All students, faculty and staff accept responsibility for creating and maintaining an inclusive environment.

All colleges and the district office incorporate language about diversity and inclusiveness in their Vision, Mission and/or Values.
There are a lot of activities and programs for staff and students.
The curriculum is rich in diversity.

We need to identify ways to measure the “words” in our Vision, Mission and Values. 

The same people participate in activities – not as many students participate as could be involved.

All students, faculty and staff are respected for their intrinsic value and worth.

There is a foundation for bringing issues forward and communication and training about expectations and how to address concerns.

We need to improve communication with adjuncts and recognize generational differences in communication needs.

All students, faculty and staff trust they will be treated fairly. 

Syllabi have clear expectations and rubrics to promote fairness for students.

We need to look at using student satisfaction surveys (e.g. Noel Levitz) and an employee climate survey.

Faculty, staff and students reflect the diversity of our communities throughout the colleges and levels of the organization.

There have been a lot of efforts toward inclusive hiring practices.

We need to figure out where we are losing ground in regards to faculty representation as compared to student representation.

All students, faculty and staff succeed without disparities based on physical, social, economic or political characteristics.

There are a lot of training opportunities offered.

Want to know how data was gathered and in what context.

Need to know how people are using the skills presented in training programs and workshops.

We need to focus on part-time students. We need an early alert system district-wide.

Are our accomplishments making a difference? Statistically significant?

Constituency groups working collaboratively are primary resources to the organization.

We have constituency groups that receive support including the Leadership Summit and Employee Calendar.

Need groups to be more open to others to learn for future collaborations.

Employee initiative is high at the time of hire; decreases with time spent on the job.

New employees receive too much information too soon to process and sustain it.

Voices of leadership from all groups need to be heard.

Colleges, campuses and sites share information, resources and communication for optimal results.

One Maricopa is happening – examples include Health Care Education, SIS, Career expo and other cross-college program sharing and district councils.

The student success pilot reflects an active district-wide initiative with willingness to share and support across colleges.

Talk about FTSE and the competitiveness it creates. (Address internal structures)

Need a plan to be more inclusive – representation of the “right people” is not always in the room.

Physical distance across the district is a challenge.