Our ability to attract and hire diverse candidates does not stop when a search ends. We have a responsibility to ensure that employees from all backgrounds - whether they be employees of color, women employees, disabled employees, veteran employees, LGBTQ+ employees, or any other employees - feel safe, welcome, and supported at work. If a particular school, college, department, or unit has a reputation for treating certain types of employees poorly, that will have a detrimental impact on our recruiting efforts. In this section, you will find information about our Diversity Network for current employees.
As we all know, diversity and inclusion are core values and guiding principles at the University of Colorado. The CU Denver | Anschutz Strategic Plan includes Strategic Priority #5: Enhance diversity university-wide and foster a culture of inclusion. In addition, Pillar 3 of CU President Mark Kennedy’s Strategic Plan is Diversity, Inclusion, Equity, and Access.
We know that many of you are engaged in a variety of diversity, equity, and inclusion (DEI) efforts across the Denver and Anschutz campuses. In order to create a full catalog of DEI initiatives across both campuses and provide opportunities for collaboration as part of ensuring that we uphold our commitment to create an inclusive campus culture, the Staff Inclusive Leadership Committee (SILC) and the Council on Diversity and Equity for Human Resources (CODE HR) are collecting information about all of the DEI initiatives occurring across both campuses.
Together, we have created a Diversity & Inclusion (DI) Initiative Survey for you to complete if you are engaged in any DEI work in any capacity. Our goals in asking you to complete this form are to:
We encourage submission of any DEI-related initiatives occurring on the Denver or Anschutz campus. Some examples of DEI initiatives that have been submitted by campus community members include the Council on Diversity & Equity in Human Resources, the Staff Inclusive Leadership Committee, the Diversity & Health Equity Program, and the CLAS Office for Inclusive Excellence in STEM.
The following D&I Initiatives* are organized by campus affiliation. We will continue to update these lists as we continue to receive submissions.
In addition to the efforts listed for each campus, please note that there are persons doing critical work related to DEI research, as well as departments who are working to recruit and retain marginalized student, faculty, and staff populations to aid in DEI efforts. If you are interested in research and/or departmental recruiting/retention opportunities, talk to your department’s HR representative, your supervisor, and/or reach out to Karissa Stolen to find more information.
Tell us about the DEI initiatives you know of or are a part of (big or small, formal or informal). Submissions ask for identifying information. We may contact you in the future to connect you with other campus community members doing similar work.