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
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)
2016 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.
Campus Climate Progress Report, Fall 2021
Campus Climate Progress Report, Spring 2021
REEL Change Phase 2 Update, Fall 2020
Campus Climate Progress Report, Fall 2020
Campus Climate Progress Report, Spring 2020
DDEEA Annual Report, 2018–19
UW–Madison Diversity & Inclusion Programs, Fall 2019
Campus Climate Progress Report, Fall 2019
Campus Climate Progress Report, Spring 2019
Campus Climate Progress Report, Fall 2018
Campus Climate Progress Report, Fall 2017
Diversity Framework Strategic Action Plan, Affecting REEL Change for Diversity & Inclusion, May 2015
Diversity Framework: A Completed Report, prepared by the Ad Hoc Diversity Committee, May 2014
Student Diversity Plan Input, Recommendations from the Fall 2012 Student Diversity Forum
Recommendation Themes, 2012
L&S Equity & Diversity Committee Report May 2010 – Students, Report on grade disparities in introductory L&S courses
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
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
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.
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.
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.