AOD Goal 2 Strategy A: We can meet our access, opportunity, and diversity collaboration goal if we embed AOD in all talent-acquisition practices and support departments in recruiting a diverse staff.

Critical Task 1: Diversify the workforce by defining, implementing, and communicating the use of inclusive hiring practices.

Tactics–Action Items

  • Define and implement practices to ensure utilization of inclusive language in job postings.
  • Ensure staff involved in recruitment and selection have unconscious bias training.
  • Ensure equitable salary practices in recruitment.

Indicators of Success

  • Establish baseline and increase in diversity of the workforce.
  • Increased awareness and usage by OneIT units of inclusive hiring practices and techniques.

Critical Task 2: Cultivate hiring pipelines that encourage a diversity of applicants, with a specific focus on areas of IT with low or no diversity.

Tactics–Action Items

  • Leverage existing programs, such as SPARK job shadowing/rotation, and develop new programs (e.g. mentoring) to ensure equitable-access career mobility.
  • Encourage intentional recruiting into early career/student positions to enhance diversity and reinforce inclusivity practices.
  • Enhance opportunities for student success by facilitating undergraduate employment of under-represented minority students; expand use of the Iowa GROW model, and integrate AOD-related content to strengthen supervisor skill sets.

Indicators of Success

  • Diversity of participation in SPARK job shadowing/job rotation experiences.
  • Units/staff/supervisors given opportunity to present methods and successes for mentoring and contributing to student success or developing student pipelines.
  • Student-only career opportunities created within OneIT.
  • Partner with Division of Student Life to utilize Student Employee Survey metrics.

AOD Goal 2 Strategy B: We can meet our access, opportunity, and diversity collaboration goal if we support and implement programs and devote resources to enhance retention of a diverse workforce and promote an inclusive culture.

Critical Task 1: Create a holistic view of retention that considers the entire employee experience, including belonging, and recognizing that retention is about more than just career opportunity.

Tactics–Action Items

  • Embed access, opportunity, and diversity in all talent/HR practices and training materials (e.g. onboarding, leadership development).
  • Ensure that consistent review of the Welcoming and Respectful Environment Universal Competency is applied during performance evaluations.
  • Develop information, policies, practices, and systems that facilitate identity transitions in the workplace.
  • Promote and sponsor external speakers/events that share broader perspectives on inclusion and identity.

Indicators of Success

  • Improved Climate Survey results in areas related to retention and climate.
  • Two events per year created or added to existing platforms (Tech Forum) to highlight and share broader perspectives of inclusion and identity.
  • Improved attendance/reduced absenteeism.

Critical Task 2: Develop a culture of equity and inclusion as a critical component of retention of a diverse workforce.

Tactics–Action Items

  • Encourage and recognize staff for developing skills and tools for improving culture by participating in AOD training.
  • Develop and implement a stay-interview system to assist in evaluating culture.
  • Ensure AOD is a considered part of all planning initiatives.

Indicators of Success

  • Decreased number of staff reporting a negative view of AOD initiatives based on climate survey results.
  • Percentage of staff participating in AOD training, initially based on BUILD courses.

Critical Task 3: Examine compensation of OneIT staff using identity-conscious metrics to ensure equitable processes and practices.

Tactics–Action Items

  • Conduct a compensation equity review and develop remediation plans.

Indicators of Success

  • 80% of pay gaps identified addressed within 2 years.

Critical Task 4: Charter an IT AOD committee with broad, rotating representation across identities and workgroups, and a liaison to the UI DAOD, to coordinate plan implementation and advise leadership.

Tactics–Action Items

  • Develop the charge including goals, purview, and deliverables in collaboration with other campus diversity councils.
  • Include the leadership of communities of underrepresented minority staff, allies, and other interested parties in deciding the makeup of the committee.
  • Define task of this committee.

Indicators of Success

  • Establishment of the committee and achievement of deliverables defined in the charge.
  • Active, visible sponsorship from senior leadership.

Critical Task 5: Establish resource allocations that reflect the importance of AOD within OneIT.

Tactics–Action Items

  • Develop roadmap to ensure timely execution of AOD strategic plan for OneIT.

Indicators of Success

  • Estimation of resources, prioritization, roadmap, and resource allocations completed.

AOD Goal 2 Strategy C: We can meet our access, opportunity, and diversity collaboration goal if we support and implement programs and devote resources to ensure the advancement of a diverse workforce.

Critical Task 1: Develop programs that support intentionally equitable advancement for members of underrepresented groups.

Tactics–Action Items

  • Develop mentorship programs that intentionally address professional development for targeted groups.
  • Encourage and recognize mentor participation in programs.
  • Adopt goals related to leadership advancement of targeted groups.

Indicators of Success

  • Count of participants in mentorship programs (both mentors and mentees).
  • Diversity of leadership (supervisors, directors, senior directors).

Critical Task 2: Develop programs that target early career professional development.

Tactics–Action Items

  • Build communities of practice and support for early career professionals.
  • Reward and recognize supervisors/staff/units that actively participate in early career mentoring opportunities.
  • Provide opportunities for staff to shadow leaders in meetings to provide growth opportunities, improve succession plans, and improve transparency of decisions made.

Indicators of Success

  • Establishment of communities.
  • Mentor participation.