In December 2022, the Division of Finance and Administration launched its new Diversity, Equity and Inclusion Action Plan for FY23-26. Over the course of a year, the division's DEI Action Planning Workgroup members worked closely with the Office of Institutional Diversity and DFA employees to create a slate of actions that seek to address the division’s unique diversity, equity and inclusion needs.
DFA's Diversity, Equity and Inclusion Action Plan for Fiscal Year 2023 and Beyond
In FY23-26, the Division of Finance and Administration will focus its diversity, equity and inclusion efforts in four major areas:
- Embed equity and inclusion in everyday work experiences
- Eliminate structural bias in the division
- Establish inclusive and equitable hiring practices
- Foster a welcoming workplace climate that increases a sense of belonging and inclusion
Listed below are specific multi-year projects and initiatives that begin or continue in FY23 and will carry into future years. In December 2022, the DEI Action Planning Workgroup delivered a FY23-26 action plan for the division to senior leaders. These actions are incorporated within the division's strategic priorities.
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Create a curriculum of foundational DEI training opportunities and resources that will establish common language and knowledge
- Use existing materials created by or available to OSU to establish a DEI training program that all DFA employees would be expected to complete on a scheduled basis, starting first with leaders and supervisors.
- Prioritize cohorts/teams learning together in small groups, rather than individual training
- Create tracks for different categories of learning and for people with different learning styles, along with easy reference guides for employees.
- Incorporate DEI education expectations into employees’ professional goals/performance assessments.
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Work with University Human Resources to develop division-level guidance for supervisors related to how position descriptions and/or employee goals incorporate DEI responsibilities.
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Establish a stronger partnership between DFA and each of the OSU cultural centers to enhance engagement, communication, and learning opportunities related to DEI.
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Create a communication plan to highlight the division’s DEI efforts.
- Track and report key data points as implementation teams establish metrics for each of the DEI actions.
- Create a business case to demonstrate the financial value associated with the division’s DEI efforts.
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Create a plan to systematically review and evaluate all aspects of DFA operations to be more inclusive and reduce barriers.
- Include DFA policies, procedures, employee compensation, physical infrastructure, meeting protocol, projects, events, etc.
- Develop guidance that helps DFA units create and review policies with a DEI lens to identify and address root causes of barriers and inequitable impacts.
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Reduce procurement barriers and increase the outreach to, and opportunities for, diverse and small businesses.
- Increase the representation and awareness of minority, women, and emerging small businesses (MWESB) in OSU’s supplier database.
- Evaluate the bidding and proposal processes to prevent the disadvantaging of potential new users.
- Structure procurement opportunities to facilitate MWESB engagement and participation.
- Implement accessibility recommendations from OSU’s ADA31 Task Force.
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Expand DFA supplier diversity program to improve the ability of MWESB firms to compete and provide value.
- Investigate the formation of a mentor-protégé program for Minority, Women, and Emerging Small Business (MWESB) with construction contractors aimed at building MWESB firms’ capacity for larger construction projects.
- Identify OSU partners, both internal and external, that could benefit from the MWESB program.
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Expand OSU recruitment guidance and support for search committees and chairs.
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Create processes within Human Resources to support searches with resources for recruiting, hiring and onboarding through an inclusive lens.
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Develop training materials to assist supervisors and hiring managers to better recruit, hire and retain a diverse workforce.
- Create a curriculum of training materials designed to improve supervisors’ DEI skills/knowledge and prepare them to provide equitable support and mentorship to their employees.
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Enhance resources and support for DFA unit-level orientation of new employees (beyond the scope of the OSU onboarding program) to provide all new hires with the best chance for success at OSU.
- Create a plan to assist employees beyond the initial on-boarding and orientation process, such as a peer sponsor program and/or networking resources tailored to the nature of their position.
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Reduce outreach and communication barriers.