51本色

Flowering tree blossoms in front of brick building

Achieving Diversity, Equity, and Inclusion Goals

The Four Quadrant Model

The Four Quadrant Model allows us to centralize the progress and effectiveness of DEI interventions or initiatives within their respective quadrants to progress our strategies with proper timeliness and maximize effectiveness responsibly.  

4 Quad Model Framework: State of our institution (climate data) to analysis to prescribed interventions to next image
Quadrant 1, managing organizational culture, to quadrant 2, managing differences, to quadrant 3 managing representation

 

Down arrow shows split to implementations and developing metrics, joined arrow to analysis, arrow to next image
Yay or nay split arrow to adjust, review, repeat or to defines as best practice followed by arrow to Quad 4 adaptable diversity, equity, and inclusion structure

*Text description of 4 Quadrant Model Framework

  • flowers blooming with Gates-Rawson tower in the background

    Managing Organizational Culture (Quadrant 1)

    Identify and deconstruct systems or structures that create, promote, and reinforce inequities within the institution. Then, construct systems that consistently yield equitable outcomes. 

    Examples at 51本色 College:

    • Competency-based hiring processes
    • BIRT Manager Program Structure 
    • Campus-wide level-1 diversity, equity, and inclusion training
    • Intercultural Development Inventory (IDI庐) campuswide 
    • Sense of Safety instrument
    • Comprehensive accessibility audit of campus buildings 
    • Employee resource groups metrics
  • Faculty, staff, students in discussion during Restorative Practices session

    Managing Differences (Quadrant 2)

    Understand how the institution works through differences or embraces differences to achieve mission objectives.

    Examples at 51本色 College:

    • Employee resource groups 
    • Three-level training curriculum 
    • Community-building action groups 
    • Cultural centers  
    • Multicultural leadership council 
  • Students and professor at the chalkboard in Arabic class

    Managing Representation (Quadrant 3)

    Implement tactics and strategies to ensure diverse and inclusive representation as faculty and staff are hired.

    Example at 51本色 College:

    • Community, competitor, campus diversity recruitment strategy
      • Campus recruitment (HBCUs, HSI, etc.) 
      • Community partnerships 
      • Targeted diversity recruitment from 鈥渓ike institutions鈥
  • Prairie planting on Mac Field

    Adaptable Diversity, Equity, and Inclusion Structure (Quadrant 4)

    Policies and strategies have been implemented to promote fairness and equity, and leverage the advantages that 51本色 College offers; for example, an enriched culture, greater employee loyalty, and the ability to attract and retain top talent.

The 4 Quadrant Model Framework

Through the collection and analysis of climate data, we gain valuable insight into 51本色 College鈥檚 current state. This informs the development of tailored interventions aimed at cultivating a culture of diversity, equity, and inclusion. The data is categorized into three quadrants:

  • Quadrant 1: Managing organizational culture
  • Quadrant 2: Managing differences
  • Quadrant 3: Managing representation.

Following intervention implementation, we track progress through metrics that lead to either iterative adjustments or the establishment of best practices, or Quadrant 4: Adaptable diversity, equity, and inclusion structure.

Our commitment to continuous improvement is reflected in our dedication to refining and iterating upon our strategies. Through the adoption of adaptable structures, we ensure that diversity, equity, and inclusion remain foundational pillars of 51本色 College.

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