Diversity, Equity and Inclusion Annual Report 2022

Our findings and recommendations
Holistic
The data we collected suggest that employees believe that some identity groups receive more attention than others
when addressing issues of equity and access. Notably, DEI programs and activities for employees with disabilities and
LGBTQ+ employees are less visible and less promoted or supported. Also, the CDEIC encountered challenges
translating survey and marketing materials into Spanish, and ensuring that flyers promoting the survey were
distributed effectively and efficiently across all three campuses. The CDEIC recommends that an intentional focus is
made to ensure that DEI programs, policies, tools, resources and activities are in place to effectively address the climate
of DEI for members from all identity groups across the TWU system. The data collected suggest the following:
Equity
• Employees perceive that performance evaluations and advancement opportunities are not considered fairly as it
relates to race, gender identity, and sexual orientation.
• Employees perceived that workload is distributed unequally based on race, gender identity, and sexual orientation.
The CDEIC recommendations to be holistic and pursue equity are as follows:
1. Hire an outside consultant to perform an equity audit to investigate disparities in workload, pay, promotion, and
performance evaluation based on race, sex, gender and sexual orientation.
2. Include representation from the CDEIC in the strategic planning process so that employees from all backgrounds are
intentionally included in the strategic planning process.
3. Create mechanism to recognize and compensate for invisible labor such as service (e.g., DEIC, informally advising
traditionally underrepresented students) as research suggests that employees of color and LGBTQ employees are
disproportionately sought out by students of shared identity groups compared to their White, cisgender, or straight
colleagues.
4. Promote events and activities targeting employees, not just students, that recognize their heritage, abilities,
and identities.
5. Craft policy, promote and reduce the stigma related to floating holidays to accommodate the diversity of religion on
the TWU campus.
6. Determine merit pay by committee to mitigate the likelihood of implicit bias.
7. Hire a Senior Diversity Officer, create a centralized office, expand the Office of Diversity, Inclusion, and Outreach to
address employee culture, or designate a point-person for DEI programming just for employees to coordinate DEI
efforts for faculty and staff across the TWU system
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