Initiatives for Organizational Inclusion (IOI) Mission


Initiatives for Organizational Inclusion (IOI) promotes organizational change to build an inclusive University of Arizona where we all feel respected and valued.


IOI aims to transform University structures, practices, policies, and individual behaviors to effectively advance inclusion. Based on the research on organizational inclusive behaviors, our work focuses on developing a strong commitment from leadership to foster inclusion, creating opportunities for confidential input from campus constituents to influence decision-making, and advancing the acceptance and fair treatment of all campus members.1


Although IOI is an independent unit, we work collaboratively with colleges and divisions to advance inclusion at all levels of the institution and for all campus constituents. Data-informed action plans and assessment practices are developed and utilized to ensure progress, accountability, and incentivization.

A sample of IOI’s current initiatives include:

  • Creating Diversity Benchmarks for colleges and divisions to foster organizational change by using data to mobilize attention and action.
  • Facilitating an ongoing systematic review of AY2019-2020 Campus Conversations data to inform current inclusion and equity work at all levels of the university.
  • Supporting Diversity, Equity, and Inclusion (DEI) committees embedded within colleges and divisions in developing action plans and progress reports informed by the Diversity Scorecards and Campus Conversations.
  • Advancing inclusive leadership through collaborations on the Inclusive Leadership Program to diversify the pipeline into leadership and increase leaders’ abilities to create inclusive climates.
  • Hosting weekly Diversity, Equity, and Inclusion Consultation drop-in hours to support faculty, staff, and students in their efforts to make their units and organizations more inclusive and equitable.
  • Developing support and reporting resources for students, faculty, and staff experiencing anti-Asian and Pacific Islander harassment and hate due to COVID-19.
  • Collaborating with the College of Humanities in the development of Asian Pacific American (APA) Studies.
  • Offering trainings on DEI topics such as intergroup dialogue, facilitation, implicit bias, and imposter syndrome.
  • Consulting with units and colleges about ongoing professional development and accountability related to inclusion and equity.
  • Supporting assessment practices of the centers within Inclusion and Multicultural Engagement to document their impact and increase support for underrepresented and marginalized students.
  • Developing culturally responsive retention support services in the UA cultural centers to increase retention, sense of belonging, and success among men of color.
  • Leading organizational change initiatives under the Strategic Plan to enhance navigational capital, safety, and success of students from historically marginalized groups.

1. Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management43(2), 197-217.