Task Force Charge
Explore the creation of a unified Office of Diversity, Human Resources and Professional Development that would better leverage our personnel and resources and elevate this priority to achieve our collective goals.
Chairs: Edil Torres-Rivera, professor, Latinx Studies and Voncella McCleary-Jones, associate dean and associate professor, School of Nursing
Task Force Members
| Name | Representing |
|---|---|
| Edil Torres-Rivera, co-chair | Fairmount College of Liberal Arts and Sciences |
| Voncella McCleary-Jones, co-chair | College of Health Professions |
| Linnea Glenmaye | Academic Affairs |
| Gery Markova | Academic Affairs |
| Judy Espinoza | Finance and Admin |
| Jessica Provines | Student Affairs |
| Tom Aldag | Research-Innovation |
| Katherine Holmgren | Foundation |
| Christine Taylor | Office of the President |
| Alex Johnson | Athletics |
| Michael Irvin | Office of the President |
| Judy Mount | WSU Tech |
| Shelly Coleman-Martins | Strategic Communications |
| Jessica Provines | General Counsel |
| Katie Givens | Diversity and Community Engagement |
| Jozie Caudillo | Students |
| Sajani Jiten | Students |
| Maribel Sanchez | Students |
| Yulissa Hernandez | Students |
| Angela Linder | USS Senate |
| Sandra Goldsmith | USS Senate |
| Lisa Clancy | UP Senate |
| Heather Perkins | UP Senate |
| Ron Holt | Outside Representative |
| Jolynn Dowling | Faculty Senate |
| Deanna Carrithers | Diversity and Community Engagement |
Recommendations and Meeting Minutes
Summary of Recommendations
The Diversity, Human Resources and Professional Development Task Force recommended the following:
- Creation of a new division: Workforce Diversity, Human Resources and Professional Development.
- A divisional budget fully funded.
- Vice President hired to develop strategic direction and provide operational leadership.
- Formalize a WSU definition of diversity.
- Develop a strategic, comprehensive diversity recruitment and retention plan鈥� By college with applicable metrics.
- Implicit bias training 鈥� For all employees and search committee members.
- Recruiting reps to assist colleges on all aspects of the recruitment, selection and onboarding process.
- WSU to prioritize diversity hires.
- Recommend a salary and equity study (specific to gender and race) market-based pay transition completed.
- Develop and provide executive development opportunities, e.g.- leadership academy.
- Operationalize recommendations from the university campus climate survey.
- Align decision-making with university leadership priorities and strategic plan.
- Communicate academic units鈥� policies and expectations clearly.
- Create opportunities for faculty to participate in academic unit governance.
- Increase support for President鈥檚 Diversity Council and other inclusive excellence initiatives.
- Establish and promote mentoring for faculty/staff.
- Connect faculty/staff to campus and community resources within and outside the academic unit.
- Facilitate networking opportunities for faculty/staff.
- Consider leaves and other policies on an individual basis to best meet faculty needs.
- Establish ongoing assessment for success of program.