Loyola University Chicago is revising its conflict resolution procedures for students, staff and faculty to ensure a racially-just environment for all. It will address a broad spectrum of race-related issues, including microaggressions and bias-related incidents in and out of the classroom. This new model will support a more equitable and inclusive climate for all, particularly Black students, staff and faculty.

To revisit this, multiple faculty, staff and students from various University departments conducted the following:

  • Reviewed current conflict resolution and grievance procedures
  • Received feedback from important stakeholder groups
  • Map out current support offerings for faculty, staff and students
  • Create communication plan to widely share options for conflict resolution for racial incidents
  • Implement conflict resolution training appropriate for faculty, staff and students

Over the next few years, the University hopes to see an increase in use of these systems and procedures to properly address racial bias, discrimination and other incidents. In turn this should lead to an increased sense of community and belonging for all faculty, staff and students of color on campus. Some of these short and long term goals include:

  • University more accurately uses dispute resolution procedures to resolve incidents
  • Future climate survey data will indicate increased sense of belonging by faculty, staff and students of color
  • Indications of decreased incidence of microaggressions, bias incidents, and other racial conflicts
  • Lower turnover rates for faculty, staff and students of color
  • Increased racial diversity across campus amongst faculty, staff and students


  1. Outline Goals
  2. Short-term goals
  3. Long-term goals