Diversity, Equity and Inclusion Annual Report 2022

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Frameworks we used Multicultural Organizational Development (MCOD) model Grounded in frameworks and theories from both organizational development and diversity in the workplace literature, the MCOD is a process model that identifies the strength of an organization’s climate of diversity. Based on what stage an organization is in, the MCOD process determines what organizational change interventions are needed. . Change team System Readiness Assessments Implement change Evaluate & Renew The six stages of development include: 1 Exclusionary 2 Club 3 Compliance 4 Affirming 5 Redefining 6 Multicultural Reaching Stage 6, the Multicultural Organization, should be the goal of organizational leadership. Multicultural Redefining Affirming Compliance club Exclusionary IMAGIN Framework Building on existing conceptualizations of change management, the IMAGIN framework provides an alternate explanation for the organizational change process by merging organizational development theories with DEI frameworks. (Lambert & Akinlade, 2020) 6
How we collected data Over the past year (AY 2021-22), the CDEIC collected data in three ways: 1. Focus Groups 2. Leadership Questionnaires 3. TWU system-wide employee surveys TWU Discovery Tour (Focus Groups) A series of virtual meetings were held across TWU to share with employees information about the CDEIC and to gather preliminary information about employees’ perceptions regarding the climate of DEI at TWU. The feedback served as a foundation from which the CDEIC began to examine DEI at TWU and create our survey instruments. The chair of the CDEIC met various stakeholder groups including but not limited to: Affinity Groups | Faculty Senate | Staff Council Academic Affairs | Ombudsperson Student Life | Human Resources | Center for Faculty Excellence TWU Organization Readiness Leadership Questionnaire The Organization Readiness Questionnaire captures the perspectives, perceptions, and attitudes of “leaders” (N=17) at TWU towards cultivating a climate of diversity, equity, and inclusion. Responses help TWU identify what the organization does well, forces for status quo that impede change, and resources and opportunities available to promote change. This questionnaire and a climate survey was also instrumental in forming recommendations to the Chancellor and Provost. Links to view the data and results from the questionnaire are included at the end of this report. TWU Work and Climate Survey TWU is always looking to find ways to better serve its students. Research shows that when faculty and staff perceive that their university values a diversity climate of respect, it relates to positive outcomes for students (Gavino, Lambert, & Akinlade, 2021). This survey is designed to measure how TWU continues to be inclusive towards faculty and staff in order to meet the needs of students. A climate of diversity is formed by the collective perceptions that organizational members have towards their environment based on how influential the organization’s policies, practices, and procedures impact a sense of belonging, equity, and appreciation of individual differences. Survey items were adapted from previously validated scales found in published research. Links to view the data and results of the survey are included at the end of this report. 7
Page 1 and 2: Chancellor’s Diversity, Equity, a
Page 3 and 4: Introduction The Chancellor’s Div
Page 5 and 6: Who TWU looks like - Our Employees*
Page 7: Definition of Terms We define diver
Page 11 and 12: Qualitative Data Survey participant
Page 13 and 14: Our findings and recommendations Be
Page 15 and 16: Our findings and recommendations Ac
Page 17 and 18: Our findings and recommendations Tr
Page 19 and 20: Our Progress and Our Path Forward

Diversity, Equity and Inclusion Annual Report 2022

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