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In fall 2021, the Dean’s Office convened a DEI Strategic Plan Committee to create a strategy for strengthening and advancing diversity, equity and inclusion among faculty and staff in the College of Arts and Sciences. Over a 15-month period the committee, led by Senior Associate Dean Karla Slocum, collected and reviewed data; engaged in visioning the College’s goals, values and opportunities related to DEI; and devised a set of specific activities to move the needle on climate and a culture of exclusivity and equity. The result is the January 2023 launch of our novel DEI Strategic Plan, Action Steps for Equity. An in-person town hall event to discuss the plan in full will take place on January 18th from 3-4:30 PM in Wilson Library’s Pleasants Family Assembly Room. All members of the College are invited.  

Action Steps for Equity comprises four DEI priorities for the College over the next three years: enhancing climate, more deeply understanding pay equity, attending to areas of repair, especially concerning our past, and augmenting diversity through recruitment and retention. Each priority has 15 broad action items that, in turn, include 40 specific action steps, which are outlined below. Progress on the plan will be provided here annually. We look forward to beginning this important work for the benefit of the College and our community.

Image Credit: Hansi Johnson

Action Items

Progress

Pay Equity

Take Measures to Understand and Address Pay Inequity among Faculty and Staff

Action Items

  1. College leadership to review data-driven reports and initiatives at UNC-CH concerning pay equity and identify how and whether the College can align with them (Begin Spring 2023)
  2. Assess pay rates across diverse classifications among staff and faculty (Begin Spring 2023)
  3. Share findings from pay equity review with dept and unit chairs, directors and managers (Begin Fall 2023)
  1. Provide pay equity training/workshop for unit directors, department chairs and managers (Begin Fall 2023)
  2. Charge unit leadership (e.g., chairs, directors, managers) to conduct annual pay equity review, identifying needs and challenges (Begin Fall 2024)
  3. College leadership to work with unit leadership on identifying needs for addressing strengthening pay equity (Begin Spring 2024)
  1. Communicate best practices for distribution of available funds for pay/merit pay (Begin Summer 2024)

Progress

Action Items

Progress

Repair

Reckon with and take measures to repair harms that our community has experienced

Action Items

  1. Explore, support and invest in the development or growth of affinity groups that provide spaces for intra-group dialogue, exchange and support among underrepresented faculty & staff (Begin Spring 2023)
  2. Augment opportunities for community dialogue and understanding with substantial community participation by: 1) hosting annual community town halls; 2) enhancing our Conversations to Uphold Equity series (Begin Spring 2023)
  1. Invest in work by faculty and staff that advances an understanding of any harms associated with our past or present, along with action steps for change (Begin Fall 2023)
  2. Promote work by faculty and staff that contributes to community repair in the face of our past (Begin Spring 2023)
  1. Support and showcase community-engaged, ethically-driven partnerships among UNC faculty/staff and Chapel Hill’s communities with a history of serving, providing substantial work or involvement with UNC-CH (Begin Fall 2024)
  2. Support student mentorship by faculty and staff who work with North Carolina students who are descendants of families or are from historically-marginalized communities that have a history of providing substantial work or involvement with UNC-CH (Begin Fall 2024)
  3. Work with units engaged substantially in community engagement to develop a set of DEI Best Practices for Community Engagement (Begin Spring 2024)

Progress