Welcome to the home page of the Office for Diversity and Inclusion!

217 Winslow Hall
209 Winslow Hall

40 Pullen Drive

Main: 919-515-3607
Fax: 919-515-3750
TTY: 919-515-9617

Campus Box 7527
Raleigh, NC 27695-7527

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The Vice Provost for Diversity and Inclusion has the primary responsibility of helping campus leaders establish and maintain diversity and inclusive excellence across the university. The Vice Provost will promote a comprehensive and holistic approach to diversity by helping campus leaders:

• increase the participation, retention and success of historically underrepresented
  students, faculty and staff.
• institutionalize diversity across all university functions and campus
  operations.
• create and maintain a welcoming campus climate.
• encourage faculty to infuse diversity into the curriculum.
• develop and implementcontinuous diversity planning and assessment.
• celebrate and value all aspects anddimensions of human diversity.

In addition, the Vice Provost for Diversity and Inclusion will help promote inclusive excellence by enhancing campus collaborations with diversity-oriented organizations in the community, by encouraging institutional diversity research, and by assessing institutional diversity outcomes. The Vice Provost also facilitates communication across campus about how diversity is at the core of the University's academic mission.

NC State embraces diversity as essential for effective participation in the global community. Achieving diversity requires the active cooperation and participation of all.

• Diversity and the Global Research -Extension University (Chancellor James L. Oblinger)
• African American Cultural Center (AACC)
• University Diversity Advisory Committee (UDAC)

Our Definition of Diversity

Diversity is an inclusive community of people with varied human characteristics, ideas, and world-views and whose interactions both benefit and challenge each other to grow while making the community better.

Such a community will:

• enhance access, attract and retain a diverse population and promote
  equity and equal opportunity.
• encourage interaction among diverse people to enrich the educational
  experience, promote personal growth and enhance the community .
• foster mutual respect, value differences and promote cross cultural
  understanding
• prepare leaders to live and work in a competitive global community.

By definition, NC State reflects diversity because it comprises a community of individuals from varied backgrounds and demographic categories; it encourages, accepts, and values a diversity of people and ideas; it seeks to promote an environment where equity, respect and understanding represent the norm in the campus climate and; it seeks to prepare entrepreneurs who are effective citizens of a global community. We will know that we have achieved authentic diversity when all four of these objectives are fully realized.

Why does NCSU have an Office for Diversity and Inclusion?

The purpose of the Office for Diversity and Inclusion (ODI) is to help the University accomplish its academic mission and achieve its goal of building a diverse and inclusive campus community.  ODI seeks to achieve its purpose by developing and implementing a comprehensive and integrated approach to creating a diverse and inclusive campus community.  The office also advocates for, assists with, encourages, evaluates and monitors the University’s efforts to recruit, retain, and graduate students from historically underrepresented groups.   The African American Cultural Center (AACC) is a unit that reports directly to the Vice provost for Diversity and Inclusion.

What We Do and Why We Do It? The Role of the Office for Diversity and Inclusion?

Depicted below is a framework for diversity at NC State University.  The framework depicts what the Office for Diversity and Inclusion does to help create a diverse and inclusive campus community.

As depicted in the framework, the ODI does four things.  First, we promote programs and activities to help people feel welcomed, valued and respected on our campus.  This is what is referred to as valuing differences.  Individuals who feel welcomed, valued and respected and who feel good about themselves and who they are (self-awareness), are much better able to interact effectively with others who are different (build an inclusive community).  The second major focus of the office is promoting effective diversity interaction.  To achieve this objective the ODI partners with other campus units, faculty, staff and student groups to promote programs and events that bring people who are different together to interact.  The third major component of the framework and a critical role of the ODI is diversity education. Both valuing difference and effective interaction are enhanced by increased knowledge and understanding of other cultures, religions, sexual orientations etc.  Finally, the fourth component of the framework requires that the ODI helps shape the demographic diversity on campus to achieve a critical mass of historically underrepresented populations.  A critical mass is essential to ensure that individuals do not feel like they are the sole representative of the population. This objective requires that the ODI conduct programs and activities that recruit, retain, and promote students, faculty and staff of historically underepresented groups. 

Diversity and Human Nature: How Diversity Works at NC State

Consistent with this framework is a philosophy of how diversity works that is grounded in three fundamental principles of human nature:

1.  Self Worth - Humans have a need to be valued, respected, and assured that they
     are welcomed. To live, learn, and interact successfully in a diverse community, individuals
     must be self-confident, self-aware, and proud of who they are and what they have
     accomplished.  Therefore, one important focus of diversity at NC State is on
     valuing, nurturing, and celebrating the broad range of differences in the human
     experience.

2.  Value of Human Interaction - All the benefits and all the challenges of human diversity
     result from the interaction between people who bring different worldviews and life
     experiences to the conversation.  Consequently, a second major focus of diversity at
     NC State is on promoting effective interaction between and among the diverse people
     on our campus.

3.  Critical Mass and Cultural Competency - Key to both valuing diversity and promoting
     effective human interaction are the concepts of critical mass (representation in sufficient
     numbers to feel valued and not the sole representative of a race or culture) and cultural
     competency (having knowledge about diverse groups and knowing how to interact
     effectively with diverse others).  Therefore, demographic diversity and diversity
     education are essential components of the framework for diversity at NC State
     University.

Our Approach to Achieving Inclusive Excellence at NC State

This framework for diversity at NC State University requires an approach to promoting diversity (the work of ODI) that is comprised of three major components.  First, the ODI will place more emphasis on anticipating, responding to, and serving the diversity needs of people on campus, rather than emphasizing the performance of a set of narrowly pre-defined functions or programs.  Second, the ODI must emphasize its role as a partner, facilitator, and collaborator for promoting the diversity needs of the campus, rather than serving as the central campus expert or implementer of campus diversity policy and programs.  This second component is linked to the belief that as diversity managers we are servant-leaders.  Inherent in the concept of servant-leader is the idea that the benefits and challenges of diversity results from the interactions between people and that people know what their diversity needs are and how best to meet them.  As servant-leaders our job in the ODIis to anticipate and respond to these needs effectively and in a timely manner.   The third component of this approach to the work of our office is the idea that diversity must be integrated into the fabric of campus life.  Diversity is not and should not be an add-on or an ancillary component of the academic mission.  Diversity is central to the academic mission and to our university vision- Innovation in Action.  The diversity of ideas and worldviews that result and emerge from the broad range of human experiences (e.g. racial, ethnic, cultural, religious, gender identity, sexual orientation, etc.) inform our intellectual, disciplinary and creative efforts.  Thus, diversity is central to our academic mission and this office must approach diversity as an integral aspect of university life.

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Updated on 10/28/03 by EMS

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