Diversity, Equity and Inclusion Annual Report 2022

Where we are today
Based on the data we collected, the results suggest there are a number of matters that should be addressed in order
to meet the criteria for becoming an inclusive organization. Drawing from the MCOD model, TWU is two stages below
Stage 6, The Multicultural Organization. TWU can be classified as transitioning between Stage 3, The Compliance
Organization, and Stage 4, The Affirming Organization. Both stages fall under the category as a non-discriminating
organization. An example of the MCOD stages can be found here. This categorization is due to the following reasons
based on our data:
Evidence for Stage 3: The Compliance Organization
• Strengths
- TWU is verbally committed to removing discrimination barriers.
- TWU has initiated policies that address equity in evaluation processes and
advancement opportunities for faculty.
- TWU’s mission references the embracing of diversity.
• Opportunities for growth
- TWU has not fully addressed removing discrimination barriers for staff.
- TWU does not reference equity and inclusion explicitly in its mission.
- TWU has not yet formally restructured its organization and leadership to sustain a
climate of diversity, equity, and inclusion, especially for staff employees.
Evidence for Stage 4: The Affirming Organization
• Strengths
- TWU formally recognizes its affinity groups.
- TWU has begun to intentionally address ways to diversify the labor pool of
candidates for various roles and promote members of groups who are traditionally
under represented.
- TWU is beginning to intentionally change the profile of its workforce.
- TWU has begun to encourage employees to be more inclusive through an
increase in the number of voluntary DEI, Ally, Inclusive Pedagogy, and
Awareness trainings.
- Some (not all) colleges, divisions, and department promote DEI effectively
as evident from the creation of college-level diversity committees.
• Opportunities for growth
- TWU lacks a comprehensive and university-wide DEI agenda that is present across
all three campuses.
- Some (not all) employees still perceive a need to assimilate into an
organizational monoculture.
The six stages of development include:
1 Exclusionary
2 Club
3 Compliance
4 Affirming
5 Redefining
6 Multicultural
Multicultural
Redefining
Affirming
Compliance
club
*Reaching Stage 6, the Multicultural Organization, should be
the goal of organizational leadership.
Exclusionary
10