Campus Climate Timeline

Detailed Campus Climate Action Plan

Condensed Stetson Campus Climate Action Plan

Below is a condensed version of the Campus Climate Action Plan and the associated updates as of January 2022. For more comprehensive updates, please visit the “Detailed Campus Climate Action Plan” button linked above.

Key Goals for the Next Stage of Stetson's Inclusion Work

  1. Building a culture of respect
  2. Cultivating strong and collaborative relationships
  3. Fostering opportunity and sustainability
  4. Planning for our future

Fall 2021

Phase 1 - Building a culture of respect

  • Community update and conversations regarding the Working Group reports and Phase 1
    • Completed in December 2021. However, continued feedback is encouraged by emailing [email protected] You may also request an individual or group discussion for your campus office, committee, or organization about the Action Plan or a particular action item.
  • Evaluate opportunities to expand Action Plan to include collaborations with the Multicultural Student Council (MSC) and the Student Government Association (SGA) in DeLand
    • Ongoing through Phases 2 and 3 with more specific action items added during Phase 2 in collaboration with MSC and SGA.
  • "Culture of Respect” Community Conversations and Campaign
    • Ongoing through Phase 2 after a collaboration during Values Day in October 2021 around “Building Cultures of Respect and Empathy”. For Phase 2, the focus is to extend these Values Day conversations with community partners.
  • Evaluate and begin updating the website to better reflect inclusive values
    • In development with a release of a preliminary webpage anticipated by February 2022. New collaborations with consulting partners were established during Phase 1 (Fall 2021).
  • Enhance and promote the university’s historical and existing diversity and inclusion efforts online
    • Ongoing in concert with the “inclusive website” action item above. The anticipated release of a preliminary webpage by February 2022
  • Continue evaluation of University-wide DEI training and leadership development opportunities
    • Ongoing and will continue into Phase 2
  • Review and continue development of DEI Faculty/Staff Strategic Hiring Guidelines
    • Ongoing and will continue into Phase 2 with an anticipated completion of an updated draft for a community feedback process by May 2022
  • Explore expansion of external cultural credit and leadership development opportunities
    • Ongoing and will continue into Phase 2
  • Evaluate communications structure and training/guidelines for national crises and events
    • Ongoing and will continue into Phase 2
  • Review and propose publication models of current faculty/staff demographic data
    • Planned to begin in January 2022 with an anticipated release by March 2022
  • Review reporting infrastructure for concerns, and continue promotion through community-wide campaigns
    • Ongoing and will continue into Phase 2

Spring 2022

Phase 2 - Cultivating strong and collaborative relationships

  • Community update and conversations regarding Phases 1 and 2
  • Incorporate diversity and inclusion goals in the overall Stetson University Strategic Plan
  • Develop a strategic plan to strengthen relationships with City of DeLand and Volusia County
  • Develop communications structure and training/guidelines for national crises and events
  • Continue development and/or enhancements of DEI training and leadership development opportunities
  • Enhance transparency of high-level policy development process and options for advanced community feedback
  • Propose a City of DeLand Walkability Study to assess accessibility and safety
  • Begin to evaluate the incorporation of DEI evaluations into existing administrative and employee evaluation structures
  • Expand external cultural credit and leadership development opportunities

Fall 2022

Phase 3 - Fostering opportunity and sustainability

  • Community update and conversations regarding Phases 2 and 3
  • Evaluate and propose models for the publication of faculty/staff compensation data
  • Develop DEI evaluation structure for administration and departments/offices
  • Evaluate budget and financial planning policy communication and feedback process
  • Deepen avenues for students to obtain scholarships and varied career opportunities
  • Propose to the City of DeLand joint, comprehensive diversity, equity, inclusion, and accessibility training opportunities and conversations for leadership and community members

Spring 2023

Phase 4 - Planning for our future

  • Community update and conversations regarding Phases 3 and 4
  • Implement new structures for the next stage of inclusion

Resources