Strategic Initiatives and Goals
Strategic Plan

2020-2025

Diversity, Equity and Inclusion (DEI) Plan

Strategic Goal I: To integrate diversity, equity and inclusion into the academic principles of teaching, research and engagement 

PURPOSE: TO INCREASE AWARENESS AND ENCOURAGE PARTICIPATION THROUGH A COLLEGE-WIDE INITIATIVE TO INFUSE DIVERSITY INTO THE PROFESSIONAL DEVELOPMENT PLAN OF FACULTY, STAFF & STUDENTS

ANTICIPATED OUTCOME: INCREASED CULTURAL COMPETENCE AND COMMITMENT MODELED BY ALL MEMBERS OF THE PVM COMMUNITY

Initiative 1-A: Enhance internal networks and opportunities that explore understanding cultural differences, promote dialogue and engagement 

  • Clarify the charge of the Diversity Action Committee (DAC) in relation to the college and their role in advancing diversity, equity and inclusion efforts
  • Strengthen and expand the PVM Critical Conversation Lunch & Learn Series with topic selection voted on by faculty, staff and students
  • Develop a DEI repository of tools and best practices to be accessible by all PVM faculty, staff and students
  • Market PVM diversity events external to the college to engage alumni and on-campus members at Purdue to sustain interest and promote a dialogue reflective of a changing community
  • Establish a funding source for faculty and staff members to attend NCORE (National Conference on Race and Ethnicity)
  • Collaborate with DEI partners to identify additional resources that enhance competency building
  • Promote research focused on diversity issues specific to the veterinary healthcare field 

Initiative 1-B: Launch a new certificate for diversity and inclusion (inclusive excellence) in veterinary medicine

  • Collaborate with AAVMC on relevant topics to include for the new diversity certificate
  • Develop a fully functioning course within the D2L Brightspace LMS to house the certificate program
  • Develop clear learning outcomes with an applied learning project that can be assessed
  • Design diversity certificate modules with a focus on skill-building and applied learning to the veterinary profession
  • Integrate intercultural training through the use of more clinic-specific intercultural teaching modules
  • Collaborate with PVM faculty on the curriculum content of the certificate modules to ensure students are being best prepared for the profession and the global community
  • Encourage enrollment of new employees (faculty and staff) within the first 30 days of hire date as a part of their onboarding process
  • Establish a timeline for periodically updating certificate holders with current information
  • Explore strategies to incentivize certificate holders at PVM events
  • Establish an elective course for students to complete the PVM diversity certificate by the end of the course
  • Create an accelerated week-long/weekend course offered three times (Fall, Spring, Summer) a year for PVM (this includes faculty, staff and hospital teaching staff) to complete the PVM diversity certificate

Strategic Goal II: Recruit and advance a diverse community of faculty, staff, and students

PURPOSE: TO DEVELOP A COLLEGE-WIDE DIVERSITY RECRUITMENT MODEL TO HELP POSITION THE PVM BRAND FOR MAXIMUM SUCCESS

ANTICIPATED OUTCOME: INCREASED ACCESS AND OPPORTUNITY FOR GROWTH

Initiative II-A: Expand the digital and physical footprint of PVM’s diversity efforts

  • Leverage existing technological and social platforms to make PVM go viral with intrusive recruitment efforts
  • Encourage a PVM “recruiting culture” that will engage prospective students, faculty, and staff
  • Design a webpage that centralizes travel of PVM faculty and staff to help with recruitment efforts
  • Explore networking opportunities for alumni to help with the recruiting efforts of faculty, staff and students
  • Increase visibility of PVM diversity efforts across Purdue University as the model for diversity leadership

Initiative II-B: Enlarge the pool of underrepresented faculty, staff and students

  • Expand diversity post-graduate training programs with emphasis on recruiting prospective faculty
  • Develop a PVM diversity search committee module to be distributed and discussed at the first meeting of every PVM search committee for review
  • Develop a list of vacancies within the college to be shared at national and international conferences and marketed on the diversity website at all times
  • Expand the audience reach of recruitment efforts by exploring new partnerships
  • Market post-DVM opportunities among sister institutions
  • Review all current recruitment programming to ensure the greatest number of participants can access
  • Continue a robust recruiting plan in collaboration with Academic and Student Affairs to ensure DEI principles are employed
  • Expand the creation of instructional materials in the K-12 setting
  • Identify funding sources to recruit underrepresented students to PVM graduate programs

Initiative II-C: Expand pipeline programming to include professional development for all faculty, staff and students

  • Expand research opportunities to prepare students for professional and/or graduate school entry at PVM
  • Develop a “grow your own” program that will focus on training and elevating PVM staff towards promotion within the college

Strategic Goal III: Elevate the PVM brand by expanding audience reach through more diverse channels 

PURPOSE: TO REMAIN CURRENT, RELEVANT AND COMPETITIVE WITH THE TARGET MARKET

ANTICIPATED OUTCOME: INCREASED VISIBILITY OF PVM BRAND AMONG DIVERSE POPULATIONS

Initiative III-A: Strategically review college messaging and how diversity is reflected in the PVM brand

  • Create marketing materials that highlight PVM’s diversity efforts
  • Develop strategies to publicize diversity, equity, and inclusion events using new and existing communication channels
  • Design a college-wide diversity calendar that includes both internal and external events to be marketed on the PVM DEI website and linked to the PVM calendar
  • Critically analyze the existing marketing materials to ensure DEI is appropriately represented, reflecting true demographics of the college
  • Communicate more broadly the definitions of diversity, equity and inclusion across the college
  • Select at least one new trade magazine or other high value industry publication to expand the audience reach and attract more faculty, staff and students annually

Initiative III-B: Examine accommodations in the Purdue University Veterinary Hospital that will address public-facing/client-facing groups

  • Identify the number of multilingual staff that can assist with communicating with clients of diverse backgrounds
  • Explore funding sources to help establish a scholarship-based pool of funds for staff members to enroll in training courses that will include some of the following topics: language competency, implicit bias, intercultural communication and other topic areas of diversity to help promote an inclusive climate for all
  • Conduct an analysis for ADA compliance for client-facing processes and forms

Strategic Goal IV: Cultivate a culture of excellence that supports a diverse and inclusive environment

PURPOSE: TO PROVIDE A COMMUNITY OF SUPPORT SERVICES ALLOWING ALL FACULTY, STAFF AND STUDENTS TO ACHIEVE THEIR HIGHEST LEVEL OF SUCCESS IN AN ENVIRONMENT WHERE EVERYONE FEELS A SENSE OF BELONGING AND SUPPORT

ANTICIPATED OUTCOME: IMPROVED LEARNING AND WORK ENVIRONMENT, WHICH GIVES A STRONGER SENSE OF BELONGING

Initiative IV-A: Purdue Veterinary Medicine will have a climate where everyone feels a sense of belonging and support

  • Improve the workplace environment that supports PVM faculty and staff participation in diversity trainings and workshops
  • Establish joint faculty and staff programming that: focuses on strategies to foster support and respect, promote healthy lifestyles, and develop leadership skills while building internal relationships
  • Develop an official on-boarding program for new faculty and staff that includes: (1) PVM culture, (2) Networking support, (3) Community resources, (4) Institutional resources
  • Deliver an annual climate survey for faculty, staff and students; respond to and share results
  • Establish a college-wide entry and exit interview for all employees to assess needs upon hire date
  • Conduct “stay interviews” to identify stay factors and exit decisions
  • Establish a bi-annual networking event for faculty and staff
  • Promote opportunities for staff in the hospital to practice wellness
  • Create a toolkit of responsive practices to address personnel concerns 

Initiative IV-B: Acclimate new faculty, staff and students to Purdue Veterinary Medicine (PVM) and the Greater Lafayette community

  • Survey and analyze current/recent new hires (faculty and staff) and newly admitted students regarding their experience of onboarding
  • Establish a Fall and Spring semester networking event for all new employees hired within the semester
  • Develop a list of community offerings focusing on activities outside of work hours 

Initiative IV-C: Encourage diverse research teams of faculty, staff and graduate students, and support research that highlights health disparities

  • Communicate college-wide support for globalized research
  • Expand opportunities for interdisciplinary learning and engagement
  • Explore innovative ways to recognize and reward international and globalized research for promotion and tenure
  • Increase the number of underrepresented students participating in summer research programs within PVM
  • Increase opportunities for global engagement among faculty, staff and students

Initiative IV-D: Promote skill-building attributes for effective professional development relationships

  • Develop a professional development series on the mentor and mentee relationship expectations and responsibilities integrating faculty, staff, and students
  • Provide an active mentor for candidates targeted through early-hire programming efforts and market these efforts to help attract faculty looking for supportive work environments
  • Create a professional development repository of online tools
  • Organize an end of the year event highlighting significant influencers chosen by students upon graduation

Conceptual Framework Model

Conceptual Framework Model 


Purdue University College of Veterinary Medicine, 625 Harrison Street, West Lafayette, IN 47907, (765) 494-7607

© 2021 Purdue University | An equal access/equal opportunity university | Copyright Complaints | Maintained by PVM Web Communications

If you have trouble accessing this page because of a disability, please contact PVM Web Communications at vetwebteam@purdue.edu.