The principles of diversity, equity, and inclusion (DEI) are growing increasingly important in today’s world. As our society becomes a more globally society, it is critical to us to understand how to translate DEI principles into tangible goals with meaningful and measurable results. The MSU 2030 Strategic Plan reflects this mission and outlines two DEI objectives that we seek to advance here: first, to provide a world-class academic environment that integrates DEI in teaching, research, and service, and second, to increase proactive engagement with historically underrepresented and underserved communities based on partnerships informed by shared goals and mutual learning. In the spirit of the Diversity, Equity & Inclusion Report and Plan, we aim to increase diversity, ensure equity, promote inclusion, and enhance outreach and engagement at the student level.
This Toolkit was jointly created by the Associated Students of Michigan State University (ASMSU), the Office of Spartan Experiences in the Department of Student Involvement and Leadership in the Division of Student Life and Engagement, and other campus partners devoted to making Michigan State University a more diverse, equitable, and inclusive community. The purpose of this Toolkit is to assist Registered Student Organizations (RSOs) in incorporating DEI principles and practices within their organizations. Our hope is that this Toolkit will be an ongoing resource for RSOs and student leaders throughout their time at Michigan State University.
Every Registered Student Organization (RSO) is responsible for creating diverse, equitable and inclusive environments for their members and the MSU community. Diversity, equity and inclusion (DEI) awareness and practices can positively impact recruitment, retention, organizational strength, and making members well welcomed and valued.
There can be many well intentioned practices that can negatively impact the way many marginalized students from engaging with student organizations, such as expensive club fee, insensitive recrtuiment themes and practices, and an overall lack of awareness and knowledge of DEI in leadership.
Research has shown that having a diverse and inclusive workforce improves innovation, problem solving, and decision-making. For instance:
As you being to utilize this Toolkit, we encourage you to consider the following questions to start your reflection and thinking about DEI within your RSO:
People should be referred to by the pronouns which they identify with. Using the pronouns that a person asks for you to use is a way to show them respect and to create a more trans-inclusive environment. Using someone’s pronouns is also about basic human dignity. It’s respectful to ask someone for their pronouns, especially if you’re just meeting them for the first time. Below are some considerations to incorporate pronouns usage within your organization.
If you do make a mistake and misgender someone, utilize the following steps to address the harm. You can remember this proces by the acronym A.C.T.:
Sharing your pronouns is a complex experience of both comfort and uncomfortability. We recognize that this information is personal, and some individuals might not be comfortable sharing this to the public. However, we hope that by implementing some of these practices your RSO can begin to create an inclusive and welcoming environment in your organization, so that your members can feel comfortable to share this information.
For more information and resources visit the Gender and Sexuality Campus Center.
The lifeblood of any RSO is effective recruiting. Unless new students are continuously brought to meetings and events, an organization will limit its time on campus.
DEI principles are, to some extent, built into the process of recruiting; recruiters frequently look for members who want to add their unique experiences, ideas, and perspectives to the greater conscience of an RSO.
However, recruiting efforts may also become an RSO’s greatest barrier to the integration of DEI values. Gatekeeping often occurs in the form of staying in your comfort zone when recruiting.
Below are some reflections and considerations on how to layer in DEI principles and practices to your recruitment efforts:
When planning events, it is important to consider the purpose and how it aligns with your role in the Spartan community and creates diverse, equitable and inclusive spaces. This section provides reflections and things to consider during the event planning process.
Conflict is a normal part of human interactions. When your RSO features an intellectually diverse membership, conflict is inevitable when planning events, coordinating operations, and pursuing your organizational mission. Conflict resolution involves knowing how to handle conflict before it arises, and in the event it does arise, knowing how to reach a peaceful solution. When you are prepared for conflict, situations can transform into positive learning experiences for all parties involved. It is an essential skill that will be beneficial throughout life. Below are reflections and strategies for your RSO to use when managing conflict.
Reflections:
Strategies
If you would like to meet with a team member to discuss more on how you can implemnt DEI practices into your RSO or have questions please feel free to contact any of the following:
Assistant Director for Registered Student Organizations: involve@msu.edu
RSO Consultant Manager: rsoconsultant.mgr@asmsu.msu.edu
RSO Consultant: rsoconsultant@asmsu.msu.edu