Conflict Resolution

If we revisit University-wide conflict and dispute resolution procedures for students, staff, and faculty to ensure that current procedures support a racially just climate for all stakeholders, we will enhance the capacity of the University to address a broad range of racial offenses, including microaggressions and other bias-related incidents. This in turn will support a more inclusive, equitable

Review of grievance procedures for students, staff, and faculty at other Universities and identify exemplars.
Map assets and gaps of current offerings of supports for students, staff, and faculty.
Develop and publish a common lexicon for key terminology, including distinctions between bias, bigotry, discrimination, microaggressions, equity, inclusion, etc.
Create a communication plan to share conflict resolution options (those applicable to incidents of bias, microaggressions, or other forms of discriminatory misconduct for to students, staff, and faculty).
Expand student conflict resolution services with peer training through the Conflict Resolution Liaison (CRL) position for student conflict resolution matters.
Develop and deliver training and resources for supervisors, managers, and leaders on how to handle disputes that don’t violate the Comprehensive Policy, but may still contribute to a chilly climate (e.g. microaggressions) for people of color.

University uses dispute resolution procedures to resolve incidents more accurately
Implement a climate survey to track data that 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