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Reflective of our inclusive excellence approach to support an inclusive Miami, Miami employees embrace and respect people from all backgrounds; demonstrate proficiency in executing duties and responsibilities mindful of all community members, and are provided with opportunities to participate in cultural competency professional development courses, activities, and events..

Below, you will find examples of how to embed an inclusive excellence framework in employee performance and goal-setting.

Example 1: Participate in at least one professional development course or opportunity to enhance inclusive excellence understanding and/or cultural competency during the year.

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• Attend an Racial Equity Workshop or another workshop from . 
• Participate in or train to be a facilitator for Safe Zone training I, II, III or Pronouns 101 hosted by the Center for Student Diversity and Inclusion (CSDI).
• Attend the , an on-campus day long conference to support Miami community members to learn and grow their cultural competency in community.  
• National or regional conference, workshop, or training  focusing on inclusion.

Example 2: Support institutional affirmative action requirements, through efforts that contribute to diversifying the applicant pool for faculty/staff/¾Ã¾ÃÈÈÊÓƵ positions.

• Design and implement strategies for attracting a more diverse pool of applicants for positions.
• Research best practices for supporting a more diverse applicant pool.
• Attending campus workshops and/or conference sessions that share strategies to support inclusive recruitment practices and approaches. 
• Participate in OTIE’s to learn about best practices and approaches to navigating search processes (for faculty and staff searches) 

Example 3: Contribute to programming that supports inclusive excellence.

• Promote and/or develop professional development forums, initiatives, and/or events that enhance our inclusive excellence approach.
• Organize a speaker series focusing on inclusive excellence and/or cultural competence in your area
• Request a workshop from OEEO, , and/or for your unit.
• Take on a leadership role in one of Miami’s Faculty and Staff Affinity Groups.
• Serve as an for a diverse-focused ¾Ã¾ÃÈÈÊÓƵ organization -
• Join a cohort of (annual application cycle). 
• Collaborate on (i.e. social, panel, speaker, etc.) with OTIE for all faculty, staff, and ¾Ã¾ÃÈÈÊÓƵs to grow/learn together. 

Example 4: Develop work schedules and programming that are inclusive and recognize the observation of diverse holidays.  For examples please visit the institution’s .

• Proactively examine and adjust programming plans to be respectful of diverse holidays - to support engagement of Miami community members.
• Consider best practices in honoring and respecting the traditions of diverse holidays when programming, scheduling meetings, and so forth (examples can be found in the institution’s Religious Observances and Inclusive Scheduling).
• Explore ways to ensure meetings, programming, and documents are accessible.  You can use the following resources: (1) AccessMU, (2) Accessible Programming Guide, and (3) . 

Example 5: Contribute to mentoring to ensure we are inclusive of all Miami community members, and to contribute to retention. 

• Serve as a mentor or mentee in a mentoring program.
• Share and contribute to the with all faculty and staff, to support their full engagement in the local and surrounding community. 

Example 6: Participate in and actively contribute to a university Inclusive Excellence Council or committee opportunities.

Example 7: Develop or edit educational or promotional materials so that they are culturally sensitive and accessible ( can be used as a resource). 

If you would like to explore other options or discuss strategic ways to advance your unit as a supervisor, with OTIE to align with your larger goals/vision for your unit.  To schedule a meeting, reach out to Hiram Ramirez, Assistant Vice President for Inclusive Excellence and Strategic Initiatives in OTIE, at ramireh2@miamioh.edu.  

Supervisors should be willing to lead and inspire their unit and employees to fulfill inclusive excellence goals and strategic priorities. Miami employees are expected to treat others with fairness and dignity; foster inclusion; respect individual and group differences; enhance inclusive communities; and contribute to departmental and organizational unit inclusive excellence strategic goals.

We encourage you to use the examples above as a guide when formulating goals and your contribution to fostering Miami’s core values and inclusive excellence approach. 

If you have questions, please reach out to Human Resources or the