Office of Research and Sponsored Programs
Office of the Vice Chancellor
Research and Sponsored Programs
Lyceum 313
2021-26
Five-Year Equity-in-Action Plan
MESSAGE FROM VICE CHANCELLOR FOR RESEARCH
The Office of Research and Sponsored Programs is committed to supporting diversity, equity and inclusion (DEI) of all members of the university community in their pursuit of advancing knowledge and serving our state, nation and world. ORSP is committed to the fact that diversity, in all its forms, makes us a more effective and impactful institution and improves our ability to serve society. DEI has held a prominent place in ORSP strategic planning since the release of Flagship Forward – the latest strategic plan for the University of Mississippi. This Equity-in-Action plan summarizes both current specific initiatives and actions as well as proposes new initiatives as we continue to improve and integrate DEI concepts and awareness into both our internal operations and the ways in which we support scholarly activity across our campus.
Joseph (Josh) Gladden, Vice Chancellor for Research and Sponsored Programs
MESSAGE FROM DIVERSITY LIAISON
The Office of Research and Sponsored Programs is eager to not merely comply but embrace the opportunity to foster a more inclusive environment for its faculty, staff, future employees, external relationships and grant/award recipients. Through a committee made up of myself, the vice chancellor for research and the directors of ORSP’s primary units, we have developed a plan that we hope is ambitious yet still achievable in a five-year time frame. As we pursue our goals, pivots will be needed as we learn what resources we are lacking, what metrics are problematic to obtain or track, and what groups are not fully captured in our efforts. We plan to meet two or more times a year to assess our progress in achieving these strategic goals, and will also be including a diversity-related assessment point in our Two-Year Cycle Divisional Assessment Plan.
Elizabeth McDaniel Tettleton, Diversity Liaison for the Office of Research and Sponsored Programs
GUIDING STATEMENTS OF THE OFFICE OF RESEARCH AND SPONSORED PROGRAMS
The Office of Research and Sponsored Programs strives to create and maintain the optimum environment for the university community to achieve excellence in research, scholarship and service. This is accomplished in many scholarly, pedagogical and service-oriented pursuits, and our division is dedicated to fostering an inclusive and equitable environment for all involved. We support inclusion and equity in all forms. We intend for this Equity-in-Action plan to develop year after year into a document used for guidance and perspective on the collective efforts within our various units.
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.
- The University of Mississippi consistently and comprehensively articulates diversity, equity and inclusion as essential in fulfilling the mission, vision and values of the institution.
- The University of Mississippi is organizationally and culturally equipped with the knowledge, skills and awareness to continue advancing diversity, equity and inclusion.
- A campus climate is fostered that ensures all individuals are valued, supported and feel a sense of belonging at the University of Mississippi.
- The University of Mississippi has decreases in disparities across underrepresented groups in the enrollment, retention and graduation rate at undergraduate and graduate levels.
- 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:
- 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.
- 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.
- 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.
- 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.
- 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.
- Advance Institutional Capacity for Equity
Infrastructure, Information, Systems, Education and Processes - Cultivate a Diverse and Equitable Community
Recruiting, Retaining, Advancing and Succeeding - Foster an Inclusive Campus Climate
Support, Value and Belonging
OFFICE OF RESEARCH AND SPONSORED PROGRAMS
FIVE-YEAR EQUITY-IN-ACTION PLAN
2021-26
OVERVIEW OF DIVISION’S EQUITY-IN-ACTION PLAN
The Office of Research and Sponsored Programs reaches nearly every department, faculty member and many students on the university campus in some aspect – some overt, and others subtle. Because of this influence, it is vital that our units establish a protocol and cohesive effort to establish, maintain and further inclusive and equitable opportunities. This plan outlines our goals for the next five years, with the intent to reassess and pivot where necessary in order to meet the university’s collective diversity efforts and goals.
DIVERSITY PLANNING COMMITTEE
- Joseph Rhea Gladden, vice chancellor for research and sponsored programs, committee chair
- Melissa Hodge-Penn, assistant vice chancellor for sponsored programs administration, committee member
- Elizabeth Tettleton, executive assistant to the vice chancellor for research and sponsored programs, diversity liaison for ORSP
- Mandy King, director of research integrity and compliance, committee member
- Jason Hale, director of research development, committee member
- Allyson Best, director of the Office of Technology Commercialization, committee member
- William Nicholas, director of Insight Park and economic development, committee member
- Shea Stewart, communications specialist, committee member
STRATEGIC ACTIVITIES
The Office of Research and Sponsored Programs has identified six areas apt to apply strategic goals and involvement in order to develop and foster a more equitable and inclusive environment within the division and its reporting units. We will track the impact of the Achieving Equity Grants program by looking at its growth in awareness, increase in funding and increase in awarding grants. We will strive to increase research and scholarship activity awareness, especially to underrepresented groups. All our units will place a renewed emphasis on recruiting diverse talent and candidates for roles within ORSP, while mainlining and fostering internal resource competitions. Lastly, we will make a concerted effort to recruit diverse representation on our boards and committees. We know higher education has a long way to go in manifesting an equitable workplace, and we hope that these six strategic activities will not be the end, but just a launching point for change within ORSP.
Impact of Achieving Equity Grants:
- The Office of Research and Sponsored Programs will develop awareness of, diverse participation in and funding for the Achieving Equity Grants program.
Area(s) Responsible: VCRSP and research development
Resources Statement: Achieving Equity Grants provide funding on a competitive basis to investigative teams to advance understanding of issues and solutions for more equitable access to resources by those from marginalized groups. ORSP will promote this program through UM Today announcements, web announcements, emails to deans, information sessions, targeted emails to DEI communities on campus and news releases, among other mechanisms.
Institutional Capacity
- In FY20, four proposals were received, and $37,000 was awarded for four projects involving seven investigators.
- By the FY22 competition, we aim to have increased the number of annual proposals received, funding awarded and investigators involved by at least 25% each, and to have made measurable progress toward that goal by the FY21 competition.
Diverse and Equitable Community
- In FY20, four grants were awarded for projects involving seven investigators. Of the seven investigators, our diversity representation was as follows:
- 86% are female
- 29% are African American
- 29% are Asian
- By the FY22 competition, we aim to have increased the number of annual applicants who are members of underrepresented groups, as well as the number of underrepresented groups represented in the applicant pool, by at least 25% each, and to have made measurable progress toward those goals by the FY21 competition.
Inclusive Campus Climate
- ORSP will use final reports to better inform DEI needs both on this campus and higher education in general.
Research and Scholarship Activities Awareness:
- The Office of Research and Sponsored Programs seeks to enhance visibility of research and scholarship activities that will directly support and highlight research/scholarship opportunities, resources and programs promoting a diverse and inclusive community.
Area(s) Responsible: Office of Research and Sponsored programs and reporting units
Resources Statement: ORSP has regular communication channels with its community by way of the monthly Rebel Research postcard and the Change Agents yearly publication. These avenues will be reevaluated to ensure they are meeting this strategic goal more thoroughly in order to increase diversity and inclusion within ORSP’s promotional efforts.
Institutional Capacity
- Change Agents, a yearly ORSP publication, will include a section dedicated to diversity and inclusion efforts.
Diverse and Equitable Community
- ORSP will develop a survey to evaluate our overall effectiveness and service and support of underrepresented communities, as well as determine ideas for future awareness efforts.
Inclusive Campus Climate
- Percentage of campus community that is aware of research and scholarship activities available to underrepresented groups
Recruit Diverse ORSP Job Candidates:
The Office of Research and Sponsored Programs will recruit and interview diverse, qualified candidates for all job searches for ORSP positions, including members of the traditionally underrepresented groups mentioned specifically in the UM Diversity Plan. To accomplish this, for all posted searches for ORSP positions, we will:
- Ensure all job advertisements include language about diversity, equity and inclusion;
- Ensure all ORSP search committee members have completed UM DCE’s search committee training;
- Ensure each search committee, at minimum, meets institutional requirements in terms of diversity;
- As candidate pools allow, we will refrain from offering any position to a candidate until after interviewing at least one qualified candidate from at least one underrepresented group (assessed by HR).
Our mechanisms for evaluation will include counting the number of job searches conducted; search committee trainings completion of staff; degree of diversity of search committees; degree of diversity of applicant pools; and qualified, interviewed candidates from underrepresented groups.
Area Responsible: VCRSP
Resources Statement: DCE provides training that we can leverage, which includes information on how to advertise positions to attract diverse interest. In order to determine whether we have interviewed a member of a sufficiently underrepresented group, and whether our committee makeup exceeded diversity requirements, we will reach out to HR, DCE, IT and/or IREP, as appropriate, since we (a search committee/chair) might not know what all (if any) diversity dimensions are represented in a particular applicant or applicant pool, or diversity factors represented by any individual UM community member serving on a committee.
Institutional Capacity
- Improve retention of research-active faculty.
- Strengthen onboarding processes, mentorship programs and professional development opportunities for new hires within ORSP.
Diverse and Equitable Community
- Number and percentage (should be 100%) of searches with a DEI statement (Baseline N/A)
- Number and percentage (should be 100%) of search committee members who have completed search committee training within the 18 months prior to serving (Baseline N/A)
- Percentage (should be 100%) of search committees that meet or exceed HR’s diversity requirements (Baseline N/A)
- Number and percentage (should be 100%) of committees where a qualified, underrepresented candidate was interviewed (Baseline N/A).
Campus Climate
We will track diversity metrics for our candidate pools.
Foster Diversity in Internal Resource Competitions:
For all internal competitions for funding or limited submission slots conducted by ORSP research development:
- Include a standard DEI statement, informed by the UM Diversity Plan, that explicitly encourages diverse applicants, teams and proposal topics.
- Advertise on UM Today in a way that is accessible by all current employees.
- Publish (and adhere to) review criteria and process that will be used to select “winners.”
- Include as part of the review committee a member of the Division of Diversity and Community Engagement, or other nominee of the vice chancellor for diversity and community engagement.
Our mechanisms for evaluation will include counting the number of competitions administered; the percentage of these that are accessible by all current employees in UM Today; the percentage that publish and adhere to transparent review criteria; and the percentage that included as a reviewer a DCE employee or appointed representative.
Area Responsible: ORSP Research Development
Resources Statement: DCE (VC) will provide or nominate a reviewer for each competition specifically focused on topics of diversity. UM Today will be used (at a minimum) for equitable access to advertisements. ORSP Standard Procedure for Managing Limited Submissions will be followed (and updated as needed).
Institutional Capacity
- Number of competitions administered
- Number and percentage (should be 100%) of competitions that were advertised to all qualified applicants in UM Today
- Number of “hits” or click-throughs in UM Today announcements by members of underrepresented groups
Diverse and Equitable Community
- Number of applicants and awardees who are members of underrepresented groups
Campus Climate
N/A
Improve Diversity in Committee and Board Membership:
The Office of Research and Sponsored Programs recognizes the value that membership on committees and boards has not only to the community the board serves but also to the committee/board member in establishing networks and career advancement. ORSP, with the guidance of the vice chancellor for diversity and community engagement, will actively seek membership for underrepresented groups on these committees and boards.
Area(s) Responsible: ORSP and its reporting units; Division of Diversity and Community Engagement
Resources Statement: ORSP has several boards where membership can be considered for underrepresented groups. Examples include the University of Mississippi Research Foundation board of directors, Institutional Review Board, Institutional Animal Care and Use Committee, and University Research Board.
Institutional Capacity
- ORSP will ensure that a minimum of 20% of board and committee makeup is filled with diverse candidates.
Diverse and Equitable Community
- ORSP will track the diversity of all committees and boards.
Inclusive Campus Climate
- The campus community provides most of the membership of our committees and boards. ORSP will actively recruit members for underrepresented groups.
Building External Relationships:
- The Office of Research and Sponsored Programs will work eagerly to foster inclusive relationships with external groups. Although not totally estranged from the prior goal of increasing committee and board representation, this strategic goal is focused on conferences or webinars, professional development, and increasing external relationships with groups outside the University of Mississippi community.
Area(s) Responsible: ORSP and reporting units
Resources Statement: Discuss current resources available and additional resources needed.
Institutional Capacity
- ORSP will support at least one conference or webinar on DEI-related opportunities that reach beyond the UM community.
- ORSP will focus efforts toward engaging the noncampus community of available resources at the Innovation Hub at Insight Park, Business Plan Services at SBDCC, and patent and intellectual property guidance through the Office of Technology Commercialization.
- ORSP directors will increase awareness and seek participation from historically Black colleges and universities in the Mid-South region for research, scholarship, innovation/entrepreneurship and economic development events hosted by the University of Mississippi.
Diverse and Equitable Community
- For each event where external participation is a component, we will ensure at least two HBCUs are specifically invited.
Inclusive Campus Climate
- Surveys following the event will be sent to attendees to evaluate diversity of the group and request feedback for future events.
STRATEGIC ACTIVITIES SUMMARY
| Administrative Divisions Equity-in-Action Plans | |||
|---|---|---|---|
| ACTIVITY | METRICS | ||
| Institutional Capacity | Diverse and Equitable Community | Campus Climate | |
| Impact of Achieving Equity Grants | BASELINE
FY20:
GOAL for FY22:
|
BASELINE
FY20 Project Pool Diversity
GOAL for FY22:
|
ORSP will use final reports to better inform DEI needs on campus. |
| Research and Scholarship Activities Awareness | “Change Agents,” a yearly ORSP publication, will include a section dedicated to diversity and inclusion efforts. | ORSP will develop a survey and seek to:
|
Percentage of campus community that is aware of research and scholarship activities available to underrepresented groups
|
| Recruit Diverse ORSP Job Candidates | Leverage retention of research faculty.
Develop an onboarding process, mentorship program and professional development opportunities for new hires within ORSP.
|
GOALS by FY22
|
We will track diversity metrics for our candidate pools.
|
| Foster Diversity in Internal Resource Competitions |
|
Number of applicants and awardees who are members of underrepresented groups
|
|
| Improve Diversity in Committee and Board Membership: | ORSP will ensure that a minimum of 20% of board and committee makeup is filled with diverse candidates.
|
ORSP will track the diversity of all committees and boards.
|
Campus community provides most of the membership of our committees and boards.
ORSP will actively recruit members for underrepresented groups.
|
| Building External Relationships | ORSP will support at least one conference or webinar on DEI-related opportunities that reach beyond the UM community.
ORSP will focus efforts toward engaging the noncampus community of available resources. ORSP directors will increase awareness and seek participation from HBCUs in the Mid-South region. |
For each event where external participation is a component, we will ensure at least two HBCUs are specifically invited.
|
Surveys following the event will be sent to attendees to evaluate diversity of the group and request feedback for future events.
|
[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.
