R.E.E.L Change Implementation Progress

Since its inception in 2015, the Retain Equip Engage Lead Model for diversity and inclusion change has been a road map for the University of Wisconsin-Madison campus. Over the next decade various groups will work to deliver the three phase, 18 initiative plan outlined below. The Division of Diversity, Equity and Educational Achievement welcomes all of campus and our community partners to track the plans progress and support initiative efforts.

REEL CHange Phases - 10 Years

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R.E.E.L. Change Phase 1

Initiatives - Phase 1

InitiativeDescriptionMeasuresStatusUpdates
8Equip campus with an online
database of UW-Madison diversity
resources. (Diversity Inventory Program)
1) Improvement and
increased utilization of the Diversity
Inventory Project (DIP). 2) Creation of a
successful mapping tool of diversity
efforts and resources on campus
In progressDIP Updates
1Climate SurveyIn progressStudent Survey
3?
University of Wisconsin-Madison Diversity Framework R.E.E.L Change Model Diversity Plan Implementation phase 1 initiatives.

R.E.E.L. Change Phase 2

Initiatiatves - Phase 2

InitiativeDescriptionMeasuresStatusUpdates
2Deploy Green Zone and Comprehensive data analysis to identify solutions to close the six-year graduation
gap. The Green Zone is defined by a student achieving 54 credits by the end of one’s sophomore year and achieving a GPA of 2.5 or better; these factors combined greatly improve the likelihood
that a student will graduate within six years
1) Consistent increase of
students in the Green Zone coupled with
a decrease of students in Red and Yellow
Zones. 2) Expand, increase utilization,
and improve satisfaction of the learning
centers in Physics, Chemistry, Math,
Business, Engineering and Statistics.
In progress, ExpandedNone
1Assess and improve the
quality of interactions affecting retention
of diverse faculty, staff and students, with
an emphasis on how these experiences
vary by demographic group. A core set of
questions related to climate will be
developed in partnership with Academic
Planning and Institutional Research
(APIR), Office of Quality Improvement
(OQI) and UW-Madison Survey Center to
determine a baseline of student, faculty
and staff experiences. Data will be
collected via surveys that examine
variables, i.e. workplace satisfaction,
campus climate and cultural awareness.
Improvement of campus climate based on regularly distributed
surveys once every 2 or 3 years. After the
initial distribution, later surveys will be distributed campus-wide on a regular
basis to continually assess climate.
In progressNone
University of Wisconsin-Madison Diversity Framework R.E.E.L Change Model Diversity Plan Implementation phase 3 initiatives.

R.E.E.L. Change Phase 3

Initiatiatves - Phase 3

InitiativeDescriptionMeasuresStatusResultsLead
1Assess and improve the quality of interactions affecting retention of diverse faculty, staff and students, with an emphasis on how these experiences vary by demographic group. A core set of questions related to climate will be
developed in partnership with Academic Planning and Institutional Research (APIR), Office of Quality Improvement (OQI) and UW-Madison SurveyCent er to determine a baseline of student, faculty and staff experiences. Data will be collected via surveys that examine variables, i.e. workplace satisfaction,campus climate and cultural awareness
Improvement of campus climate based on regularly distributed surveys once every 2 or 3 years. After the
initial distribution, later surveys will be distributed campus-wide on a regular basis to continually assess climate.
In progressStudent Climate Survey Completed in 2016DDEEA
16Engage the broader campus community through strengthened
partnerships between the annual Diversity Forum and other campus-wide programming such as the Teaching and
Learning Symposium; Engagement, Inclusion and Diversity (EID) Initiative; and Showcase.

  1. Increased participation of faculty, staff, and students in the Diversity
    Forum.

  2. Increased participation in LCICE (Learning Communities for Institutional
    Change and Excellence) of faculty, staff
    and students.

  3. An improvement in the quality of the campus climate.

In progressDDEEA
17Identify current diversity
and inclusion-related professional development opportunities. Evaluate the efficacy, identify unmet needs, and build
individual and organizational capacities
(i.e. WISELI, LCICE, OHRD, etc.).

  1. Increased participation in these training experiences.

  2. Degree to which training has an impact on decision making processes.
  3. Strong alignment with Engagement, Inclusion and Diversity (EID) initiatives.

    In progressDDEEA
    18Lead by becoming the
    premiere institution in the CIC
    (Committee on Institutional Cooperation)
    that promotes and utilizes promising
    practices, such as the Diversity Scorecard
    or diversity commitment statements, that
    underscore diversity and inclusion as core
    values of UW-Madison

    1. After a baseline is established, an improved grade or score will be achieved by2020.

    2. More research on diversity and inclusion in higher education produced than any of our peers in the CIC.

    3. Greater synergy among diversity efforts campus-wide.

    4. Improved campus climate.

    5. Greater recruitment and retention of diverse faculty, staff and students.

    In progress, New!DDEEA
    15Engage faculty and academic staff by encouraging and supporting the implementation of criterion-referenced learning.

    1. Degree to which students report higher satisfaction in classes that have a greater criterion-referenced focus as compared to those using norm referenced grading.

    2. Based on their experience in the classes that employ a criterion-referenced approach, students in subsequent courses, programs
      and majors.

    University of Wisconsin-Madison Diversity Framework R.E.E.L Change Model Diversity Plan Implementation phase 3 initiatives.