Institutional Goals

Diversity, Equity, and Inclusion (DEI) work is expansive with opportunities across the enterprise to advance the FIU Next Horizon 2025 strategic plan. Infusing specific goals associated with these plans are intended to level the field and move the DEI needle forward in creating a more welcoming and inclusive environment for underrepresented minorities as well as foster enhanced diversity and inclusion for all groups who feel excluded from the fairness, opportunity, and equal treatment called for by our mission and values.

The following represent a few priorities among the overarching FIU DEI Goals of achieving significant events or milestones towards fostering a culture of belonging and towards eliminating disparities within the FIU community among underrepresented groups.

  • Phase 1: The Foundation

    Listen, Assess, Awareness

    Academic Year '20-'23

  • Phase 2: Advancing DEI

    Implementation of recommendations

    Academic Year '22-'25

  • Phase 3: Monitor & Evaluate

    Monitor, Evaluate, and Develop long-term objectives

    Academic Year '24-'27

DEI Priorities

Representation
Recruit, retain, and develop a diverse community

Research shows, and the Equity Action Initiative confirmed, that having more diverse representation among an organization’s populations coupled with creating space where everyone feels a sense of belonging and can bring their authentic selves to work/learn/earn, is better for the business. Inclusion and belonging are key to our DEI strategy as we employ intentional efforts among these groups.

The University will focus on increasing recruiting, retention, and development of underrepresented minorities in four stakeholder groups:

  • Faculty
  • Administrators (Level 3 or above)
  • Graduate Students
  • Board Presence

Policy, Practice & Performance Measures
Improve systems, policies, and procedures to facilitate diversity, inclusion, transparency, and accountability

To the extent that systemic barriers place unequal value on individuals and communities relying on past practices and implemented policies that have been transferred within and throughout an organization, they have resulted in certain populations being excluded from opportunities as noted in the Equity Action Initiative. This goal seeks to improve those systems and remove barriers with transparency and accountability efforts employed.

Institutional Learning
Cultivate an inclusive and equitable campus climate, culture, and community

Being genuinely committed to understanding others’ perspectives requires full engagement to bridge racial, ethnic, religious, gender, generational, differently-abled, and sexual orientation divides that are experienced daily. Our comfort is going to be challenged when we fully embrace discussions of race, diversity, and inequality. The core of ‘belonging’ begins with understanding others’ experiences coupled with understanding the root causes of racial divides. Cultivating an inclusive and equitable campus climate moves the University through this process of learning. At FIU, we cannot be ‘leisurely’ with cultural competence integration. Enterprise-wide inclusive excellence training embeds shared values, beliefs, attitudes, and behaviors around FIU’s commitment to diversity, equity, inclusion, and belonging in a way that permeates processes and behaviors throughout the Panther nation.