University of Wisconsin–Madison

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

  • R.E.E.L. Change Phase 1

    Initiatiatves - 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.