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John Chambers College of
Business and Economics
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Chambers DICE Strategic Plan (DICESP)

Introduction and Background

Change within our College depends on institutional and external support and resources, continuous reflection and assessment, and accountability from every individual in the organization. The Diversity, Inclusion, Culture, and Equity Strategic Plan (DICESP) is the College’s commitment to fostering positive social change.

The plan includes operational goals, tactics, metrics for success, and timelines. The goals and recommendations set forth in the DICESP are arranged into three themes:

  1. Recruitment, Retention, and Representation,
  2. Culture and Belonging, and
  3. Education and Development.

To ensure the voices of our community were present, the initiatives from this plan were developed by faculty, staff, and students at the Chambers College during open strategy meetings. Once a draft was completed, internal and external stakeholders were given multiple opportunities to provide feedback. The final DICESP incorporated the feedback provided.

The first section, Recruitment, Retention, and Representation, explores two main areas: (1) the recruitment and (2) retention of historically excluded faculty, staff, and students. The strategies to support this initiative include targeted funding, focused and unbiased hiring practices, formalized strategies for mentorship, and continued progress in increasing the diversification of the Chambers Visiting Committee and Advisory Boards. The initiatives in this section will not only increase the number of historically excluded persons in the Chambers College but will encourage the representation of these groups at all levels of the College. Diverse representation is key to amplify the voice, experiences, and ideas of all, leading to an equitable, fair, and inclusive business school environment.

The second section, Culture and Belonging, explores the “Chambers Experience” – the initiative that governs our culture and provides an environment in which every person in our community can feel valued, respected, and heard. This section focuses on establishing spaces where all have a seat at the table to be heard and to engage with College decision-making. This includes increasing formal and informal engagement between faculty, staff, and students to encourage communication and community connections.

The last section, Education and Development, is focused on engendering a genuine curiosity about other people, perspectives, and cultures through curriculum, professional development, training, and community engagement.

To reach our aspirational goals, we require everyone in our community to actively engage in this work. In the words of Barack Obama, “Change will not come if we wait for some other person or some other time. We are the ones we’ve been waiting for. We are the change that we seek.”

The time has come for the people of the Chambers College to be the change. This work cannot be accomplished by the work of a few individuals. Rather, it is a shared community responsibility, which will accomplish this strategic plan. It is our shared responsibility and indeed honor to work together to step into this space with intentionality, grace, and patience as we try new things, become vulnerable, and push past our privilege.

Together, we will all be appreciative of the collective work as we move into the future to better our College, our university, our state, and our world.

Actions from 2017 to Date

In the 2021-2022 Academic Year, the Chambers Diversity Coordinator position was successfully filled after a national search. Chambers strengthened its commitment to diverse voices and perspectives by engaging the entire college through a strategic planning initiative. Led by the Diversity Coordinator, faculty, staff, and students were invited to implement the first Chambers College Diversity and Inclusion Strategic Plan (DICESP). The launch of an International Business student organization was initiated.

The DICE book club was launched. The inaugural book selected was Caste: The Origins of our Discontents by Isabel Wilkerson.

In the 2020-2021 Academic Year, DICE training and collaboration expanded to include the greater University and Morgantown area. The DICE Tips and Tricks manual was developed to help foster more inclusive behaviors within the classroom. The inaugural event in the Social Justice Awareness and Education Business programming series was held. This program, titled Healthcare Inequalities Panel, was a collaborative event with DICE, faculty, and students in the Chambers College Healthcare MBA, and students and faculty from WVU’s School of Public Health. The Higher-Level Implicit Bias series was launched in partnership with WVU’s Division of Diversity, Equity, and Inclusion.

The Chambers Diversity Coordinator position was created. The Diversity Coordinator will work with the faculty, staff, and students of the Chambers College to develop and advocate for diversity, inclusion, culture, and equity initiatives. The Diversity Coordinator will provide unique and creative leadership to empower the Chambers community to become more sensitive and aware of local, state, and national issues related to diversity and inclusion. This position will foster dialogue to encourage inclusion of all and to identify key issues within the College and community to ensure those issues are addressed. This position will also develop diversity, inclusion, culture, and equity metrics to ensure our College is improving.

In the 2019-2020 Academic Year, DICE developed its formal charge, responsibilities, and goals of the committee. DICE became an official College standing committee as approved by faculty vote. DICE began formal trainings and collaboration across the College. The Students of Color in Business student organization was launched.

In the 2018-2019 Academic Year, the first committee chair was appointed, and faculty and staff were recruited. The Women in Business student organization was launched.

In the 2017-2018 Academic Year, a small taskforce of volunteers brainstormed goals and the purpose for a College of Business and Economics Diversity Committee (now the John Chambers College of Business and Economics Diversity, Inclusion, Culture, and Equity Committee).

Assessment and Sustainability

The DICE leads include the Chambers Diversity Coordinator and DICE Executive Committee. The leads will collaborate with members and units across the College to assess, implement, and review the DICESP. Throughout each year, the leads will monitor the progress of each initiative, record feedback from constituents, and implement revisions and improvements as needed. A report on progress will be distributed to the Chambers College Dean’s Office annually.