The University s Policy on Harassment enforces this commitment. The University seeks to develop an ethnically and culturally diverse campus community in which all members feel secure, respected, and fulfilled. The precursor of security is safety, of respect is tolerance, and of fulfillment is inclusion. Diversity and inclusion are the responsibility of all, but supervisors have a special responsibility to practice and teach inclusion. Diversity and inclusion are enhanced by the development of cultural competency in individuals and institutions.
Cultural competency derives from both moral disposition and specific learned interpersonal skills.
The University s geographical region will change to a no majority group society within the period of this plan. These two documents have assisted us in understanding both the appropriate steps necessary to create a comprehensive and sustainable diversity effort and the manner in which to implement and evaluate the institutional process of change which is necessary to develop a diverse and culturally competent community. This Strategic Plan is one of seven steps necessary to create the organizational infrastructure which will support a diverse and culturally competent organization. Although the development of implementation tactics usually follows the Plan, at USD we have used the Irvine Project funds to begin that process already and will continue to develop more implementing tactics after the Plan is complete. Finally, we will evaluate our work and reconsider goals, objectives, and tactics.