51·çÁ÷¹ÙÍø

Vivid description

The 51·çÁ÷¹ÙÍø is seen as an institution of choice for students and employees from underserved and marginalized communities. 

• Respect, diversity, inclusion, caring, accessibility, and accountability are seen as everyone’s responsibility and are incorporated into departmental and campus missions and strategic plans, employee professional development and performance appraisals, and students’ educational curricula. 
  
  
• The 51·çÁ÷¹ÙÍø uses its power and influence to speak out against injustice and prepare its community members to be champions of equity and justice.
  
  
• The 51·çÁ÷¹ÙÍø promptly takes accountability for its mistakes and missteps, works to right the situation and restore peace to those harmed, and creates actionable plans to prevent future harm to individuals and communities.
  
  
• The physical and virtual environments of the 51·çÁ÷¹ÙÍø reflect the legacy,  heritage, history, languages, and values of the Indigenous Peoples upon whose lands university community members live, work, and learn. 
  
  
• Diversity is visible, prominent, and celebrated year-round, not just during specific heritage months or other observances.
  
  
• Accessibility is automatic and systemic, the physical and virtual environments of the 51·çÁ÷¹ÙÍø are easily accessible to all. 
  
  
• Wellness is seen as integral to the safety of the university community; intersectional, culturally relevant, and trauma-informed practices support the holistic wellbeing of students and employees. 
  
  
• Sustainability is incorporated into all practices across the University of Alaska Fairbanks, and the university is seen as a leader in both climate research and climate change prevention. 
  
  
• Accountability is handled with grace, recognizing that experiences inform beliefs and actions, but that each individual has the responsibility to grow and change.
  
  
• The 51·çÁ÷¹ÙÍø’ prioritization of respect, diversity, inclusion, caring, accessibility, and accountability is reflected in the proper allocation of resources to support the university’s strategic goals. 
  
  
• Policies and practices are regularly reviewed for implicit bias and accessibility through critical conversations about power and privilege and formal assessment. 
  
  
• Student and employee recruitment and retention practices are designed around inclusivity and equity, leading to increased student recruitment, higher retention and graduation rates, and increased employee retention. 
  
  
• Ongoing and new courses and degree programs provide students the opportunity to engage in scholarship, research, and creative activities that honor and celebrate diversity. 
  
  
• Indigenous knowledge is utilized and valued in research, in the classroom, and throughout the university. 
  
  
• The 51·çÁ÷¹ÙÍø champions the application of decolonization principles and practices with local, state, and national partner organizations, including PreK-12 education partners. 
  
  
• The 51·çÁ÷¹ÙÍø educates students to apply decolonization principles and practices in their careers and communities. 
  
  
• A decolonized curriculum intentionally includes the contributions of Black, Indigenous and People of Color (BIPOC), women, queer scholars, individuals with disabilities, and other marginalized and underrepresented identities in all fields of study. 
  
  
• Sponsored research includes underrepresented and underserved faculty, staff and students, and explores topics associated with these groups, which have been historically underexplored and undervalued.
  
  
• A culture of respect, diversity, inclusion, caring, accessibility, and accountability thrives at the 51·çÁ÷¹ÙÍø, and all members of the university community are connected, safe, and successful.