Goal SummariesUniversity Housing & Dining Services 2026-2030 Diversity Action Plan The Diversity Action Plan (DAP) is a four-year roadmap designed to strengthen equity, inclusion, communication, onboarding, training, and operational practices across the University Housing & Dining Services. The plan launched in Fall 2026, with implementation beginning in Winter 2027. The Director of Diversity Initiatives and Programs is responsible for coordinating implementation and assessment. Overview Diversity Action Plan 2026-2030

Goal SummariesDiversity Action Plan 2026-2030/Goal Summaries Goal Summaries Goal 1: Establish and Integrate Equity Principles Across UHDS This goal focuses on embedding equity into the daily operations, decision-making, and culture of UHDS. The intent is to create a shared understanding of what equity means within UHDS and make sure that equity considerations become a standard part of practices. Key efforts include: (1) Develop a UHDS-specific definition of equity (2) Create processes for equity-minded consultation with Director of Diversity Initiatives & Programs (3) Communicate equity initiatives and progress across the department Primary Outcome A shared equity framework that guides decisions, operations, and workplace culture throughout UHDS. Goal 2: Enhance Communication and Decision-Making Transparency This goal aims to improve how information is shared across the department and increase transparency around decisions that affect employees. The focus is on providing timely, accessible information, creating opportunities for employee feedback, and ensuring communication practices are inclusive and easy to understand. Key efforts include: (1) Utilize All-Department Meetings (2) Expand communication channels (3) Adopt accessibility standards for departmental communications Primary Outcome Employees are better informed, have greater confidence in organizational communication, and understand how decisions are made and communicated.

Goal SummariesDiversity Action Plan 2026-2030/Goal Summaries Goal Summaries Goal 3: Standardize and Enhance Onboarding and Training This goal seeks to provide all UHDS employees with consistent, inclusive, and role-specific onboarding and professional development experiences. The plan intends to improve employee preparation, engagement, belonging, and long-term success. Key efforts include: (1) Establish common onboarding outcomes (2) Create standardized diversity, equity, inclusion, accessibility (DEIA) training (3) Develop mentorship opportunities for new employees Primary Outcome All employees receive equitable access to onboarding, training, and support resources that help them succeed in their roles and contribute to an inclusive workplace culture. Goal 4: Promote Process Equity, Strengthen Operational Resilience, and Improve Information Access This goal focuses on creating fair and consistent workplace practices while improving organizational effectiveness. The goal is to provide continuous improvement and create systems that support both employee well-being and organizational success. Key efforts include: (1) Develop equitable hiring practices (2) Support healthy workload management (3) Reduce burnout risks (4) Conduct regular reviews of operational systems and resource accessibility Primary Outcome UHDS will operate with more equitable processes, stronger employee support systems, improved access to information, and greater organizational resilience.

Diversity Action Plan 2026-2030/ Year One Action Outline Year One Action Outline Year One focuses on establishing the foundational work needed to implement the 2026-2030 plan. Director of Diversity Initiatives & Programs will lead a set of key actions that create shared definitions, improve communication practices, strengthen onboarding and training, and assess operational processes for equity and effectiveness. Year One is primarily a foundation building year. Success depends on strong collaboration between Director of Diversity Initiatives and Programs, UHDS leadership, managers, and OSU partners. Unit leader participation will be crucial to building the structures that support full implementation over the next four years. Focus: Create and define terms that will set the standard for equity within UHDS. Step 1: Create a Shared Understanding • Staff understand and use a shared definition of equity • New employees experience comprehensive onboarding regardless of unit • Hiring processes are transparent, continuous, and fair Success Indicators Actions • Review existing equity surveys and focus group data for themes to bring to UHDS leadership and managers. • Facilitate a co-creation workshop with UHDS leadership and managers to develop a UHDS equity definition. • Define how the equity definition applies across all units to make sure the definition is relatable to the work of all UHDS employees. Goal 1: Defining Equity • Define UHDS onboarding and establish shared learning outcomes for New Employee Onboarding to have a better understanding of the goals for the training. • Review existing onboarding and training materials across units to identify similarities and gaps. Goal 3: Onboarding and Training • Review hiring practices across all units to identify bias and inconsistencies. • Examine literature to define burnout to identify the foundation for supervisors Goal 4: Staff Resiliency • Provide updates during All-Department Meetings to keep UHDS employees informed of how the plan is progressing. Goal 2: Transparency and Communication

Diversity Action Plan 2026-2030/ Year One Action Outline Year One Action Outline Year One focuses on establishing the foundational work needed to implement the 2026-2030 plan. Director of Diversity Initiatives & Programs will lead a set of key actions that create shared definitions, improve communication practices, strengthen onboarding and training, and assess operational processes for equity and effectiveness. Year One is primarily a foundation building year. Success depends on strong collaboration between Director of Diversity Initiatives and Programs, UHDS leadership, managers, and OSU partners. Unit leader participation will be crucial to building the structures that support full implementation over the next four years. Focus: Create and define terms that will set the standard for equity within UHDS. Step 1: Create a Shared Understanding • Staff understand and use a shared definition of equity • New employees experience comprehensive onboarding regardless of unit • Hiring processes are transparent, continuous, and fair Success Indicators Actions • Review existing equity surveys and focus group data for themes to bring to UHDS leadership and managers. • Facilitate a co-creation workshop with UHDS leadership and managers to develop a UHDS equity definition. • Define how the equity definition applies across all units to make sure the definition is relatable to the work of all UHDS employees. Build: Defining Equity • Define UHDS onboarding and establish shared learning outcomes for New Employee Onboarding to have a better understanding of the goals for the training. • Review existing onboarding and training materials across units to identify similarities and gaps. Grow: Onboarding and Training • Review hiring practices across all units to identify bias and inconsistencies. • Examine literature to define burnout to identify the foundation for supervisors Thrive: Staff Resiliency • Provide updates during All-Department Meetings to keep UHDS employees informed of how the plan is progressing. Connect: Transparency and Communication

Diversity Action Plan 2026-2030/Year One Action Outline Focus: Use the new definitions to support an equitable work environment. Step 2: Support the New Standard • Employees are informed about equity initiatives and their impact. • Employees have a clearer understanding of departmental decisions. • Staff experience meaningful workload discussions and proactive support. • Leadership regularly incorporates equity considerations into decisions. • Information is communicated consistently across all units. • Staff know where to find accurate, accessible, and up-to-date information on the DAP and major departmental events. Success Indicators Year One Action Outline • Establish expectations for when and how leaders engage with DIP for equity- focused consultation to develop standard procedures. Goal 1: Defining Equity • Research onboarding and DEIA training best practices. • Update terminology and definitions to align with current DEIA practices. Goal 3: Onboarding and Training • Review hiring practices across all units to identify bias and inconsistencies. • Examine literature to define burnout to identify the foundation for supervisors Goal 4: Staff Resiliency • Develop a communication plan for sharing equity initiatives, progress updates, and success stories to keep UHDS and the wider OSU community engaged in the DAP. • Create a standardized communication checklist as a standard operating procedure for major departmental events. • Establish an information tree through unit leaders and supervisors to ensure consistent communication. Goal 2: Transparency and Communication Actions

Diversity Action Plan 2026-2030/Year One Action Outline Focus: Provide review and implementation of DAP initiatives. Step 3: Sustain the Work • Employees report stronger support, preparation, and connection to UHDS. • Continuous improvements strengthen operations and make resources easier to access. • Staff share a common understanding of DEIA principles and their workplace application. Success Indicators Year One Action Outline • Support units in identifying practical ways to apply the equity definition in daily operations. Goal 1: Defining Equity • Develop required DEIA training topics for all employees. • Implement new UHDS New Employee Onboarding. Goal 3: Onboarding and Training • Provide a resource guide to supervisors to assist in identifying burnout and to help employees come up with solutions. Goal 4: Staff Resiliency • Collect and highlight examples of successful equity-related work across UHDS. Goal 2: Transparency and Communication Actions

Diversity Action Plan 2026-2030/Tracking and Measuring Progress Tracking and Measuring Progress UHDS will measure progress using a comprehensive action-tracking process that includes monthly monitoring, annual assessments, and outcome-focused success indicators. This will provide a clear picture of implementation progress, organizational impact, and opportunities for continuous improvement over the life of the plan. How Progress Will Be Tracked • The specific action that will be completed. • Baseline resources that support implementation • Assigned DIP liaison responsible for advancing the work. • Key partners that could possibly be involved. • Space to record progress updates, lessons learned, and implementation notes. • Clearly defined success indicators tied to each objective. Each goal, objective, and action item in the UHDS DAP is included in the tracking tool and includes: • Monthly status updates • Notes documenting accomplishments, challenges, and learnings. • An annual summary of status and reflection. Progress will be documented throughout the year using a monthly reporting structure. For each objective, the tool includes: Annual Assessment • Objective status (Completed, In Progress, or Not Initiated) • Progress towards success indicators. • Key accomplishments and lessons learned. • Areas requiring additional attention or resources. • Priorities for the following year. At the conclusion of each implementation year, the Director of DIP will review:

Diversity Action Plan 2026-2030 What This Plan Will Achieve The University Housing & Dining Services’ Diversity Action Plan is not a standalone initiative. It is a framework for embedding equity, inclusion, accountability, and continuous improvement into the daily operations of the department. • A shared and actionable understanding of equity across all units. • More transparent and accessible communication channels. • Consistent and comprehensive onboarding, training, and professional development experiences. • Fairer hiring and workplace practices. • Stronger organization resilience through improved workload management and resource accessibility. • A workplace culture where employees feel informed, supported, included, and empowered to contribute to UHDS’s vision and mission. By 2030, UHDS aims to achieve the following: