Strategic Plan
Diversity, Equity and Inclusion Strategic Plan

Executive Summary 

Purdue Veterinary Medicine’s Diversity, Equity and Inclusion (DEI) plan is designed to address the current state of the profession in the area of diversity, but more specifically it will set the future course for the college by strengthening current diversity efforts with an emphasis on intentionality. A college that is committed to inclusiveness and diversity must deliberately put into place a series of guideposts that make success possible. The roadmap presented in this document provides a framework for strengthening our efforts and should be regarded as a living document - one that provides strategic direction, but remains responsive to the current needs and priorities as they arise.

The United States’ competitiveness in the global economy and growth in the veterinary profession depend on our ability to recruit, retain and educate both current and prospective veterinary professionals, as well as veterinary nursing and graduate students in intercultural competency. To that end, this form of training will prepare individuals and promote the development of critical thinking skills necessary to address complex societal problems which often cross cultural boundaries. More importantly, it will encourage this college to uphold its obligation to protect free expression while maintaining a diverse and inclusive community with shared values.



PVM Diversity Timeline: Inclusive Excellence in Practice

The Provost appoints Dean Willie Reed

2007

The PVM Diversity Module Certificate Curricular Requirement established (beginning with DVM class of 2020)

2016

The Office of Diversity and Inclusion was established

2008

Post-Baccalaureate Research Education Program (PREP) grant awarded

$150, 000 Diversity Transformation award

2016

PVM Women’s Faculty Luncheon launched

2008

The College of Veterinary Medicine at Purdue University receives the Insight to Diversity magazine HEED Award

2017

The AARC (Access to Animal-Related Careers)  summer program was established

2009

VOICE (Veterinarians as One Inclusive Community for Empowerment) receives chapter of the year award from the National VOICE chapter

2017

SEPA (Science Education and Partnership Awards): Fat Dogs and Coughing Horses Program awarded $1.8 million grant

2009

The Pipeline, Preparedness and Transitions program launched

2017

DVM DiversiKey Certificate program launched

2010

PVM faculty and staff mediation training launched

2017

Midwest Iverson Bell Summit co-hosted with Michigan State in West Lafayette

2010

This is How We Role receives the Insight to Diversity magazine Inspiring program in STEM award

2018

Institute for Accessible Science (IAS): Advancing Inclusion of Persons with Disabilities in Biomedical Laboratory Research awarded

$1.9 million grant from National Institute of Health

2010

VOICE receives the programming excellence award from the National VOICE chapter

2018

USDA/MSP Scholars Program $136,000

2010

PVM receives the HRSA, National HCOP Academy for Veterinary Medicine Grant Award of $3.18 million

2018

The PVM Diversity Action Committee (DAC) was established

2012

Vet Up! Champions and Vet Up! DVM Scholars launched

2018

The first Diversity strategic plan was implemented

2012

The Vet Up! College early admissions program launched

2018

The Center for Excellence in Diversity and Inclusion was created in partnership with AAVMC and AVMA

2013

Vet Up! College - a summer immersion program for prospective DVM students

May 2019

The book Navigating Diversity in Veterinary Medicine was published

2013

The Vet Up! program receives the Insight into Diversity magazine Inspiring programs in STEM award

2019

Midwest Iverson Bell Summit co-hosted with Michigan State in West Lafayette

2014

The Office of Diversity and Inclusion changes name to Office of Diversity, Equity and Inclusion

2019

The PVM Diversity and Inclusion Certificate program launched

2014

The PVM Diversity Critical Conversation Series Launched

2019

SEPA (Science Education and Partnership Award): This is How We Role awarded $1.8 million grant

2015

Intercultural competency workshops are implemented in the DVM and post-graduate training programs

2019

USDA/MSP Scholars Program awarded $200,000

2015

The first Faculty and Staff Awards in Diversity Excellence were distributed

2019

PVM Global Engagement certificate program

2015

Intercultural competency sessions are implemented in the DVM, intern and resident on-boarding process

2019


Overview of Strategic Goals

There are four (4) strategic goals in this plan:

  • Integrate diversity, equity, and inclusion into the academic principles of teaching, research and engagement
  • Recruit and advance a diverse community of faculty, staff and students
  • Elevate the PVM brand by expanding audience reach through more diverse channels
  • Cultivate a culture of excellence that supports a diverse and inclusive environment

 

If effectively implemented, the initiatives set for each goal area will achieve the anticipated outcomes:

  • Increased cultural competence and commitment modeled by all members of the PVM community
  • Increased access and opportunity for growth
  • Increased visibility of PVM brand among diverse populations
  • Improved supportive learning and work environment, which gives a stronger sense of belonging

Strategic Goal 1:

Integrate diversity, equity and inclusion into the academic principles of teaching, research and engagement

Anticipated Outcome: Increased cultural competence and commitment modeled by all members of the PVM community

Cultural competence refers to skills that facilitate positive effects on relationships that are respectful of and responsive to the beliefs, practices, cultural and linguistic needs, and preferences of all groups. The process of engaging in cultural immersion is a learning model that will embed intercultural competency into the curricula, policies, practices and processes. Advancing diversity, equity and inclusion will provide members of the PVM community with awareness of the social and cultural differences within the organization for which they work and enable them to gain a deeper understanding of the communities, organizations and families in which they serve and live. 

Strategic Goal II:

Recruit and advance a diverse community of faculty, staff and students

Anticipated Outcome: Increased access and opportunities

There have been significant strides to recruit more underrepresented students for the DVM program and for faculty and staff positions. These efforts have included pipeline programming, targeted conference visits, community engagement and the development of external partnerships. Sustaining these efforts will require college-wide participation and a commitment to diversifying students, faculty and staff at each level. Recruitment is inevitably tied to the culture and climate surrounding the success of the current student, faculty and staff population and their buy-in to the mission of the College of Veterinary Medicine as it pertains to diversity and inclusion efforts. Extending recruitment efforts to the veterinary nursing and graduate programs are areas where access and opportunities can be expanded. 

Strategic Goal III:

Elevate the PVM brand by expanding audience reach through more diverse channels

Anticipated Outcome: Increased visibility of PVM brand among diverse populations

Community engagement has always been part of PVM’s mission. Community engagement at PVM encompasses all work with external partners, locally, statewide and nationally. The digital footprint of the college will be strengthened by intentionally highlighting the diverse work (e.g., research, programming, service, and teaching) that features areas of interests that are meaningful to diverse populations. 

Strategic Goal IV:

Cultivate a culture of excellence that supports a diverse and inclusive environment

Anticipated Outcome: Improved supportive learning and work environment, which gives a stronger sense of belonging

Creating a culture of excellence focused on building a diverse and inclusive climate within the college with the tenets of equity, fairness, recognition, dignity and respect. Purdue University pursues excellence and inclusiveness in its work to educate and serve its community through: 1) teaching diverse students in order to develop engaged citizens, 2) practicing and applying research, scholarship and creative activity, 3) providing engaged service and outreach that improve the quality of life for local and global communities, and, 4) strengthening support services for faculty, staff and students in an effort to help retain a diverse population. “The ultimate goal of excellence for PVM can only be realized when the core values pertaining to diversity and inclusion become intrinsic to its academic, business, co-curricular and cultural core” (PVM Diversity Strategic Plan, 2012).

 

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