2022-2027 Strategic Goals
Our path forward to become a more diverse college culture is marked by multiple strategies to improve our people, programs, infrastructure and culture. Below is a summary of specific strategies. This list isn’t all-inclusive, nor is it finalized. Introspection, scanning, and evaluation is on-going, and this five-year plan is modified to reflect both our current initiatives and our expectations for the future. Some of the items listed are already underway and others exist only as early initiatives. Baseline numbers and other specific targets will be informed by current climate surveys and broadening the organization’s dialogue around these strategies. As information and ideas evolve, the associated measures of success will be integrated to our on-going College planning efforts and annual scorecards of effectiveness.
Institutional diversity, equity and inclusion goals
Goal 1: Recruit, Retain, and Develop
Objective 1a: Increase the recruitment, retention and graduation of students from underrepresented groups.
| Responsible Unit | Measure |
| Admissions | Recruitment activities specific to underrepresented groups |
| Admissions | Inquiries, applicants and matriculants for underrepresented groups |
| Admissions | Scholarships to underrepresented groups |
| Student Affairs | Program retention for underrepresented groups |
| Student Affairs | Graduation rates for underrepresented groups |
| Advancement | Seek and apply for funding of scholarships, grants, and programmatic support for underrepresented students |
| Advancement | Identify and highlight mentors in alumni community to mentor students from underrepresented groups |
Objective 1b: Increase the recruitment, retention, and professional growth of faculty, administration, and staff from underrepresented groups.
| Responsible Unit | Measure |
| Human Resources | Recruitment activities specific to attract underrepresented groups of employees |
| Human Resources | Employees from underrepresented groups |
| Human Resources | Monitor and ensure compliance with equal opportunity laws and regulations |
| Compliance Office | Implement automated tracking system to effectively monitor reporting and adjudication of complaints from students and employees |
Objective 1c: Increase the recruitment of trustees from underrepresented groups.
| Responsible Unit | Measure |
| Board of Trustees | Recruitment activities specific to attract trustee candidates from underrepresented groups |
| Board of Trustees | Trustees from underrepresented groups |
Goal 2: Provide Specialty Program Content
Objective 2a: Develop and implement academic content and training experiences that prepares students for success
| Responsible Unit | Measure |
| Academic Affairs | Identify and teach to learning objectives on diversity, equity and inclusion |
| Clinical Affairs | Patients from underrepresented groups |
Objective 2b: Workplace training that prepares employees for success
| Responsible Unit | Measure |
| Human Resources | Employee training programs on cultural diversity |
| Human Resources | Active recruitment to achieve diverse hiring pools |
Objective 2c: Marketing and communications of Palmer’s values
| Responsible Unit | Measure |
| Chancellor | Include topics of diversity, equity, and inclusion in communications and College updates. |
| Marketing and Communications | Include topics of diversity, equity, inclusion and cultural values in various media of marketing and communications. |
Objective 2d: Strengthen connections and collaborations in the profession and civic community
| Responsible Unit | Measure |
| Chancellor | Dialogue and connection to civic communities to advance diversity initiatives |
| Advancement | Outreach to alumni for mentorship and collaboration on culture of diversity and inclusion |
| Chancellor | Dialogue and connection to professional communities within chiropractic focused on diversity |
Goal 3: Foster a Supportive Culture and Infrastructure
Objective 3a: Create dedicated resources
| Responsible Unit | Measure |
| Institutional Effectiveness | Adopt regular climate survey to inform diversity, equity and inclusion achievement and recommendations |
| Institutional Effectiveness | Establish baseline numbers that will inform strategies, measures, and benchmarks on aspects of diversity, equity and inclusion |
| Business Office | Formulate a specific budget for people and programs |
| Student Affairs | Clubs and activities to support a diverse and inclusive culture and student experience (i.e., Student American Black Chiropractic Association, World Federation of Chiropractic, etc.) |
| Chancellor | Create organizational leadership (person, office, and/or appointment) to manage diversity, equity and inclusion efforts |
| Human Resources | Resources to support diversity in work environment |
