Charting Our Inclusive Path Forward

“Being inclusive and acting with integrity sound nice...but to deliver on these principles requires constant attention and a determined commitment to improve. Frankly, a great university should expect nothing less of its leaders...Wherever those high standards aren’t being realized I am committed to doing better, always better.” 

-   President Jonathan Holloway

 

University Equity Audit

To better understand the challenges in cultivating a culture of inclusive leadership at Rutgers, President Holloway has commissioned a rapid equity audit. The equity audit is a mechanism to embrace diversity as a core value and demonstrate institutional maturity by grappling with where we are, identifying shortcomings as well as opportunities for growth. It will contain 3 components: 1) a central administration self-study, 2) a university leadership perceptions survey, and 3) an equity scorecard. Review the frequently asked questions guide to understand the objectives of the audit and next steps. 

To learn more about President Holloway’s aspirational vision for Rutgers, watch his January remarks to the Board of Governors.

 

Next Steps for New Brunswick

Read the message from Vice Chancellor Enobong (Anna) Branch on Race at Rutgers. 

Now is an opportune time to revisit the report of the Taskforce on Inclusion and Community Values, revise recommendations as needed, and recommit to fostering a climate of inclusion at Rutgers University–New Brunswick. 

Many members of the campus community responded to our survey invitation to reflect on the ideas generated and offered new suggestions for how we can move the campus forward. We have synthesized this feedback into five priorities that encapsulate areas where the campus needs to improve to make its commitment to diversity, equity, and inclusion real.

  1. Recruit, Retain, and Develop a Diverse Community
  2. Promote Inclusive Scholarship and Teaching
  3. Define Sustainable and Substantive Community Engagement
  4. Build the Capacity of Leaders to Interrupt Systemic Racism
  5. Develop an Institutional Infrastructure to Drive Change

These priorities will define our path forward in the next year, enabling units to do an equity assessment and self-study in relation to campus diversity priorities. In the coming weeks, we will share details and a timeline for the campus diversity strategic planning process and invite campus wide engagement to chart our inclusive path forward.