Vivid description
The ҹɫ¸£Àû is seen as an institution of choice for students and employees from underserved and marginalized communities.
- Respect, diversity, inclusion, caring, accessibility, and accountability are seen
as everyone’s responsibility and are incorporated into departmental and campus missions
and strategic plans, employee professional development and performance appraisals,
and students’ educational curricula.
- The ҹɫ¸£Àû uses its power and influence to speak out against
injustice and prepare its community members to be champions of equity and justice.
- The ҹɫ¸£Àû promptly takes accountability for its mistakes
and missteps, works to right the situation and restore peace to those harmed, and creates actionable plans to prevent future harm to individuals and communities.
- The physical and virtual environments of the ҹɫ¸£Àû reflect
the legacy, heritage, history, languages, and values of the Indigenous Peoples upon
whose lands university community members live, work, and learn.
- Diversity is visible, prominent, and celebrated year-round, not just during specific
heritage months or other observances.
- Accessibility is automatic and systemic, the physical and virtual environments of
the ҹɫ¸£Àû are easily accessible to all.
- Wellness is seen as integral to the safety of the university community; intersectional,
culturally relevant, and trauma-informed practices support the holistic wellbeing of students and employees.
- Sustainability is incorporated into all practices across the University of Alaska
Fairbanks, and the university is seen as a leader in both climate research and climate
change prevention.
- Accountability is handled with grace, recognizing that experiences inform beliefs
and actions, but that each individual has the responsibility to grow and change.
- The ҹɫ¸£Àû’ prioritization of respect, diversity, inclusion,
caring, accessibility, and accountability is reflected in the proper allocation of
resources to support the university’s strategic goals.
- Policies and practices are regularly reviewed for implicit bias and accessibility
through critical conversations about power and privilege and formal assessment.
- Student and employee recruitment and retention practices are designed around inclusivity
and equity, leading to increased student recruitment, higher retention and graduation
rates, and increased employee retention.
- Ongoing and new courses and degree programs provide students the opportunity to engage
in scholarship, research, and creative activities that honor and celebrate diversity.
- Indigenous knowledge is utilized and valued in research, in the classroom, and throughout
the university.
- The ҹɫ¸£Àû champions the application of decolonization principles
and practices with local, state, and national partner organizations, including PreK-12
education partners.
- The ҹɫ¸£Àû educates students to apply decolonization principles
and practices in their careers and communities.
- A decolonized curriculum intentionally includes the contributions of Black, Indigenous
and People of Color (BIPOC), women, queer scholars, individuals with disabilities,
and other marginalized and underrepresented identities in all fields of study.
- Sponsored research includes underrepresented and underserved faculty, staff and students,
and explores topics associated with these groups, which have been historically underexplored
and undervalued.
- A culture of respect, diversity, inclusion, caring, accessibility, and accountability thrives at the ҹɫ¸£Àû, and all members of the university community are connected, safe, and successful.