Western Kentucky University
PA-5: Diversity and Equity Coordination

Western Kentucky University is committed to empowering its campus community to embrace diversity by building equitable and inclusive learning, working, and living environments. At the heart of our mission, we seek to provide holistic education and employment experiences that prepare students, faculty, and staff to become effective scholars, contributors, and leaders in our diverse and evolving communities.

To that end, the work of our diversity, equity, and inclusion teams across our campuses are guided by the tenant of Our Creed:

Western Kentucky University is a community dedicated to learning where ideas are offered, examined, and discussed.


As a member of this community, I have both a personal and shared 
responsibility to participate actively in university life by:


* Practicing personal and academic integrity

* Seeking inclusion by respecting the rights of all persons

* 
Celebrating and embracing diversity


* Encouraging freedom of expression

* 
Acting in accordance with basic principles of citizenship

*Preserving and appreciating the natural beauty of the campus

*
Enriching all aspects of life through the educational process and by



*Embracing the ideals expressed on the university seal: 
"Life More Life" and "The Spirit Makes the Master,"
 by pursuing personal growth and a life of excellence.

Under the direction of the President of Western Kentucky University, the Engagement & Opportunity Officers (formerly called Co-Chief Diversity officers) are responsible for providing vision, leadership, and counsel on efforts related to establishing diversity, equity and inclusion throughout the WKU community. In Fall, 2019, the Diversity, Equity, and Inclusion Leadership was reimagined and two officers, one from Academic Affairs and one from Enrollment and Students Experience, were appointed to champion a collaborative effort in envisioning the future of WKU. From this partnership, the DEI Workgroup was formed and in 2020 the national award winning #ONE WKU Campaign was born. The Strategic Plan’s performance indicators include the engagement of two Chief Diversity Officer's (CDOs); one in Academic Affairs and one in Enrollment and Students Experience (ESE). The Engagement & Opportunities Work Group (formerly the DEI Workgroup) is comprised of a faculty member from each college, a staff member for each ESE unit, an Student Government representative, a Faculty Senate member, a Staff Senate member, and a member from the community.

Note: The names Engagement & Opportunity replaced "Chief Diversity Officers" & The "DEI" Workgroup to more accurately reflect the work the ONE WKU Campaign and the broader scope of sense of place and belonging.

The ONE WKU CAMPAIGN was born out of the idea that WKU is truly committed to being a welcoming and inclusive university. WKU strives to ensure all faculty, staff, and students are treated with dignity, respect, and equity. The campaign launched in the summer of 2020 amid the chaos of a global pandemic, coupled with an escalation in racial injustices, antisemitism, xenophobia, and transphobia. The Engagement & Opportunities Workgroup works to create initiatives aimed at reducing biases and shifting the culture toward a more inclusive environment.

Mission: Western Kentucky University leverages the combined power of Academic Affairs, Enrollment and Student Experience as well as all other non-Academic support units on campus to dismantle systemic discrimination, barriers to inclusion, and unequal opportunities. We work to create One WKU – a safe and welcoming campus with top-ranked faculty and staff, inclusive infrastructures and services, ethical and transparent policies, and dedication to a thriving, diverse student body prepared for success as global citizens.

Vision: One WKU demonstrates the power of aligning inclusive leadership with collaborative action among faculty and staff in building a diverse, equitable, and inclusive college campus in the state of Kentucky, the region, and nation.

At present all faculty, staff, and students are required to participate in Title IX training course online. In addition, several endeavors have been implemented including the following:

The ONE Inclusive Teaching Academy (ITA): The idea for the ONE WKU ITA came out of a pilot initiative called the ONE WKU Academy. The ONE WKU Academy started in fall 2020 with the goal of offering a series workshops/modules on microagression & biases, intercultural/interracial communication, and allyship to a group of faculty and staff with the end goal of microcredentialing. Diverting slightly from the original pilot, the ONE WKU ITA focuses on pedagogical practice to ensure inclusivity in the classroom. The Institute, directed by Micah Logan in the Center for Innovative Teaching and Learning and led by WKU’s DEI Communities of Practice Fellows, graduated its first cohort in spring 2022. Participants who successfully complete the academy are awarded TopperCred micro-credentials. Applications for each cohort will be available in the fall semester every year.

WKU Staff Cultural Competence Certificate (WKUC3): The WKU Staff Cultural Competence Certificate (WKUC3), an initiative of the “One WKU” campaign, is a professional development opportunity for all staff. The certificate course for staff was created to fulfill four interrelated functions: To introduce and/or deepen participants' knowledge of diversity, equity, and inclusion in higher education. To offer a collegial space for participants to reflect on their current thoughts and practices. To grow the community of practitioners focused on inclusivity. The course is designed to develop advocates rather than experts. The course’s facilitator(s) and its architect do not assume the role of authority on DEI issues and do not seek to train participants to become experts. Rather, the goal is to cultivate a mindset of continuous growth through praxis and reflection as a way to foster DEI advocacy at WKU. The program, organized in a hybrid format, will allow participants to study online content, complete assignments, and meet once a month to reflect and discuss concepts as well as how to implement key principles of cultural competence and diversity management to work effectively with students and colleagues. Staff who complete the program will be awarded the WKUC3 micro-credential badge. In addition to completing this application, you will need approval from your supervisor acknowledging that there is a required time commitment of the applicant. Note that there is a size limit to the cohort and therefore, there is a selection process. If you have any questions about this certificate program, please reach out to Dr. Monica Galloway Burke at monica.burke@wku.edu.

Lunch & Learn Series: Participants are encouraged to "Grab some lunch at one of the many restaurants in The Commons, or bring your Flintstones lunchbox, and head to room 3002!" Topic have included:
Sexual Harassment & Domestic Violence in the Workplace
LGBTQ Awareness in the Workplace & Transgender Inclusion
Inclusive Holidays
The Supreme Court Decision & Affirmative Action
Refugee Students
State Legislation
Inter-generational Communication
Neurodiversity

Book & Media Groups: We all consume information differently, so each semester we offer several options including nonfiction, fiction, podcasts, documentaries, and TV sitcoms. The idea is to engage in conversations about institutionalized discrimination and how we, as a collaborative team, can create real change at WKU and in our communities. I

Deliberative Dialogues: “Deliberative dialogue is a form of discussion aimed at finding the best course of action. Deliberative questions take the form "What should we do?" The purpose is not so much to solve a problem or resolve an issue as to explore the most promising avenues for action.” (Scott London). Deliberative workshops are facilitated group discussions that provide participants with the opportunity to consider an issue in depth, challenge differing opinions, and develop views/arguments to reach an actionable position. These workshops are like focus groups, although there tends to be more focus on deliberation. Each session lasts approximately two hours.

Human resources and academic affairs are also devoting time, energy, and funding to explore resources obtained through our membership with HERC (Higher Education Recruitment Consortium), which provides excellent micro-learning topics on diversity hiring best practices. WKU’s Engagement & Opportunities Workgoup works within colleges/units on best practices in hiring. In short, while it might take some time to collect direct-measure data on the effectiveness of unconscious bias training, feedback from participants in these workshops has shown this to be an effective strategy in several ways: a) reinforced the need to continue these training to collect longitudinal data; b) offered the prospect of using the workshops for cultural competence among faculty and staff; c) demonstrated a need for continued funding and allocation of new monies for these efforts; and d) supported our efforts in creating equity in the classroom and curriculum.