Task Force Charge

Explore the creation of a unified Office of Diversity, Human Resources and Professional Development that would better leverage our personnel and resources and elevate this priority to achieve our collective goals.

Chairs: Edil Torres-Rivera, professor, Latinx Studies and Voncella McCleary-Jones, associate dean and associate professor, School of Nursing

Task Force Members
Name Representing
Edil Torres-Rivera, co-chair Fairmount College of Liberal Arts and Sciences
Voncella McCleary-Jones, co-chair  College of Health Professions
Linnea Glenmaye Academic Affairs
Gery Markova Academic Affairs
Judy Espinoza Finance and Admin
Jessica Provines Student Affairs
Tom Aldag Research-Innovation
Katherine Holmgren Foundation
Christine Taylor Office of the President
Alex Johnson Athletics
Michael Irvin Office of the President
Judy Mount WSU Tech
Shelly Coleman-Martins Strategic Communications
Jessica Provines General Counsel
Katie Givens Diversity and Community Engagement
Jozie Caudillo Students
Sajani Jiten Students
Maribel Sanchez Students
Yulissa Hernandez Students
Angela Linder USS Senate
Sandra Goldsmith USS Senate
Lisa Clancy UP Senate
Heather Perkins UP Senate
Ron Holt Outside Representative
Jolynn Dowling Faculty Senate
Deanna Carrithers Diversity and Community Engagement

Recommendations and Meeting Minutes

Summary of Recommendations

The Diversity, Human Resources and Professional Development Task Force recommended the following:

  1. Creation of a new division: Workforce Diversity, Human Resources and Professional Development.
  2. A divisional budget fully funded.
  3. Vice President hired to develop strategic direction and provide operational leadership.
  4. Formalize a WSU definition of diversity.
  5. Develop a strategic, comprehensive diversity recruitment and retention plan– By college with applicable metrics.
  6. Implicit bias training – For all employees and search committee members.
  7. Recruiting reps to assist colleges on all aspects of the recruitment, selection and onboarding process.
  8. WSU to prioritize diversity hires.
  9. Recommend a salary and equity study (specific to gender and race) market-based pay transition completed.
  10. Develop and provide executive development opportunities, e.g.- leadership academy.
  11. Operationalize recommendations from the university campus climate survey.
  12. Align decision-making with university leadership priorities and strategic plan.
  13. Communicate academic units’ policies and expectations clearly.
  14. Create opportunities for faculty to participate in academic unit governance.
  15. Increase support for President’s Diversity Council and other inclusive excellence initiatives.
  16. Establish and promote mentoring for faculty/staff.
  17. Connect faculty/staff to campus and community resources within and outside the academic unit.
  18. Facilitate networking opportunities for faculty/staff.
  19. Consider leaves and other policies on an individual basis to best meet faculty needs.
  20. Establish ongoing assessment for success of program.