Citlally Lopez in a lab

Social Justice, Equity, and Inclusion

UNLV promotes and supports a culture of social justice, equity, and inclusion for faculty, staff, and students.

In order to provide a deeper understanding of this core area, it is important to understand key terms and their meanings, which are provided below.

  • Social justice is the view that everyone deserves equal economic, political, and social rights and opportunities. There are four interrelated principles of social justice; equity, access, participation, and rights.
  • Inclusion means active and intentional engagement, affirmance and valuing/respect for individuals and groups of diverse backgrounds, and creating a place of belonging for all individuals and groups across the System.
  • Diversity includes the differences among individuals or groups based upon race, ethnicity, color, national origin, gender (including pregnancy-related conditions), sexual orientation, gender identity or expression, genetic information, physical ability or disability, military status or military obligation, culture, age/generation, education, income/socioeconomic status, religion, expression, linguistics, and intellect.
  • Equity means fair and just treatment, access, opportunity, and advancement for all individuals and groups, and the absence of barriers to inclusion and achievement that are systemically associated with societal advantage or disadvantage based on diversity.
  • Access means the equitable opportunity for all to fully participate in and contribute to programs, services, activities, environments, and decision/policy making. Access includes ways to make space for all individuals and groups to participate regardless of ability and experience such as accounting for design and use of spaces (physical and virtual), language, culture, information, and relationships.

Strategic Objectives, Tasks, and Metrics

Foster an environment that is inclusive, welcoming, and supportive for all.

  • Promote a commonly shared definition of diversity, equity, and inclusion.
  • Assess, develop, and maintain the conditions necessary for cultural improvement.
  • Continually assess the campus culture to develop an understanding, and improvement of the campus climate, at the college, school and unit levels.
  • Require and evaluate leadership accountability for diversity, equity, and inclusion within their respective areas of responsibility; and foster multi-disciplinary cross-campus engagements.
  • Provide the appropriate leadership, infrastructure and resources to advance the diversity, equity, and inclusions objectives.
  • Develop a campus-wide understanding of implicit bias and how it impacts our decisions.
  • Provide campus-wide developmental training opportunities through Human Resources.
  • Create, maintain; and administer faculty and staff mentoring programs to promote and facilitate success.
  • Offer IDI (Intercultural Development Inventory) Training for select faculty and staff to be able to administer the IDI across the campus.

Metrics: institutional emphasis on diversity; environment supportive of different backgrounds; institution is welcoming; environment for diversity; institution celebrates diversity; commitment to non-traditional students

Increase the opportunities for faculty, staff, and students to express their voices and make them feel they are affirmed and valued.

  • Reinstate an Ombuds Office to develop a clear roadmap to address concerns and issues of varying natures.
  • Develop a series of on-going and collaborative meetings and dialogue with faculty, student and staff councils, organizations, and affinity groups.
  • Address and promote designation of racial, ethnicity and gender identity, e.g., recognition of pronouns.
  • Become a leader in advancing diversity, equity and inclusion in teaching, research and community engagement.

Metrics: professional development opportunities; sense of belonging; diverse contacts; student coursework and exposure to differences; meeting student needs (students of color, sexual orientation, and gender identity)

Improve the relative racial/ethnic and gender representation of the student body, faculty and staff.

  • Transform the full-time faculty population at all ranks (including department chairs, program directors, and deans) to be in closer alignment with the racial/ ethnic and gender representation of our student body.
  • Institute processes to increase the diversity of candidate pools, ensure equitable practices and treatment of all parties participating in the search process; and, guarantee compliance with university search and hiring policies and procedures.
  • Adopt NASH's Equity Practice for Equity in Hiring and Retention of Faculty and Staff.

Metrics: number of faculty and staff relative to the demographics of the student population; progression of tenure, promotion, and retention of faculty in underrepresented demographic and academic discipline areas

Ensure that diversity, equity, and inclusion initiatives across campus are aligned and implemented consistently, effectively, and efficiently.

  • Ensure that major campus units (colleges, schools, divisions) have standing diversity structure to better coordinate and promote unit-specific DEI activities.
  • Develop structured, university-wide calendar to promote and highlight diversity-related programs and university- sponsored events for all campus constituencies.
  • Conduct the EAB Student Equity Audit.
  • Provide training and development for staff to include UNLV’s diverse student population and commitment to diversity, creating inclusive environments, bias training for search committees, expanding the search advocate program, and ongoing professional development.
  • Conduct academic review and build standards for inclusive teaching.
  • Develop and implement models for student co-curricular cross-racial engagement and diversity, equity, and inclusion training.
  • Audit public spaces to ensure inclusive imagery and messages and explore options to expand safe spaces.
  • Map out resources and expand resources for Black, Native American, and Middle Eastern students.
  • Create a crisis response plan for incidents of racism and hate crimes.

Metrics: outputs and initiatives of the DED Council, comprehensive inventory of campus-wide DEI programs and initiatives; polices, practices, and fair treatment; discrimination procedures; meeting the needs of multicultural student organizations