OIED’s Strategic Plan, consisting of objectives and initiatives to implement over the next four years (2022-2026), is designed to build upon OIED’s Core Goals and support NC State’s Strategic Goals, as they are outlined in “Wolfpack 2030: Powering the Extraordinary.”
OIED’s work aligns closely with Wolfpack 2030’s Goal 4 to “Champion a culture of equity, diversity, inclusion, belonging and well-being in all we do,” in addition to contributing to the success of the full plan.
To navigate through the plan as outlined, please use the links on the left of this page.
The Office for Institutional Equity and Diversity’s mission is to cultivate a just, inclusive and welcoming community at NC State where everyone feels a sense of belonging and is empowered to grow, innovate and succeed. We are thought leaders, stewards and champions of diversity, equity, inclusion and belonging (DEIB), working to achieve transformational impact at NC State. We build the capacity and skills of others to enhance DEIB in aligned, strategic and structured ways. We are fully committed to the fundamental belief that our differences make us extraordinary.
Vision and Philosophy
We envision a university community that values and affirms the inherent worth, dignity and contributions of all people.
To achieve transformational impact, we encourage and support growth at all levels: individual, interpersonal, organizational, and structural. In our work, OIED helps to identify and support the dismantlement of historically oppressive systems that silence and constrain the inherent agency of every person. We want all individuals to flourish in their education and their work, unapologetically in the identities they hold, without bias, discrimination or harassment.
If you are unfamiliar with DEI terminology, we hope this list of often-used terms helps clarify the meaning behind the language we use in OIED and with our work at NC State.
The condition of having or being composed of differing elements; variety; the inclusion of people of different races, ethnicities, cultures, genders, sexual orientations, nations of origin, languages, ages or other lived experiences in a group or organization.
The phrase “equity in higher education” refers to creating opportunities for equal access and success in higher education among historically underrepresented populations, such as limited resource, international and/or first-generation college students, as well as limited resource or limited English proficiency employees, to name a few.
The ability to participate fully in decision-making and growth processes within an organization or group. Inclusion requires intentional actions.
Being fully integrated into the culture, doing one’s best work, making an optimized impact on the community and setting a standard for others.*
Acting in alignment with what is factual, reasonable, and right.
Receiving individuals in all aspects of their identities into the community with openness and gladness.
The connected and interactive combination of elements that foster a balanced, holistic life, including: Sense of purpose, physical, financial, emotional, social, sense of community.
*Modified from the definition provided by Caerulean Analytics’ “Belongingness Model”
Framing the work of DEI for NC State, creating a structure within which all members of the community see their individual role in contributing to change and equity
Execution and Analysis
We execute these OIED Core Goals through community building, support and facilitation; advice and consultation; training, education and skill development; data-infused practice; and investigation, policy monitoring, and ensuring accountability for community expectations and governing laws and policies.
In addition to building on its own Core Functions and supporting Wolfpack 2030, design of OIED’s Strategic Plan included an analysis of its target constituencies; perceptions of diversity, equity, inclusion and belonging at NC State; and OIED’s strengths, weaknesses, opportunities and threats.Next: Four-Year Implementation Plan and Phases