Diversity, Equity, & Inclusion

In the College of Liberal Arts

Diversity, equity, and inclusion are fundamental to the disciplines of the liberal arts. Whether we’re studying philosophical arguments, reading literature, or analyzing the economic situation of specific regions, the liberal arts are always asking the questions: Who is not included? Whose story gets told? Why are there disparities amongst communities?   

The College of Liberal Arts uses CSU’s Principles of Community as our aspirational guide. We reinforce and strengthen our commitment to Inclusion, Respect, Social Justice, Integrity, and Service. 

These values inform our teaching, our learning, our scholarship, and our engagement. They are embedded in the college and in the work. 



Social Justice



University Initiatives

CSU Race, Bias, and Equity Initiative

President Joyce McConnell launched the Race, Bias, and Equity Initiative at CSU in 2019. The initiative aims to implement actionable plans to address issues of race (and racism), bias, and equity at CSU and to empower all members of our campus community to learn, work, live and recreate in a safe and welcoming environment.

CSU Diversity Resources

Paper cranes

Office of Inclusive Excellence 
This office fosters an inclusive environment at CSU. Find out more about their priorities and access trainings, the diversity newsletter, and resources. 

Two students smiling with Ram No Place 4 Hate bandanas

Principles of Community
The Principles of Community – Inclusion, Integrity, Respect, Service, and Social Justice – support CSU’s mission and provide a collaborative framework for engaging with one another.

Stuffed Ram in a student diversity office

Student Diversity Programs and Services
CSU has a number of diversity offices that promote multiculturalism and support students on campus. 

Indigenous lands

CSU Land Acknowledgment
CSU’s land acknowledgment recognizes the long history of Native peoples who originally lived on the land where the University is now located. 

College Initiatives

Diversity & Inclusion Directory

The 2020 Initiative Team in CLA compiled a list of leadership, offices, and programs at CSU that support equity initiatives.  

CLA Diversity Faculty Experts

The 2020 Initiative Team in CLA compiled a list of faculty with expertise in teaching and researching diversity, equity, and inclusion.


CLA Diversity Strategic Plan

Progress as of Aug. 2020

Guiding Principles

  • Students identify primarily with their majors and with their mentors. Strengthen this identification and trust by and within departments.
  • Our strengths are our educational and academic knowledge. We will use the lenses of strategic plan (Learning, Scholarship, and Engagement) to focus our work.
  • Our actions should be meaningful messages, directed to the right audiences. Our faculty, staff, and students have different needs, expectations, and expertise so let's understand this and act accordingly.

GOAL 1: Improve recruitment and retention of traditionally marginalized faculty.  

Goal defined: Actively support efforts to increase recruitment and retention of faculty from marginalized and excluded populations in the College of Liberal Arts. 

Efforts and Results

  • Developed a “Best Practices” training and guides for faculty recruitment/hiring among broader populations 
  • Created cluster hire initiative for 3-5 faculty  
  • Increases in racially minoritized faculty hires:
    • 0 or 1 person per year 2010 - 2014
    • In 2019, hired 7 (33% of hires)
    • In 2020, hired 4 (22% of hired)
      Between 22% and 39% of hires from 2015 to 2020.  
  • Require or request diversity statement from all new hires 
  • Increased mentoring: Held symposium focused on mentoring junior faculty; developed cohort mentoring program in 2018 

GOAL 2: Improve retention of marginalized students.

Goal defined: Actively support efforts to increase retention of students from marginalized and excluded populations in the College of Liberal Arts by improving cultural climate.

Efforts and Results

  • Improvements in gaps in 6-year graduation rates 
    • 1st Gen students: 14% gap (2010 cohort) → 4.5% gap (2013 cohort) 
    • Racially minoritized students: 6.4% gap (2010 cohort) → to 1.8% gap (2013 cohort)  
    • Pell recipients: 10% gap (2011 cohort) → -6% gap (2013 cohort) 
  • Education & training 
    • Documented 58 training sessions attended by CLA faculty/staff/graduate students in the past 5 years, with 817 participants 
    • Increased faculty training by nearly 150% in 3 years (222 participants in 2016-2017 → 360 in 2019-2020) 
    • Nearly 100 department initiatives addressing diversity & inclusion occurred in 2019-20. These initiatives were oriented around: training (25), mentoring/advising (10), recruitment (6), providing resources (11), lectures/talks (29), strategic planning (6), and other activities (8) 
    • 20 additional sustained efforts to integrate diversity and inclusion into curricula and courses 
    • Developed a list of 237 TTF/NTTF who teach and/or research explicitly in diversity, social identity, social justice 

GOAL 3: Create college-level Coordinator of Diversity and Inclusion Initiatives.  

Goal Defined: Create 50% college-level position to coordinate efforts for faculty recruitment and retention and inclusive pedagogy and practices.  

Efforts and Results

  • Position created and started in 2018-19 academic year 
  • Coordinator conducted needs assessment, reviewed existing materials/data, and sponsored new initiatives 
  • Created external calendar of events
  • College review of diversity sections of completed six-year program reviews
  • Lead and executed on Fall 2020 initiatives related to classroom climate, inclusive pedagogy, and academic freedom 

Plans for 2020-21

GOAL 1: Improve recruitment and retention of traditionally marginalized faculty. 

  • Continue assessment of inclusive hiring practices. Implement into job descriptions and search committee trainings. 
  • Compile nationwide best practices for recruitment and retention of traditionally marginalized faculty 
  • Continue supporting cluster hires and mentoring of junior faculty 

GOAL 2: Improve retention of marginalized students. 

  • Assess retention efforts and assess cultural climate by department 
  • Assess climate perceptions of students regarding cultural climate 
  • Support plans for CSU movement to Hispanic-Serving Institution (HSI) 
  • Continue to promote and support inclusive pedagogy training and other initiatives from VPD and VPSA 
  • Develop involvement opportunities for academic success coordinators and instructors on awareness and mitigation of achievement gaps for underrepresented students. 

GOAL 3: Create college-level Coordinator of Diversity and Inclusion Initiatives. 

  • Create college-level taskforce or committee on Diversity & Inclusion. 
  • Create a standing group that collects and analyzes information, resources, expertise, and initiatives at CLA related to diversity and inclusion. With representation from all employment groups and students, each member will help on-going efforts to generate feedback from CLA to maintain close alignment with the current needs of students, faculty, and staff. 

CLA Coordinator of Diversity and Inclusion Initiatives

Rosa Mikeal Martey

  • Professor


Dr. Martey received her Doctorate from the Annenberg School for Communication at the University of Pennsylvania, from which she also holds a Masters of Science in Economics. Dr. Martey's research focuses on identity and social interaction in online contexts, from virtual worlds and multiplayer games (MMOs), to Facebook and online information-seeking, including for employment and health information. She focuses on ways that identities emerge in such spaces, including gender, race, and sexual identities. She recently completed a booklet for media-makers on language and representation of marginalized identities, Multiculturalism Matters....