Multiculturalism Goals

The Division of Student Life seeks to create an inclusive and welcoming environment by celebrating human differences and advocating for equity in our policies, practices, and programs.

The following multicultural goals are categorized by key areas of practice. You can also view the complete Goals of Multicultural Organizational Development in the Division of Student Life.


Examines how leaders support and communicate value of diversity and multiculturalism; how multicultural engagement is modeled by leaders.

Departmental Action Steps for 2012-2013

  1. Revise departmental mission statements to emphasize diversity and inclusion. (RecServ, UCS, WRAC, SHS)
  2. Develop a process for staff to evaluate leaders’ effectiveness in promoting multicultural competency. (UCS)
  3. In consultation with Chief Diversity Officer, provide avenues for students, faculty, staff members to give constructive feedback, voice concerns, report oppression. (UHD, UCS)

Planning and Decision-Making

How organizations incorporate a multicultural lens into policy creation, goal setting, and other decision-making practices.

Departmental Action Steps for 2012-2013

  1. Include multicultural goals into evaluation policy of agency. (RVAP)
  2. Ensure representation of ethnic minorities, LGBT, and other protected classes of people on the UI Anti‐ Violence Coalition and/or subcommittees. (OSMRC)
  3. Decision makers publicly use multicultural prompts when making decisions. (UCS)
  4. Annually review policies to maximize inclusion. (UHD)

Supervision and Performance Support

Examines how supervisors demonstrate a commitment to multicultural engagement in their direct reports.

Departmental Action Steps for 2012-2013

  1. Develop a plan to train all supervisors in how to support multicultural knowledge/skills/awareness development in their supervisees. (UHD)
  2. New staff members will meet regularly with supervisor to discuss multicultural learning goals and progress. (UCS)


How organizations demonstrate multicultural values in the recruitment and promotion process. May include demonstrated commitment to diversity in position descriptions, networking efforts in recruiting, and training for search committees.

Departmental Action Steps for 2012-2013

  1. Require inclusion questions in all interview processes. (IMU, SHS)
  2. Utilize University universal competency lists to shape interview questions. (UHD)

Research and Assessment

Extent to which research and data on multiculturalism informs policies, practices, and programs in the organization.

Departmental Action Steps for 2012-2013

  1. Each agency area (Clinical, Training, etc.) complete Multicultural Audit to determine priorities. (UCS)
  2. Analyze satisfaction and other assessment data according to identity groups. (UCS)
  3. Add multicultural items to outreach assessment. (UCS)
  4. Utilize staff survey data to guide course of action. (UHD)

Staff Development

The ways in which staff demonstrate a commitment to multicultural learning. Extent to which staff members take responsibility for developing their multicultural knowledge, awareness, and skills. Peer and supervisor support for staff development.

Departmental Action Steps for 2012-2013

  1. Train all staff in Safe Zone. (IMU)
  2. Train all staff in NCBI, including RA's, P&S Directors/Managers, Food Service Student Managers, LLC Programmers, ARH/NRHH. (UHD)
  3. Encourage staff to attend multicultural sessions at national conferences. (RVAP)
  4. Add multicultural content to student employee training, including undergrads and graduate interns. (SDS, RecServ, UCS)
  5. Include multicultural competency in performance reviews. (UCS, RecServ, SHS - several other departments already do this)
  6. Incorporate multicultural education and discussion into staff meetings and retreats. (RecServ, WRAC, SDS, UCS)
  7. Develop two unique multicultural educational offerings for staff. (SHS)
  8. Create "at your desk" or "drop in" staff development options for busy clinical staff. (SHS)
  9. Create and implement specific training sessions aimed at identified multicultural learning needs. (e.g., trans*, disability) (WRAC, RVAP)


How new staff members are welcomed to the Division and how Division values around multiculturalism are communicated at the outset, and in an ongoing fashion.

Departmental Action Steps for 2012-2013

  1. New staff will meet with Director and Leadership Team to discuss division and departmental multiculturalism/inclusion expectations. (UCS)
  2. New staff required to complete at least one multicultural training during their first year. (UHD)
  3. Add multicultural content to student employee training, including undergrads and graduate interns. (SDS, RecServ,UCS)

Programs and Services

How diversity programs and events are supported by the organization; ways in which the unit’s programs and services are inclusive across identities.

Departmental Action Steps for 2012-2013

  1. Mark gender neutral bathrooms. (IMU)
  2. Update all online maps with safe zone areas, lactation room, gender neutral restrooms. (IMU)
  3. Survey the student population about their perceptions of IMU services/programs. (IMU)
  4. Identify a display/exhibition space in IMU to promote multiculturalism. (IMU)
  5. Train service providers on responding effectively to persons with disabilities. (RVAP)
  6. Implement FORGE initiative to make agencies safer for non cisgender individuals. (RVAP)
  7. Maintain minimum 25% women of color participation in Iowa NEW Leadership. (WRAC)
  8. Review marketing and communications strategies with an inclusion lens. (UHD, RecServ)
  9. Revise brochure and website to make inclusion explicit. (UCS)
  10. Develop resource questions for collaborators to ensure cultural competence is integrated in work plans. (OSMRC)


RecServ (Recreational Services), UCS (University Counseling Service), SHS (Student Health Service), SDS (Student Disability Services), UHD (University Housing and Dining), IMU (Iowa Memorial Union), WRAC (Women’s Resource and Action Center), OSMRC (Office of Sexual Misconduct Response Coordinator), RVAP (Rape Victim Advocacy Center)

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