University of Illinois at Urbana-Champaign
Carle Illinois College of Medicine

Diversity, Equity, & Inclusion

Develop and promote a culture of diversity, equity, inclusion, anti-racism, and well-being that leads to a supportive environment for staff, faculty, and students.

Key objectives we will focus on over the next 5 years include

 
Actions:
  • Recommend a pulse survey and a climate survey for staff that includes assessing a sense of community and belonging and work and learning satisfaction.
  • Improve spaces through student, faculty and staff feedback.
  • Propose community building initiative strategies through a new subcommittee for community building and retention.
  • Enhance inclusivity and belonging at Carle Illinois College of Medicine.
  • Create collaboration between the well being committee, the diversity committee and the cultural champions committee.
  • Create collaboration between the well being committee, the student Thrive program and the cultural champions committee.

 
Actions:
  • Reassess the charge and structure of the well being committee to include gratitude initiatives.
  • Implement a faculty recognition program.
  • Implement a staff recognition program.

 
Actions:
  • Formalize the diversity committee as a standing committee identified in the faculty bylaws.
  • Reassess and increase the diversity committee's subcommittees.

 
Actions:
  • Review our recruitment strategy and develop a recruitment program that allows Carle Illinois College of Medicine to reach a talented and diverse group of students that results in higher admissions metrics.
  • Strategies recruitment efforts and assess the recruitment needs  through a diversity subcommittee for recruitment and admissions.
  • Enhance recruitment and retention efforts in partnership with the Office of Diversity, Equity and Inclusion.
  • Increase admissions of URiM students to meet or exceed the national average.
  • Review recruitment and retention faculty and staff over the next 4-5 years to create long term goals.
  • Propose retention initiatives to improve the retention of students, faculty and staff and advancement and promotion opportunities  and assess the recruitment needs  through a diversity subcommittee for recruitment and admissions.
  • Increase faculty diversity through recruiting efforts for teaching specialized and HIP faculty.
  • Guide specialized faculty and foster growth through the promotion process.
  • Strategize efforts to strengthen and evaluate the current pathway programs.
  • Explore additional pathway program opportunities.
  • Develop and grow a diversity, equity, and inclusion office to include additional staff directly involved in recruitment, retention and pathway programs.

 
Actions:
  • Increase scholarship dollars.

 
Actions:
  • Make recommendations on DEI trainin and educational opportunities through a diversity subcommittee for training and education.
  • Research and recommend objective criteria for assessments and ways to assess grading bias.
  • Develop and grow a diversity, equity, and inclusion office to include additional staff involved in developing and implementing training and educational outreach to address topics of DEI, ant-racism, and well being.

 
Actions:
  • Develop a comprehensive student wellness program that provides students with tools and training to develop resiliency and preventive wellness care.
  • Define the student mistreatment reporting structure and provide training to faculty to better identify and prevent student mistreatment.
  • Develop elective courses or educational offerings and content to address debt reduction/wealth management.
  • Reassess charge and structure of the well being committee to include the promotion of a more diverse, equitable and inclusive environment where individuals fee that they belong and are valued.
  • Create collaboration between the well being committee and the student Thrive program.
  • Propose community building initiative strategies through a new subcommittee for community building and retention.

 
Actions:
  • Review the admissions process to identify potential admissions barriers, increase diversity in applications.

 
Actions:
  • Propose recommendations for DEI training and educational opportunities through a new subcommittee for diversity training and education.
  • Develop and promote a culture of DEI.
  • Reassess charge and structure of the well being committee to include the promotion of a more diverse, equitable and inclusive environment where individuals fee that they belong and are valued.