Out of our mission and values—and in response to significant demographic changes in the country and our region—we must shift the culture of PSR to more fully reflect the diversity to which we aspire. The change must go beyond representational diversity, and instead model and embody leadership models, curriculum, and community that draws its strength through diversity. This work will be accomplished by several of the initiatives in this planning document—from curriculum to finances. However, it is important that we identify resources (both financial and in partnerships) to assess and improve our progress.
- Create a strategic, two year plan of action that integrates our various efforts towards improved diversity and inclusion and identifies the needed resources to deliver on it. The plan must include ongoing efforts on curriculum and program review, enrollment management, marketing and communication, community events, etc.
- The Intercultural Justice Committee will coordinate with the various offices tasked with being the “conscience” of the institution around our commitment to diversity and inclusion, leading a process of regular assessment and implementation.
- Partner with Community Association of PSR (CAPSR) Council to support student groups and create resources that draw on the experience of the student body to strengthen the skill and knowledge of their peers and the institution.
- Partner with the Dean’s Office to evaluate and identify resources for supporting students’ various learning styles and challenges. Align resources dedicated to student support, including partnerships within the GTU, to improve student retention/success and close the completion gap for students of color.
- Seek ways for PSR to serve as a leader and a resource to the church and society, drawing on our community’s diversity, experience, and specifically on our theological reflection around race, gender, gender identity, etc.