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Diversity Planning & History

In 2009, the Diversity Taskforce was charged with developing a strategic plan for racial and ethnic diversity. The plan, Toward a Campus Climate of Inclusion: A Three-Year Plan to Improve Racial and Ethnic Diversity at Edgewood College, 2009-2012, was created and identified specific action steps to increase racial and ethnic diversity throughout the College, and simultaneously, continue cultivating a campus climate of inclusion. In 2010, Campus leadership hired a staff member to coordinate the inclusion planning efforts and the College also established the Inclusion Council to oversee the College’s progress toward reaching the goals set forth in the 2009-2012 plan.

In the Fall of 2013, Edgewood College renewed its commitment toward social justice and began building upon and refining previous efforts. The President’s Leadership Team established an ad-hoc planning committee, the Inclusion Planning Taskforce, which was established to create the next diversity action plan for the College. We are pleased to share with the community the next iteration of Edgewood’s inclusion planning efforts, The 2014-2017 Framework for Diversity: A Renewed Vision and Framework for Diversity & Inclusion.

Please navigate this site to learn more about the 2014-2017 Framework for Diversity and how the plan is aligned with the mission of Edgewood College and further supports the College’s Strategic and Academic Plan. Please also consider taking some time to view Edgewood’s original 1992 multicultural plan.

In December 2016, the College approved a new document titled, "Our Commitment to Diversity & Inclusion." This document was shared widely through the President's "Work in Progress" email to all campus community members. 

Today, Diversity & Inclusion is integrated throughout the College's 10-year Strategic Framework: Pathways to Purpose

Strategic Priority #5 of this Plan, identifies, "Building an Inclusive College where individuals across the rich spectrum of diversity succeed and belong" as a top priority for the College. This priority area identifies five important actions to advance diversity and inclusion:

  • Create an action plan to intentionally diversify faculty, staff, students, and leadership, including increased funding for scholarships, programs, and resources that will attract underrepresented and historically marginalized populations
  • Implement a framework for leadership, coordination, and communication for diversity and inclusion
  • Create metrics (representation, recruitment, promotion/tenure) to ensure accountability among staff, faculty and administration for hiring, retention and promotion of individuals from underrepresented and historically marginalized populations
  • Create a fund to support diversity and inclusion initiatives that campus members can apply to use for research, pilot programs, and professional development
  • Provide resources to support underrepresented and historically marginalized students, staff, and faculty