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

Specific activities to be implemented:

  • 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.

Proposed outcomes (over the next 5 years):  

  • 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
Many thanks to the strategy team members for their effort and dedication to realizing racial justice at Loyola and abroad:
  • Badia Ahad (AP for Academic Affairs)
  • Marshawn Brown (Executive Director for D&I)
  • Stacy Jaksa (Office of Student Conduct and Conflict Resolution)
  • Tim Love (Office of Equity and Compliance)
  • Jane Neufeld (Office of Student Development)
  • Deborah Schmidt-Rogers (Residence Life)
  • Joan Stasiak (Office of Human Resources)


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