Diversity, Equity & Inclusion

Chart a path of sustainable progress toward a clear vision of results-oriented change in the area of Diversity, Equity & Inclusion (DE&I); serve as a leadership body; make needed connections in the department, campus and the community.

Goal One: Enhance the understanding of racial equality 

• Step One: Survey department staff/coaches and student-athletes to assess current level of understanding
• Step Two: Implement training program for staff and coaches
• Step Three: Create a Coach and Staff Diversity, Equity & Inclusion Council whose goals are directly tied to staff diversity education.
• Step Four: Create a Student-Athlete Diversity, Equity & Inclusion Council whose goals are directly tied to student-athlete diversity education.
• Step Five: Survey department staff/coaches and student-athletes to assess level of understanding and incentive after implementing educational programming

Goal Two: Measure and track the results of all efforts toward racial equality 

• Step One: Create a repository to capture all data and progress, including but not limited to student-athlete racial demographics, graduation rates, all hires, community service hours, etc.
• Step Two: Track communication engagement through social media platforms.
• Step Three: Track student-athlete, coaches, and staff participation in internal and external D&I educational programming.
• Step Four: Include measured and tracked data from all three councils’ goals.

Goal Three: Increase the number of underrepresented/marginalized individuals in coaching and staff leadership roles

• Step One: Hire a senior level administrator who has a primary responsibility of Diversity, Equity & Inclusion in the job description
• Step Two: Create a Coach and Staff Diversity, Equity & Inclusion Council whose goals are directed at impacting the recruitment, hiring, training, development and retention of underrepresented/marginalized individuals in the Athletic Department and tracking the results.
• Step Three: Create and support professional development opportunities for underrepresented/marginalized individuals
• Step Four: Provide resources, external to athletics, for marginalized coaches and staff to seek support and serve as advocates

Goal Four: Evaluate Department Strategic Plan / Mission / Values from a D&I perspective

• Step One: Review and revise all internal department strategic plans, mission statements, and values from a D&I perspective
• Step Two: Provide visibility to department’s statements on D&I messaging

Goal Five: Increase the number of Black contractors/vendors utilized by the department, and track the results 

• Step One: Work with campus to grow the list of Black contractors/vendors
• Step Two: Train the athletics staff on the outreach and selection of Black contractors/vendors
• Step Three: Track and evaluate athletics spending with all underrepresented vendors/contractors annually
• Step Four: Increase the spending with Black-owned businesses department-wide
• Step Five: Provide an opportunity to promote Black-owned businesses to the community

Goal Six: Sponsor and host an event designed to show LSU Athletics’ commitment to D&I and the movement for racial equality. 

• Step One: Select a group to create an event that makes a significant impact
• Step Two: Determine the expected outcome and track the results

Goal Seven: Serve as a department leadership council 

• Step One: Create awareness of the council through staff announcements, website presence and communication
• Step Two: Create a communication channel for staff, campus and the community to report, examine, and promote topics and issues related to D&I
• Step Three: Enhance communication with campus on athletics D&I initiatives

Chart a path of sustainable progress toward a clear vision of results-oriented change in the area of Diversity, Equity & Inclusion (DE&I); serve as a leadership body; make needed connections in the department, campus and the community.

Inclusive, equitable and transformational athletics program.

The Student Athlete Council on Diversity, Equity & Inclusion works to provide an equitable and supportive experience for LSU student-athletes across all identity markers through recognizing challenges and mapping out frameworks for Diversity, Equity & Inclusion-related matters.

A program that educates, serves and celebrates student-athletes in matters of Diversity, Equity & Inclusion.

Goal One: Implement mandatory educational opportunities for coaches and staff to further their understanding of Diversity, Equity & Inclusion. 

• Step One: Collaborate with Dialogue on Race Louisiana to allow coaches and staff to participate in the community programming
• Step Two: Facilitate interactive sessions covering uncomfortable topics regarding race (examples: kneeling for the national anthem, the Black Lives Matter movement, Jim Crow laws, separate but equal, police brutality, etc.) Examples of these sessions include, but are not limited to:
  • Host speakers to discuss social justice
  • Facilitate dialogue with individuals who have been personally impacted by racial inequality
  • Host book club discussions
  • Host movie watching opportunity and discussion
• Step Three: Create an annual diversity education training program with a certificate of completion
• Step Four: Build a digital Diversity, Equity & Inclusion resource library to be accessible to student-athletes, coaches, staff, and the community
• Step Five: Assessment of Diversity, Equity & Inclusion understanding and departmental efforts integrated into all employee evaluations

Goal Two: Create a hiring manager training program to directly impact the recruitment, hiring, training, development and retention of underrepresented/marginalized individuals.

• Step One: Collaborate with the Office of Diversity on training workshops
• Step Two: Create accountability process for hiring managers
• Step Three: Include an inclusivity/diversity statement on each job posting
• Step Four: Create hiring advocates to utilize for all open positions
• Step Five: Create a review process to evaluate hiring process after each hire
• Step Six: Create a program to require coaches and staff to continuously provide names of potential candidates for any athletics jobs to grow a database of underrepresented candidates

Goal Three: Increase the number of underrepresented coaches in the athletics department 

• Step One: Track the racial demographics of full-time coaches
• Step Two: Evaluate the Russell Rule and Rooney Rule for potential implementation
• Step Three: Utilize hiring manager training
• Step Four: Ensure hiring practices that align with the goals created by the Diversity, Equity & Inclusion Councils.
• Step Five: Implement a formal retention and promotion program designed to focus on underrepresented coaches

Goal Four: Increase the number of underrepresented staff in the Athletics Department 

• Step One: Track the racial demographics of full-time staff
• Step Two: Evaluate the Russell Rule and Rooney Rule for potential implementation
• Step Three: Utilize hiring manager training
• Step Four: Ensure hiring practices that align with the goals created by the Diversity, Equity & Inclusion Councils.
• Step Five: Implement a formal retention and promotion program designed to focus on underrepresented staff

Goal Five: Implement an orientation program designed to provide a welcoming, informative and educational opportunity for new employees and their families 

• Step One: Email introduction of new employees with details about the individual and his/her family to create dialogue and connections among staff.
• Step Two: Provide a contact for new employees outside of their department
• Step Three: Create a required diversity educational component for all new employees
• Step Four: Formalize the onboarding process for new employees to encompass the Athletic Department diversity statement and other Diversity, Equity & Inclusion Councils’ initiatives within welcome packets

Goal Six: Implement a professional development program designed to provide opportunities for underrepresented employees

• Step One: Formalize a program that encourages personal and professional growth that includes sharing the tools and experiences learned through growth opportunities with others at LSU
• Step Two: Create mentorship and shadowing opportunities within the Athletic Department
• Step Three: Provide information about and encourage participation in external leadership development opportunities
• Step Four: Formalize a program that ensures staff leadership is aware of career aspirations of underrepresented coaches and staff

Goal Seven: Promote voter registration and voter turnout initiatives 

• Step One: Educate coaches and staff on the history of voting and the electoral college
• Step Two: Promote voter registration
• Step Three: Promote “Get Out the Vote” (GOTV)
• Step Four: Acknowledge and celebrate voter participation

Goal Eight: Create a departmental culture where employees feel appreciated and valued 

• Step One: Implement culture climate exit interviews for employees
• Step Two: Implement a way to celebrate employees and their accomplishments (i.e.: employee of the month)
• Step Three: Implement a diversity component on all employee performance evaluations
• Step Four: Create team/department building social support and connections
• Step Five: Create health and wellness programming
• Step Six: Implement formalized annual retention check-ins with employees to assess experience

To further our understanding of Diversity, Equity & Inclusion through education while integrating inclusive practices into hiring, training and development, retention, and promotion. To be intentional and deliberate in our pursuit of equity and equality. To serve as the eyes and ears of department staff and coaches to bring forth, explore, and resolve issues and concerns.

A transformational place to work, inspired by the diversity of its employees and the support of the inclusivity of its culture.