ECRT oversees, facilitates, and supports U-M’s efforts to ensure equal opportunity for all persons regardless of race, color, national origin, age, marital status, sex, sexual orientation, gender, gender identity, gender expression, disability, religion, height, weight, or veteran status in employment and educational programs, activities, and admissions. ECRT serves the entire University community through prevention, investigation, and education to areas pertaining to civil rights, sexual and gender-based misconduct/Title IX, the Americans with Disabilities Act, and other matters, building towards safe places to learn, live, work, and heal. Each of these areas offers opportunities for work on diversity, equity, and inclusion. As a unit within the President’s Office, ECRT serves all schools, colleges, and units across the University, and ensure its members have equitable access to the University’s resources regardless of their identity.
Our DEI team has identified a set of strategic objectives that help to further University-wide goals for DEI. These have been aggregated into the three distal objectives of people, product, and process. Each of these strategic objectives is accompanied by metrics that will be tracked over time. All strategic objectives and related actions will be pursued in accordance with the law and University policy.
The identified strategic objectives incorporate a two-pronged approach. The first approach identifies the need to create an inclusive workplace for staff, with particular emphasis on career advancement and unit belonging. The second involves making ECRT an approachable unit by: removing any barriers to access, either as an employee or a visitor of the unit; and, ensuring our staff are providing equitable and inclusive service to our diverse University community.
- Create equitable access for the application and promotion of roles in ECRT
- Create an equitable process for ECRT staff for professional development
- Advance staff knowledge on various DEI topics including microaggressions, oppression, marginalization, social justice, and disability awareness
- Create a more inclusive environment by increasing awareness of the DEI-related concepts that intersect with ECRTs work
- Infuse the principles of DEI into ECRT services
The planning team, ECRT Executive Director and DEI leads, are stewards of the ECRT DEI 2.0 plan. The DEI leads will be the main points of contact as well as provide tracking and support for plan implementation. The planning team will conduct an annual review of the plan with all relevant constituencies and gather feedback and additional ideas to be implemented throughout the year.