Diversity Planning Committee Members
Minnesota State Community and Technical College is a member of the Minnesota State System and an Affirmative Action/Equal Opportunity College. At M State, the Diversity Planning Committee is comprised of representatives from the four campuses (Detroit Lakes, Fergus Falls, Moorhead, and Wadena) that includes faculty, staff, administrators, and students. The committee is charged with updating the College's Affirmative Action Plan, Strategic Diversity and Inclusion Plan, and for Ensuring and Sustaining Diversity and Inclusive Excellence of the institution.
Why Do Diversity Strategic Planning?
- Leverages and augments the efforts of diversity offices
- Highlights the importance of diversity to institutional mission
- Institutionalizes programs
- Provides systems of accountability
- Provides clarity in targeted outcomes and institutional practices
- Communicates commitment to diversity impact
M State recognizes and respects the importance of all similarities and differences among human beings. M State is committed, through its programs and policies, to fostering inclusiveness, understanding, acceptance and respect in a multicultural society. Diversity includes but is not limited to, age, ethnic origin, race, color, gender, sexual orientation, marital status, disability, religious beliefs, creeds and income. The commitment of M State to diversity compels it to confront prejudicial, discriminatory, or racist behaviors and policies (Minnesota State System 2015).
The active, intentional, and ongoing engagement with diversity - in people, in the curriculum, in the co-curriculum, and in communities (intellectual, social, cultural, geographic) with which individuals might connect - in ways that increase one's awareness, content knowledge, cognitive sophistication, and empathic understanding of the complex ways individuals interact within M State and Minnesota State System.
The proportional distribution or parity of desirable outcomes across groups. Sometimes confused with equality, equity refers to outcomes, while equality connotes equal treatment. Where individuals or groups are dissimilarly situated, equal treatment may be insufficient for or even detrimental to equitable outcomes.
An intentionally created document that includes a diversity definition, rational, goals, recommended actions, assignments of responsibility, timelines, accountability processes, and a budget (Williams, 2013).