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Our Strategic Plan

Building a diverse, equitable, and inclusive UMSI community, requires more than ideals, it requires a plan. In 2015, UMSI created it’s first Diversity, Equity and Inclusion 5-year Strategic plan (DEI 1.0 from 2016-2021). Revised every year, the plan listed specific actions UMSI offices, faculty and staff would undertake to:

  • Promote an equitable and inclusive community
  • Recruit  and retain diverse students, faculty and staff 
  • Promote DEI education and scholarship 

Progress and highlights from UMSI’s first DEI Strategic Plan are summarized in a website launched October 2022. Learn more about website launch.

Questions or comments? Email the Diversity, Equity & Inclusion Office at umsi.deioffice@umich.edu.

Our Strategic Objectives & Measures of Success 

Below is a list of the UMSI DEI Year 5 strategic plan objectives and measures of success during the last year of DEI 1.0 (2020-2021). Planning for UMSI’s second DEI 5-year strategic plan (DEI 2.0) is currently underway and is set to begin Fall 2023.

Increase diversity recruitment and retention efforts across all degree programs. Work to remove structural barriers and facilitate a vibrant, dynamic and diverse learning community, with a focus on developing a high-quality student experience, a sense of belonging, and a culture of trust and support.

Measures of Success
Course evaluation data, climate survey results, and student outcomes data indicating greater awareness and understanding of diversity, equity, and inclusion issues and fewer experiences of bias and exclusion.


Equitable assessment of each applicant in the admissions review process

Measures of Success
No evidence of bias in terms of number of reviews, content and quality of reviews, and recommendations for others to consider the application.


Develop clear lines of responsibility and accountability for promoting diversity in student applicant pools, establish policies and reporting procedures, and provide appropriate training.

Measures of Success
More effective division of responsibility between program directors, faculty reviewers, and staff with involvement in recruitment and admissions; Reports on recruitment, admissions, yield.


Continue to increase diversity of staff

Measures of Success
Increase in underrepresented minority staff, particularly in managerial positions; Increase of women in technical positions

Create an anti-racist curriculum and decolonize educational material. The curriculum should be modified with the explicit goal of developing anti-racist graduates.

Measures of Success
Course evaluation data, climate survey results, and student outcomes data indicating greater awareness and understanding of racism and anti-racism, diversity, equity and inclusion. Fewer reported experiences of bias and exclusion.


Produce and disseminate faculty led scholarship related to diversity, equity and inclusion across its many dimensions.

Measures of Success 
Percentage of faculty research publications on topics related to diversity, equity and inclusion across its many dimensions. Data on scholarly publications and conference presentations, and results of communications efforts (visibility via UMSI web site and social media; media mentions, etc.) 


Promote participation in research by undergraduate and master’s students from groups that are under-represented—including women, first generation college students and underrepresented minorities—to foster diversity in the next generation of scholars.

Measures of Success
Number of students participating in UMSI sponsored pipeline program(s) and number of these students who matriculate in doctoral programs at UMSI or elsewhere.

Review existing school infrastructure for grievances and hearing concerns from students, staff and faculty at UMSI. Improve the current process and communication to ensure the UMSI and university processes are well understood. Ensure these processes support addressing concerns without retribution to one’s career or resources, including anonymity as an option.

Measures of Success
Surveys of students, staff and faculty regarding grievance information and resources, climate survey results indicating concerns are addressed without retribution.


Raise awareness among faculty and staff of how behaviors, forms of expression and other individual actions can result in a climate that is perceived as not inclusive by women, underrepresented minorities, LGBTQ+ people, non-U.S. citizens and people with disabilities.

Measures of Success
Future climate survey responses that report improvements in climate survey scores and positive indicators from focus groups.


Encourage and support individual and school investment in DEI efforts and professional development.

Measures of Success
Outcomes from faculty and staff DE&I goal setting; documented changes in organizational practices, policies or programs to support a more inclusive environment.


Raise awareness among PhD students of how behaviors, forms of expression, and other individual actions can result in a climate that is perceived as not inclusive by women, underrepresented minorities, LGBTQ+ people, non-U.S. citizens and people with disabilities.

Measures of Success
Future climate survey responses and indicators from focus groups that report improved climate for women, underrepresented minorities, LGBTQ+ people, non-U.S. citizens and people with disabilities.


Raise awareness among Masters students of how behaviors, forms of expression, and other individual actions can result in a climate that is perceived as not inclusive by women, underrepresented minorities, LGBTQ+ people, non-U.S. citizens and people with disabilities.

Measures of Success
Future climate survey responses and focus group indicators that report improved climate for women, underrepresented minorities, LGBTQ+ people, non-U.S. citizens and people with disabilities.


Raise awareness among BSI students of how behaviors, forms of expression, and other individual actions can result in a climate that is perceived as not inclusive by women, underrepresented minorities, LGBTQ+ people, non-U.S. citizens and people with disabilities.

Measures of Success
Climate survey and focus group results that report improved climate for women, underrepresented minorities, LGBTQ+ people, non-U.S. citizens and people with disabilities.


Foster a climate and culture that supports students, staff and faculty holistically including work/life balance, wellness and familial commitments. Foster mutual understanding across differences and work to institutionalize inclusion in UMSI’s environment including policies, practices and norms.

Measures of Success
Future climate survey responses and focus group indicators that report higher climate scores across groups related to an inclusive environment, support for work/life balance, managing familial commitments, support for career development and strong mentorship.


Educate our community on sexual and gender-based misconduct prevention in an effort to promote a safe and supportive environment for all members to work, learn and thrive.

Measures of Success
Future climate survey responses and feedback from focus groups or other channels that indicate higher scores for gender equity and fewer concerns related to gender bias, sexual harassment and misconduct


Ensure annual evaluation of UMSI DEI efforts are transparent, actionable and assess antiracist efforts.

Measures of Success
Feedback from climate surveys, focus groups and achievement of actions listed.