DEI Strategic Plan Overview

“At the University of Michigan, our dedication to academic excellence for the public good is inseparable from our commitment to diversity, equity, and inclusion. It is central to our mission as an educational institution to ensure that each member of our community has full opportunity to thrive in our environment, for we believe that diversity is key to individual flshing, educational excellence and the advancement of knowledge.”

From being one of the first universities to admit women in 1870 to our historic defense of race conscious admission policies at the U.S. Supreme Court in 2003, the University of Michigan has had a fierce and longstanding commitment to diversity, equity and inclusion (DEI).  This commitment rests upon our recognition of the history in the United States of racial, ethnic, and gender discrimination as well as our understanding that our progress as an institute of higher learning will be enhanced with a vibrant community of people from many backgrounds.

 

Click here to view our full strategic plan.

We commit to increasing diversity, which is expressed in myriad forms, including race and ethnicity, gender and gender identity, sexual orientation, socio-economic status, language, culture, national origin, religious commitments, age, (dis)ability status, and political perspective.

We commit to working actively to challenge and respond to bias, harassment, and discrimination. We are committed to a policy of equal opportunity for all persons and do not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, height, weight, or veteran status.

We commit to pursuing deliberate efforts to ensure that our campus is a place where differences are welcomed, different perspectives are respectfully heard and where every individual feels a sense of belonging and inclusion. We know that by building a critical mass of diverse groups on campus and creating a vibrant climate of inclusiveness, we can more effectively leverage the resources of diversity to advance our collective capabilities.

Diversity

We commit to increasing diversity, which is expressed in myriad forms, including race and ethnicity, gender and gender identity, sexual orientation, socio-economic status, language, culture, national origin, religious commitments, age, (dis)ability status, and political perspective.

Equity

We commit to working actively to challenge and respond to bias, harassment, and discrimination. We are committed to a policy of equal opportunity for all persons and do not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, height, weight, or veteran status.

Inclusion

We commit to pursuing deliberate efforts to ensure that our campus is a place where differences are welcomed, different perspectives are respectfully heard and where every individual feels a sense of belonging and inclusion. We know that by building a critical mass of diverse groups on campus and creating a vibrant climate of inclusiveness, we can more effectively leverage the resources of diversity to advance our collective capabilities.

  • Planning Leads

    Ronald Woodard (Professor of Pharmacy, Medicinal Chemistry & Chemistry)
    Cherie Dotson (Student Affairs Program Manager – Recruitment & Outreach)

  • Planning Team - Faculty/Staff

    Cesar Alaniz (Clinical Assoc. Professor of Pharmacy Services, Clinical Pharmacist);
    Charlotte Bowens (Research Process Senior Manager)
    John Clark (Clinical Assoc. Professor of Pharmacy, Director of Pharmacy Serv., Inpatient Pharmacy Serv.)
    Steve Erickson (Assoc. Professor of Social and Administrative Sciences, Clinical Pharmacist)
    Caitlin Ferguson (Program Manager – Experiential Education and Community Engagement)
    Anica Madeo (Assistant Director of the Center for Interprofessional Education)
    Nancy Mason (Assoc. Dean for Student Services, Clinical Professor of Pharmacy, Clinical Pharmacist)
    Nair Rodriguez (Assoc. Professor of Pharmaceutical Sciences)
    Gus Rosania (Professor of Pharmaceutical Sciences)
    Hollis Showalter (Research Professor of Medicinal Chemistry and Co-Director of the Vahlteich Medicinal Chemistry Core)
    Matthew Soellner (Assistant Professor of Medicinal Chemistry and Chemistry)
    Paul Walker (Clinical Professor of Pharmacy; Director of Experiential Education, Community Engagement & Continuing Education; Manager of Patient Care Outcomes; Adjunct Clinical Prof of Nursing)

  • Planning Team - Students

    Stephanie Burke (PharmD student – 4th year)
    Katherine Cho (PharmD student – 3rd year)
    Tracelyn Freeman (PharmD student – 2nd year)
    Blaise Ndukwe (PharmD student – 2nd year)
    Jerika Nguyen (PharmD student – 3rd year)
    Maxwell Norris (PharmD student – 2nd year)
    Helen Waldschimdt (Medicinal Chemistry Graduate Student – 4th year)

  • Data Collection Process

    The data that has provided guidance in the development of the COP Diversity, Equity and Inclusion Strategic Plan was collected by:

    • The University of Michigan ADVANCE Program conducted the 2014 Climate Survey for the College of Pharmacy. 
    • Student engagement leaders facilitated the UM COP Diversity, Equity and Inclusion Forums for the faculty, staff and PharmD students. The top ideas for each group were identified using the Liberating Structures2 crowd sourcing technique, which required each attendee to write an issue/concern along with a solution on an index card.  The cards were then passed quickly to others among the group for peer ratings.  Ratings were made on a scale of 1-5, where 5 is the most pressing issue/concern.  The resulting issues/concerns and rankings were tallied by the event facilitators and were presented for review in a final report. 
  • Additional Data Sources
    • Student Services reports (admissions, recruitment and retention data)
    • Departmental information (Rackham reports)
    • Feedback from student Town Hall meetings and departmental retreats 
  • Data Analysis Process
    • The COP Diversity, Equity and Inclusion Committee reviewed the reports and executive summaries that were provided by the ADVANCE Program.  This information, in addition to reviews by other groups (Student Services Committee), was used to identify issues of concern for our constituent groups. 
    • The Diversity, Equity and Inclusion Committee reviewed the reports for each constituent group (faculty, staff and PharmD students) and extracted the top ideas pertaining to diversity, equity and inclusion.  
  • Past Planning Events

    College of Pharmacy Diversity, Equity and Inclusion Events

    Faculty & Staff Diversity, Equity and Inclusion Forum – January 26, 2016 (3:30 – 4:30 pm)
    Total Attendance – 50       Faculty (29 ideas generated)        Staff (21 ideas generated)

    PharmD Diversity, Equity and Inclusion Forum – January 26, 2016 (5:00 – 6:00 pm)
    Total Attendance – 159   PharmD Students (133 ideas generated) 
     

    College of Pharmacy Diversity, Equity and Inclusion Follow-up Meetings

    PharmD student Diversity, Equity and Inclusion (Debriefing Meetings)

    February 1, 2016 (noon – 1:00 pm)
    February 3, 2016 (noon – 1:00 pm)

    Faculty Diversity, Equity and Inclusion (Debriefing Meetings Regarding Recruitment)

    February 16, 2016 (noon - 1:00) PharmD)
    February 24, 2016 (noon - 1:00) -                                
    February 24, 2016 (1:00 – 2:00 pm)

    Student (PharmD, PhD, BS) & Post-Doc Diversity, Equity and Inclusion Town Hall Meeting

    March 24, 2016 (5:30 -7:00 pm)
    March 30, 2016 (noon-1 pm)
     

    Departmental Meetings                

    Medicinal Chemistry – State of the Department Meeting – August 31, 2015

Click here to view our full strategic plan.

Listing Row

Thursday, September 29, 2016
Thursday, September 29, 2016