Reports & Policies

The Diversity Framework

From Theory to Practice

“The University of Wisconsin–Madison will be a model public university in the 21st Century, serving as a resource to the public and working to enhance the quality of life in the state, the nation, and the world … remain[ing] a preeminent center for discovery, learning, and engagement by opening new forms of access to people from every background; creating a welcoming, empowered, and inclusive community; and preparing current and future generations to live satisfying, useful, and ethical lives.”

—Campus Strategic Framework

Framework Goals

Goal 1:  Promote shared values of diversity and inclusion.
Goal 2:  Improve coordination of campus diversity planning.
Goal 3:  Engage the campus leadership for diversity and inclusion.
Goal 4:  Improve institutional access through effective recruitment of diverse students, faculty, staff and through effective relationship building with the  wider community.
Goal 5:  Improve institutional success through improved retention.

R.E.E.L Change Model

Retain: Improve institutional success through improved retention (Goal 5); and
Improve institutional access through effective recruitment of diverse students, faculty, staff and through effective relationship building with the wider community. (Goal 4)

Equip: Improve coordination of campus diversity planning. (Goal 2)

Engage: Promote shared values of diversity and inclusion (Goal 1)

Lead: Engage the campus leadership for diversity and inclusion (Goal 3)

Campus Climate Survey and Outcomes

UW–Madison is committed to creating a community where every person feels welcome, valued, and able to succeed. This is an ongoing and collaborative effort with initiatives across campus. We track progress and report on the outcomes of our initiatives.

In fall 2016, the University of Wisconsin–Madison fielded a campus-wide student climate survey. The Division of Diversity, Equity and Educational Achievement and the UW Survey Center administered the survey in response to recommendations presented in Forward Together: A Framework for Diversity and Inclusive Excellence. The goal was to understand students’ experiences with and perceptions about campus climate and diversity, including how people of different backgrounds and identities experience life at UW–Madison.

All undergraduate, graduate, professional, and non-degree-seeking students were invited to participate in the survey: 8,652 students completed the survey, a 21% response rate.

Reports Archive

Recommendation Themes, 2012

Strategic Diversity Update, 2011

L&S Equity & Diversity Committee Report May 2010 – Students, Report on grade disparities in introductory L&S courses

OVPDC Reorganization Memo, 2010

Plan 2008 Inclusive Excellence, 2009

Plan 2008 Final Report by Damon A. Williams

Domestic Partnership Policy, 2009

UW–Madison Plan 2008, a comprehensive update and relaunch of diversity initiatives

L&S EDC-Report, Faculty Diversity and Excellence: A Report and Practical Vision for the Future, 2007

Plan 2008 UW System, UW System’s second 10-year plan, 1998

Madison Commitment, UW–Madison reaffirmation of its commitment to diversity, 1994

Design for Diversity Midpoint Review, 1993

UW System Design for Diversity, UW System’s first diversity plan, 1988

The Madison Plan, UW’s first comprehensive diversity plan, 1988

The Holley Report, recommendations by the Steering Committee on Minority Affairs, 1987

Shared Governance

From the Chief Diversity Officer to front-line staff, DDEEA members work to embody and support diversity, equity, and educational excellence by partnering in the work of diversity and inclusion-focused shared governance committees and divisional bodies.

Shared governance gives representation to academic staff, university staff, faculty and students, who all take part in making significant decisions concerning the operation of the university. Shared governance is a unique and important aspect of life at the University of Wisconsin–Madison.

As described in Faculty Policies & Procedures and sometimes referred to as “Chapter 6” committees, Shared Governance Committees generally meet monthly during the academic year. They may convene subcommittees or work groups to advance ongoing efforts during the summer. Information about their current leadership and membership is available in Committee Tracker (log-in required), a shared governance database hosted by the offices of the Secretary of the Faculty, Secretary of the Academic Staff and Secretary of the University Staff.

Campus Diversity & Climate Committee

Advises administration, faculty, staff and students on campus diversity and climate and provides direction and accountability for the implementation of university diversity plans.

Committee on Disability Access & Inclusion

Advises the Americans with Disabilities Act (ADA) Coordinator and other institutional units with primary responsibility for ADA compliance, and support their work to ensure the policies, programs and services of the institution are accessible for students, employees and guests of the university who have disabilities.

Committee for Women in the University

Recommends to administrative offices and governance bodies changes in university priorities, policies, practices and programs that would improve the status of women.

Equity & Diversity Committees

In May 1997 the Faculty Senate passed legislation (Faculty Document 1260b) requiring the deans or directors of twenty nine academic and administrative units to establish “equity and diversity committees.” These committees identify, address, and monitor diversity and climate issues affecting faculty, staff, and students within their respective divisions.

DDEEA regularly convenes a working group of Equity & Diversity Committee chairs.

Immigration & International Issues Committee

Provides general advice and recommendations to the administration and all governance bodies on immigration and international student and staff issues.

LGBTQ+ Committee

Recommends to administrative offices and governance bodies changes in university priorities, policies, practices and programs that advance equity and diversity across the spectrum of gender identity and expression and sexual orientation.