive excellence. Inclusive Excellence Funding available to support new faculty hires from traditionally underrepresented groups. 
  • Leading data-informed interventions to support diverse faculty’s timely promotion and retention. 

Ensure and implement equitable faculty personnel policies by: 

  • Collaborating with the University Senate to define, measure and reward service equitably. 
  • Developing rubric and guidance for faculty and reviewers when evaluating equity and inclusion statements during personnel reviews. 
  • Ensuring that diverse scholarship is valued during personnel reviews. 
  • Consulting with affinity groups about inequitable personnel practices and policies to guide change. 
  • Providing “research-only” terms to faculty severely impacted by COVID-19 due to caregiving responsibilities.

Create an academic culture of inclusive excellence by:

  • Providing robust onboarding and training for new faculty that includes UO’s commitment to cultural humility as well as development in the areas of teaching, mentorship, scholarship and leadership. 
  • Providing comprehensive asynchronous and in-person training for local unit heads, including cultural humility and how to lead an inclusive and equitable unit. 
  • In collaboration with the University Senate and United Academics, using Inclusive Teaching as a key criteria for teaching evaluation, and supporting faculty with workshops, summer institutes, and training sequences for developing online courses as they develop their skills in this area. Rewarding faculty who consistently demonstrate excellence in Inclusive teaching through Distinguished Teaching Awards, and Williams Fellowship
  • Securing an HHMI Inclusive Excellence grant and participating in a Learning Community with peer institutions to share and innovate on our evaluation of inclusive teaching practices. 
  • Engaging in STEM education initiatives to decrease achievement gaps and disparate outcomes, such as the AAU Demonstration Program on equitable and inclusive teaching. 
  • Leading a Diversity Initiative to support faculty whose scholarship deepens our understanding of racial disparities. 
  • Building a data dashboard to ensure accountability and data-driven decisions related to achieving our IDEAL Campus and to closing equity gaps in student outcomes. 
  • Revising the Academic Program Review expectations to focus units on addressing equity gaps in student outcomes and inequities in service loads. 
  • In collaboration with the University Senate, developing the Cultural Literacy Core Education requirement. 
  • In collaboration with the University Libraries, the University Registrar, the Duck Store and the University Senate, developing a Textbook Affordability plan aimed at reducing course costs, which often have inequitable impacts on students.  
  • Developing working principles for culturally responsive mentorship, providing developmental opportunities to support faculty growth in this area.

Develop and promote programs to support and prepare members of underrepresented groups for leadership opportunities by:

  • Providing opportunities to develop and practice inclusive and transformational leadership behaviors and build confidence in leadership abilities through participation in the year-long UO Leadership Academy
  • Selecting 3-4 faculty per year to become Provost’s Fellows to work alongside executive leaders on projects related to inclusive teaching, culturally responsive mentorship and inclusive and transformational leadership while receiving mentorship and building a deeper understanding of university wide leadership and decision making.