LSA DEI Office

As described in our LSA DEI 2.0 Strategic Plan, the DEI Office approaches the work with a particular lens, described below.

Doing the Work of Diversity, Equity, and Inclusion

Although the three primary goals of diversity, equity, and inclusion are often abbreviated as “DEI,” it is important to recognize them as distinct objectives that require different approaches in order to bring about desired organizational change within LSA. We build upon the U-M definitions of diversity, equity, and inclusion in the following ways.

Diversity requires accurate data on the composition of the LSA community and an understanding of specific barriers that maintain the underrepresentation of certain groups. Efforts to achieve diversity in the university community seek to take advantage of the rich heterogeneity of our global society. Importantly, efforts to increase diversity must focus on addressing prior and present-day exclusions, across a wide-range of social identities, to produce meaningful change.

Equity “is achieved by eliminating structural barriers resulting from historical and present-day inequities and meeting individuals’, groups’, and organizations' unique needs.” Structural barriers are often woven into policies and practices that appear neutral but create disparate outcomes tied to identity. Therefore, equity requires careful attention to the impact of such policies and practices as well as other efforts to provide individuals with access to opportunities and desired outcomes.

Inclusion reflects actions undertaken to make members of the community feel valued, respected, and welcomed. Drawing on bell hooks’ notion of “love as a verb,” we approach inclusion as if it were a verb—as an action or behavior. Organizations can promote inclusion through supportive mechanisms as well as by removing any inequities in the impact of policies and practices that would otherwise foster experiences of value, respect, and belonging.

We see the work of diversity, equity, and inclusion as requiring a set of DEI competencies, which we define as the knowledge of DEI concepts, interventions, and best practices as well as the skills, abilities, and behaviors to implement them. These include inclusive teaching and mentoring practices, cultural respect, an ability to engage and collaborate effectively across differences, and culturally relevant decision-making.

Our Objectives

Administer College & University DEI Strategic Planning & Implementation

The LSA DEI Office oversees the LSA college-level DEI strategic planning, implementation, and reporting (DEI 1.0 and DEI 2.0). Strategic planning partners include, but are not limited to, LSA Undergraduate Education, LSA Graduate Education, LSA Human Resources, LSA Faculty Academic Affairs, and LSA Advancement. We track metrics to measure and evaluate the effectiveness of DEI initiatives and engage the LSA community around strategic planning.

Build DEI Capacity & Infrastructure within the College

The LSA DEI Office is committed to increasing DEI competencies of members of the LSA community, which we define as the knowledge of DEI concepts, interventions, and evidence-based best practices, as well as the skills, abilities, and behaviors to implement them. These include inclusive teaching and mentoring practices, cultural respect, an ability to engage and collaborate effectively across differences, and equity-focused decision-making. This is done through professional development, education and training, delivery of workshops and associated programming, and unit-level DEI planning.

Provide Equity-Focused Support & Advising to College Leadership

Some of the ways in which the LSA DEI Office provides equity-focused support and advising to college leadership include consulting with units, senior administrative leaders, and other stakeholder groups; establishing subject-matter specific committees; and, reviewing and proposing edits to policies and practices through an equity lens. We also support equitable recruitment and retention activities at the college level through programs like the LSA Collegiate Fellows Program. Further, we partner with the Office of Diversity, Equity, and Inclusion (ODEI) and the leadership of other schools and colleges.

Facilitate DEI-focused Community Engagement & Communications

The LSA DEI Office engages with the community through administration of surveys and feedback sessions, leadership of groups like the Inclusive Culture Liaisons, and by launching DEI initiatives, programs, and associated events focused on community-building and well-being. We also seek to amplify and promote DEI resources, programs, and activities within LSA and across the broader U-M community.

LSA DEI 2.0 Strategic Plan

Resources (Gateway - login required)

Our Team