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Office of Diversity and Inclusion

A bronze statue of Richard T. Greener, the first African-American professor at UofSC.

Equity & Inclusion Plan

Key Strategies and Tactics

In support of the University’s strategic plan (Focus Carolina 2023) and our university values as articulated through the Carolinian Creed, the equity and inclusion plan focuses on creating and sustaining an inclusive learning, living and working environment where all members of the university’s community feel that they are valued and supported.  We transform our university by attracting and retaining a diverse population of students, faculty and staff who enhance our teaching, learning, scholarship and community outreach.

“I will discourage bigotry, while striving to learn from differences in people, ideas, and opinions; I will demonstrate concern for others, their feelings, and their need for conditions that support their work and development.”

Excerpt from the Carolinian Creed

Because diversity in the composition of our students, faculty and staff is a key measure of our longterm efforts, we will create and sustain a university climate where all members of our university community:

  • Receive the support needed to be successful in their teaching, learning, research, scholarship, and work (achievement);
  • Engage in the learning, understanding and practice of diversity, inclusion and equity as key drivers of our university ethos and our preparation of student leaders (engagement); and
  • Feel that their presence and contributions are valued and affirmed (inclusion).

As such, composition, achievement, engagement and inclusion are key strategies. The University of South Carolina values diversity in the composition of our students, faculty and staff.  In support of Focus Carolina 2023, we will fulfill the following commitments:


Strategy One: Enhance the diversity of our campus community.

The University of South Carolina values diversity in the composition of our students, faculty and staff.  In support of Focus Carolina 2023, we will fulfill the following commitments:

Tactics:

  • Focused URM recruiting strategy
  • Develop scholarships that attract and support URM students
  • Develop pipeline programs focused on inspiring K12 students to attend USC (i.e., University of Possibilities, expansion of Summer Seniors)
  • Develop pipeline programs focused on the skill preparation of K12 students
  • Develop partnerships with organizations that support URM students and their successful transitions to college and/or graduate programs
  • Expand the Grace Jordan McFadden Professors program to financially and academically support more URM graduate students
  • Develop a pipeline program for URM graduate students

Tactics:

  • Focused URM faculty recruiting strategy
  • Develop a URM postdoc program
  • Develop training resources and update procedures to improve the hiring and search processes for faculty
  • Focused URM faculty retention strategy and implement programs that promote retention (e.g., faculty affinity groups, faculty mentorship programs NCFDD) 

Tactics:

  • Hire an admissions “ombudsperson”


Strategy Two: Provide the support needed for every member of our university community to be successful in their teaching, learning, research, scholarship, and work.

The University of South Carolina values the need for conditions that support the work, development and success of every member of our community.  We are committed to ensuring that every member is provided the opportunity for success in their teaching, learning, research, scholarship and work.

Tactics:

  • Focused URM recruiting strategy
  • Develop scholarships that attract and support URM students
  • Develop pipeline programs focused on inspiring K12 students to attend USC (i.e., University of Possibilities, expansion of Summer Seniors)
  • Develop pipeline programs focused on the skill preparation of K12 students
  • Develop partnerships with organizations that support URM students and their successful transitions to college and/or graduate programs
  • Expand the Grace Jordan McFadden Professors program to financially and academically support more URM graduate students
  • Develop a pipeline program for URM graduate students

Tactics:

  • Increase the number of URM students who are participating in internships, research and other experiential learning opportunities
  • Improve the data collection and reporting of graduate outcomes (to include working with the Department of Labor)
  • Require university contractors to provide internship opportunities for URM students


Strategy Three: Engage our university community in the learning, understanding and practice of diversity, inclusion and equity; and, foster a welcoming and inclusive university community.

Inclusion matters.  Ensuring that each member of our university community is valued and affirmed is the foundation of creating a campus of ideas where experimentation, learning, and growth are at the core of who we are and what we do.
Yet, inclusion cannot be achieved unless we intentionally engage our university community in the learning, understanding and practice of empathy, critical analysis and civil discourse.  This intentional engagement is critical in the preparation of student leaders and the foundation for an inclusive campus culture.

Tactics:

  • Increase participation in existing programs intended to engage our university community (i.e., Dive-In Lunches, Finding Common Ground Forums, etc.)
  • Expand the capacity of The Welcome Table SC as an engagement tool within the university and in communities across SC
  • Build structure and capacity for promoting faculty research and scholarship regarding diversity, inclusion, disparity studies, and other related topics
  • Develop and implement new courses, training programs and events that promote engagement in topics that align with our university values and support inclusive excellence

 

Tactics:

  • Expand the awareness of Bias Incident Reporting and create a response team to systematically address policy and procedural concerns that may arise
  • Improve the communication of diversity and inclusion as a strategic imperative
  • Perform biennial climate survey

Challenge the conventional. Create the exceptional. No Limits.

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