Diversity, Equity and Inclusion Annual Report 2022

Our findings and recommendations
Recruit and Retain
The data we collected suggest the following:
• Employees experience differential treatment based on their identity group membership and regularly
encounter microaggressions.
• Differential treatment may explain why according to our survey less than half of the respondents have
intentions to stay at TWU.
• Research shows that employees leave their boss, not their company. Based on focus groups and
open-ended responses from our survey, faculty report differential treatment from their deans and
associate deans and some faculty and staff report fear of retaliation from their boss.
• According to feedback from focus groups and open-ended responses from our survey, employees are
ridiculed or discouraged from attending meetings for employee resource groups.
• There is no formal policy for faculty search committees or staff hiring panels to attend recruitment
training in order to reduce unconscious bias during the hiring process.
• As a policy, job ads are not reviewed for gender-neutral language which is shown to increase the
diversity of an organization’s labor pool.
• Employees do not receive formal mentorship and professional development for staff is limited.
• Training on inclusive pedagogy and universal course design is limited.
The CDEIC recommendations to improve recruitment processes and retention are as follows:
1. Mandate search committee and hiring panel training for all committee or panel members and all
employees with leadership roles.
2. Mandate annual, in-person, synchronous training on inclusive leadership and microaggressions for
employees with leadership roles.
3. Establish a DEI committee within each college.
4. Continue to offer inclusive pedagogy and universal course design training from the
Center for Faculty Excellence, but it should be mandated.
5. Provide funding to employee resource groups for professional development opportunities and
mentoring programs for employees and students.
6. Create policy to offer corrective action plans and training to leaders with poor 360
degree evaluation feedback or a certain number of grievances against them.
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