This is the goal summary document for the University Housing & Dining Services Diversity Action Plan covering 2026 to 2030. The four-year roadmap sets out how the department will strengthen equity, inclusion, communication, onboarding, training and operational practice. It launched in Fall 2026 with implementation starting Winter 2027, coordinated by the Director of Diversity Initiatives and…
This document is the goal summary of the University Housing & Dining Services Diversity Action Plan for 2026 to 2030. It is written for UHDS staff, unit leaders, managers and OSU partners. The plan is a four-year roadmap covering equity, inclusion, communication, onboarding, training and operational practice, launched in Fall 2026 with implementation beginning in Winter 2027 under the Director of Diversity Initiatives and Programs.
The overview sets out four goals. Goal 1 embeds equity principles into daily operations and decision-making, including a UHDS-specific definition of equity and equity-minded consultation with the Director. Goal 2 covers communication and decision-making transparency through All-Department Meetings, expanded channels and accessibility standards. Goal 3 standardises onboarding and training with common outcomes, DEIA training and mentorship for new employees.
Goal 4 addresses process equity and operational resilience. Its key efforts are equitable hiring practices, healthy workload management, reducing burnout risks and regular reviews of operational systems and resource accessibility. Each goal closes with a primary outcome describing the intended result for staff and the department.
The Year One Action Outline describes a foundation-building year led by the Director, with unit leader participation described as crucial. It is organised in three steps. Step 1, Create a Shared Understanding, covers reviewing equity survey and focus group data, a co-creation workshop to develop the equity definition, defining onboarding outcomes, reviewing hiring practices and examining literature on burnout.
Step 2, Support the New Standard, sets expectations for equity consultation with the Director, research into onboarding and DEIA best practices, a communication plan, a standardised communication checklist for major events and an information tree through unit leaders and supervisors. Step 3, Sustain the Work, covers applying the equity definition in units, required DEIA training topics, implementing new employee onboarding and a supervisor resource guide on burnout.
The final section explains tracking and measuring progress. Each goal, objective and action item sits in a tracking tool with baseline resources, an assigned DIP liaison, key partners, success indicators and space for notes. Progress is recorded through monthly status updates and an annual assessment covering objective status, progress toward indicators, accomplishments, lessons learned and priorities for the following year.