Diversity and Community Engagement
The University of Mississippi

Marketing & Communications

Marketing & Communications
Five-Year Equity-in-Action Plan
INTRODUCTION

Message from Jim Zook, Chief Marketing & Communications Officer

Every day, the Office of University Marketing & Communications works to capture compelling stories that show how people, programs and research activity combine to make the University of Mississippi a great flagship university. Central to our work is a commitment to presenting fully the diversity that makes our campus such a vibrant place to study and work, and to ensure that we include all segments of our student body, faculty, staff and alumni.

The strategic plan for University Marketing & Communications articulates our commitment to an inclusive approach this way: “We uphold the university’s diversity, equity and inclusion priorities by producing content that reflects all segments of the university’s multicultural environment and shares a comprehensive and authentic view of a campus community where diversity is appreciated, respected and recognized as essential to a vibrant and thriving university.”

A key component of fulfilling this commitment is to recruit a marketing and communications staff that includes members of underrepresented groups. To date, our office has succeeded in some areas more than others, and we continue to make this a priority as we seek qualified candidates for our team.

More broadly, we also have a key role to play in collaboration with Human Resources to “showcase UM as an employer of choice by developing campaigns and communications that support the university’s efforts to recruit and retain excellent and diverse faculty, attract and support talented and dedicated staff.”

We are privileged to work for a university that prioritizes greater access to higher education because that is the most important way our university helps Mississippians to build a brighter future for themselves and their families. We are proud to contribute to our university’s broader efforts to want to promote a campus environment that is welcoming to all.

Message from Lisa Stone, UM&C Diversity Liason

Every day, the Office of University Marketing & Communications works to capture compelling stories that show how people, programs and research activity combine to make the University of Mississippi a great flagship university. Central to our work is a commitment to presenting fully the diversity that makes our campus such a vibrant place to study and work, and to ensure that we include all segments of our student body, faculty, staff and alumni.

GUIDING STATEMENTS

Mississippi State Institutions of Higher Learning Board of Trustees Policies & Bylaws Diversity Statement

Excerpt: “The Board recognizes the importance for campus environments to promote diversity and ensure that all aspects of institutional practice affirm our commitment to access and success, with particular attention to heightening participation and achievement of underrepresented individuals, as defined by each institution and approved by the IHL Board. To that end, the Board adopts the following goals for higher education in Mississippi:

  1. To increase the enrollment and graduation rate of underrepresented students at our institutions;
  2. To increase the employment of underrepresented individuals in administrative, faculty and staff positions;
  3. To enhance the overall educational experience through infusion of curricular content and co-curricular programming that enhances multicultural awareness and understanding; and
  4. To increase the use of underrepresented professionals, contractors, and other vendors.”

See full statement.

University of Mississippi Diversity Statement

The University of Mississippi embraces its public flagship mission of inspiring and educating our diverse and vibrant community where all individuals are able to intellectually, socially and culturally thrive through transformative experiences on our campus and beyond. In fulfillment of this mission, we demonstrate the following commitments to diversity, equity and inclusion:

  • Diversity is an affirmation of the intersecting individual, social and organizational identities that make our community vibrant and transformational. We commit to openly increasing, embracing and recognizing the full spectrum of diversity at all levels of our institution.
  • Equity is directly addressing the social, institutional, organizational and systemic barriers that prevent members of marginalized groups from thriving in our community. We commit to being both proactive and responsive in mitigating barriers so that all members of our institution are able to reach their full potential.
  • Inclusion is actively and intentionally creating a welcoming campus where all individuals feel they have a supportive and affirming space to learn, grow and engage. We commit to fostering a campus environment that fully supports, values and engages the intersectional identities of every member of our community.

University Marketing & Communications Inclusion Statement

The Office of University Marketing & Communications aspires to deliver excellence through the work of our storytellers and creative professionals who specialize in producing, sharing and elevating our university’s narrative. We uphold the university’s DEI priorities by producing content that reflects all segments of the university’s multicultural environment and shares a comprehensive and authentic view of a campus community where diversity is appreciated, respected and recognized as essential to a vibrant and thriving university.

 

PATHWAYS TO EQUITY: University of Mississippi Institutional Diversity, Equity and Inclusion Strategic Plan

The University of Mississippi continues its commitment to excellence and making a positive difference in society through higher education. Pathways to Equity stands as our institutional guidepost for addressing and advancing our institutional mission through centering on diversity, equity and inclusion. Our complex institutional history coupled with our rich culture of students, faculty and staff striving for inclusive change has led us to the solidification of this institutional plan. Pathways to Equity works in concert with the university’s strategic plan to leverage university-wide, college/school-level and departmental transformative initiatives that cultivate a more diverse, equitable and inclusive campus.

With Pathways to Equity, the University of Mississippi aspires to achieve the following statements by the conclusion of this plan.

  1. The University of Mississippi consistently and comprehensively articulates diversity, equity and inclusion as essential in fulfilling the mission, vision and values of the institution.
  2. The University of Mississippi is organizationally and culturally equipped with the knowledge, skills and awareness to continue advancing diversity, equity and inclusion.
  3. A campus climate is fostered that ensures all individuals are valued, supported and feel a sense of belonging at the University of Mississippi.
  4. The University of Mississippi has decreases in disparities across underrepresented groups in the enrollment, retention and graduation rate at undergraduate and graduate levels.
  5. The number of underrepresented groups employed at the University of Mississippi is increased to reflect a talented and diverse workforce at all organizational levels, especially tenure-track faculty, managerial positions and executive leadership positions.

Guiding Principles

The development of this plan requires us to address individual, social, organizational and systemic factors that create and sustain inequities that prevent all members of our community from fully participating and thriving. We view this as central to the mission of the University of Mississippi. As we embark on this journey together, we must commit to the following shared principles:

  1. Equity-mindedness[1] – We embrace the institutional responsibility and agency to actively address the challenges and disparate outcomes at all levels of our community. This requires us to be data informed and connect best and promising practices to generate high-impact change for underserved groups in our community.
  2. Institutional Accountability – We must ensure efforts outlined throughout Pathways to Equity are acknowledged in the established systems of recognition, performance and accountability. It is vital that we work to account for the advancement of these goals in our ideas of success, merit and reward. Further, we must account for, honor and recognize faculty, staff, administrators and students in their commitment to diversity, equity and inclusion.
  3. Transparency – In our execution of Pathways to Equity, our success is predicated on a highly accessible and collaborative process that actively involves university stakeholders to work as virtuous partners. To that end, we will consistently, publicly and broadly share our intended actions, goals and measurable impacts of this plan.
  4. Innovation – Actualizing diversity, equity and inclusion will require us to deeply examine and rethink our policies, practices and procedures at the University of Mississippi. Each unit and individual across campus is invited to offer new thoughts, ideas and perspectives as we thoughtfully consider ways to make our institution more equitable and inclusive through an intersectional lens. This disposition will create a community of learning, growth and development as we collectively engage in this complex work.
  5. Alignment of Critical Resources – During this planning process, we have navigated a global health pandemic that has shown the vulnerabilities in our systems that disparately affect underserved and under-resourced communities. As we continue to navigate these unprecedented times, we must not falter in our commitment to creating a more diverse, equitable and inclusive community. Instead, we must recognize that our commitment to equity is even more important today than ever.

OVERARCHING GOALS

The following goals represent the University of Mississippi’s commitment to the advancement of diversity, equity and inclusion (DEI). These overarching goals represent interconnected priorities that are applicable to UM broadly, from our comprehensive divisions, down to individual teams. We aim to have all units see meaningful alignment of these goals with their work. We will ensure UM embraces the transformative nature of diversity, equity and inclusion across all levels of the institution, addressing challenges to DEI at every corner of our institution by combining contextual understanding with internal and external expertise.

  1. Advance Institutional Capacity for Equity
    Infrastructure, Information, Systems, Education and Processes
  2. Cultivate a Diverse and Equitable Community
    Recruiting, Retaining, Advancing and Succeeding
  3. Foster an Inclusive Campus Climate
    Support, Value and Belonging

UNIVERSITY MARKETING & COMMUNICATIONS FIVE-YEAR EQUITY-IN-ACTION PLAN
Overview of University Marketing & Communications Equity-in-Action Plan

With the University of Mississippi’s “Pathways to Equity” strategic plan as the foundation, University Marketing & Communications (UM&C) is committed to strengthening diversity, equity and inclusion in its department and across the university to contribute to a robust campus climate that ensures all individuals are valued, supported and feel a sense of belonging.

UM&C identified several areas of focus, ranging from department-specific efforts to broader goals focused on universitywide efforts and responsibilities. The UM&C Equity-in-Action plan includes several action steps with measurable outcomes, such as the development of a department inclusion statement; enhancement of employee recruitment, onboarding and retention; and support for the broader network of marketing and communications professionals across campus with a DEI Best Practices Guide and a Diversity Communications Affinity Group.

UM&C DIVERSITY COMMITTEE

    • Chair: Lisa Stone, director of strategic communications (and liaison to universitywide committee)
    • Hilarie Bain, director of creative services
    • Jacob Batte, director of news and media relations
    • Sri Chattopadhyay, photographer II
    • Amy Evans, graphic web designer
    • Stefanie Goodwiller, manager of design services
    • Emily Howorth, communications specialist
    • Webb Lewis, assistant director of marketing and brand strategy/social media
    • Edwin Smith, communications specialist
    • Clara Turnage, communications specialist
    • Ryan Whittington, director of marketing and brand strategy
    • Jim Zook, chief marketing and communications officer

STRATEGIC ACTIVITIES

(1) Elevate the stories and experiences of those who have been marginalized in our institution’s history.

  • Support, promote and document the commemoration of the 60th anniversary of integration at UM.
  • Seek out and publish stories recognizing excellence from underrepresented students, faculty, staff and alumni.
  • Share DEI events, resources and key messages to the campus community via various channels.
  • Provide project support to institutional DEI efforts and events such as Open Doors, Pathways to Equity, Black Power at Ole Miss and Campus Climate Survey.

Area(s) Responsible:

UM&C staff

Resource Statement:

This effort can be supported by current departmental resources as well as institutional commitments to various projects.

Addressing Overarching Goal: Foster an Inclusive Campus Climate

Metrics

  • Number of 60th anniversary stories (baseline: number of stories from 50th anniversary)
  • Number of assets created to support 60th anniversary (website, campus map, printed programs, banners, posters) (Baseline: N/A)
  • Semester content calendars promoting diversity events, resources and messaging (Baseline: N/A)
  • Number of DEI-related stories measured via the tagging system on Ole Miss News

(2) Adopt, institutionalize and promote an inclusion statement for UM&C across various communications channels, including the department website and job advertisements.

For UM&C, an inclusion statement provides a guiding principle to aspire to, defines and illustrates our commitment to cultivate a welcoming workplace that celebrates differences, and helps focus our actions on success.

Area(s) Responsible: UM&C Diversity Planning Committee

Resources Statement: This effort can be supported by current departmental resources.

Addressing Overarching Goal: Advance Institutional Capacity for Equity

Metrics

  • UM&C job advertisements that include the UM&C diversity statement. (Baseline: N/A)
  • Number of UM&C print pieces that include the UM&C diversity statement (Baseline: N/A)

(3) To hire, retain and develop top talent, UM&C is committed to creating and upholding an inclusive, diverse and fulfilling workplace environment through recruiting, training, onboarding and professional development.

  • Promote and uphold the DEI training requirement as a prerequisite for serving on a search committee to increase the pool of search committee members available for UM&C staff searches recognizing that diversity of individuals, opinions and approaches strengthens our outcomes.
  • Create a consistent onboarding process for new employees.
  • Coordinate with the Division of Diversity and Community Engagement to advocate and provide annual DEI education training opportunities for UM&C staff members. Diversity education equips our staff with the knowledge, skills and awareness to foster an inclusive campus climate, celebrate the full spectrum of diversity, work collaboratively and engage in discourse across differences. Focus on awareness and skills development as well as on coaching managers to enhance their relationships with those they lead since the most significant driver of employee engagement is manager behavior.
    • Develop a DEI professional development goal for UM&C staff to incorporate into annual ConnectU performance review.
    • Highlight and educate UM&C staff on the importance of the ConnectU values-based competencies (especially “promotes inclusiveness” and “respect for the dignity of each person”).

Area(s) Responsible: UM&C unit directors and department-wide supervisors

Resources Statement: Resources provided by the Division of Diversity and Community Engagement and other areas on campus offering DEI training and resources.

Addressing Overarching Goal: Cultivate a Diverse and Equitable Community

Metrics

  • Percentage of UM&C staff who have completed UM Diversity and Inclusion Search Committee training (Baseline: N/A)
  • Number of DEI-related trainings completed across UM&C (UM and non-UM) (Baseline: N/A)
  • Percentage of participants who have at least one new professional development objective after participating in a training (Baseline: N/A)
  • Percentage of participants who feel more equipped to engage with diversity, equity and inclusion after participating in a training (Survey?)

(4) Create a Best Practices Guide specific for higher education marketing and communications (photography, videography, design, social media, writing, etc.) for UM&C staff and communicators across campus in the Communicators’ Network.

We understand that the words and images we choose to disseminate have a major influence on how our university is perceived by the outside world, and how we see ourselves within our university community. This includes accurately representing the diversity that exists on our campus without depicting campus in an unrealistic or manufactured way.

  • Goals of the guide include:
    • Promoting alignment with best practices across higher education
    • Incorporating inclusion and diversity considerations at the outset of the creative process
    • Eliminating cultural insensitivities, nondiverse representation in materials and noninclusive practices
    • Upholding the university’s commitment to the provision of reasonable accommodations and modifications for individuals with disabilities
    • Providing guidance in depicting a comprehensive and authentic view of the university’s diversity profile
  • Conduct annual review of the guide to ensure it is updated as best practices evolve. Review will include a broad consideration of individuals including race, ethnicity, socioeconomic factors, international students, people with disabilities, etc.
  • Conduct annual audit of a sample of UM&C materials (print, digital, social) to ensure the department is following the guide and best practices.
    • Audit should address accessibility of content (web, email, design and other digital) including but not limited to PDF accessibility, closed captioning, use of alt text, use of colors and standard language for requesting an accommodation or for inquiries about accessibility for events.

Area(s) Responsible: UM&C Diversity Planning Committee; UM&C leadership

Resources Statement: This effort can be supported by current departmental resources.

Addressing Overarching Goal: Foster an Inclusive Campus Climate

Metrics

    • Number of users who receive the Best Practices Guide (goal: 100% of active network members)
    • Annual survey results of users for implementation/effectiveness/usefulness
    • Percentage of all UM&C materials sampled reflect comprehensive, authentic and accurate proportion of diversity that exists on our campus
    • Number of stories and other creative content utilizing DEI best practices
    • Percent of materials created and published (print, digital, social) that include accessible language

(5) Establish and Support DEI Marketing and Communications Affinity Group:

Within the university’s Communicators’ Network, affinity groups aim to support the network members with resources and a collaborative space to share best practices, innovative ideas and strategies. UM&C will establish and support a Diversity Communications affinity group.

  • Solicit members and establish leadership of the Diversity Communications Affinity Group.
  • Charge Diversity Communications Affinity Group with developing regular content for the Communicators’ Network.
  • Charge Diversity Communications Affinity Group with developing a diversity track/content for the Communicators’ Network professional development annual C3 Summit.

Area(s) Responsible: Lisa Stone, director of strategic communications and coordinator of UM Communicators’ Network

Resources Statement: This effort can be supported by current departmental resources.

Addressing Overarching Goal: Foster an Inclusive Campus Climate

Metrics

  • Number of affinity group members (goal: 30% of the active network members)
  • Number of affinity group meetings (monthly meetings)
  • Number of trainings or development opportunities hosted by affinity group (two annually)
  • Number of new initiatives/campaigns initiated by affinity group

[1] Bensimon, E.M., Dowd, A.C., Witham, K. (2016). Five principles for enacting equity by design. Diversity and Democracy, The Equity Imperative. Winter 2016, Volume 19, No. 1.