1. Eastern Connecticut State University Connecticut’s Public Liberal Arts University Operationalizing Inclusion as a University Core Value : Dean’s Role Carmen R. Cid Dean - School of Arts and Sciences

2. Developing a Comprehensive Diversity Plan as part of University Strategic Planning Defining “inclusion” in our organizational culture Identifying best practices – internal and external Developing mentoring and support networks Thinking of what mentored you – detractors and supports - to guide the process

3. Comprehensive diversity definition Diversity at Eastern is defined by:  a commitment to inclusive excellence,  providing a welcoming campus environment and  a learning community supportive of our differences and similarities Inclusive excellence is the connection of educational quality with efforts of inclusion

4. Addressing inclusion with job candidates Defining “inclusion” in our organizational culture in relation to the department with ongoing job search Describing the diversity of the department in question and of all departments at the university Relating the University core values and mission to the specific discipline’s job search

5. Steps to take once job candidate accepts position Thinking of what mentored you – detractors and supports – Focus on:  Department chairs – ongoing discussion of “inclusion”  Call on gay and lesbian faculty for advice and to volunteer as informational resources  Student programs that can involve and help faculty  Awareness of support resources for all special interest groups and facilitating access  Affinity group formation on race and gender issues  Working closely with the Chief Diversity Officer and the Women’s Center resources