CU Athletics Unveils DEI Strategic Plan, Embedding Efforts Into All Operations

BOULDER — University of Colorado Athletics has unveiled its new Diversity, Equity and Inclusion Strategic Plan, a goal-targeted strategy that will help CU continue to build a culture that places the highest of values on core DEI principles.

Associate Athletic Director for DEI DaWon Baker spearheaded the development of the plan, CU's second. Associate AD Medford Moorer led the formation of the first. The announcement of the latest plan coincides with CU's annual Inclusive Sport Summit, an increasingly popular event held earlier last week on campus.

While CU Athletics' commitment to Diversity, Equity and Inclusion principles is longstanding and well-established, the new strategic plan puts in place measurable targets for specific goals.

Those critical performance measures include ensuring that job searches complete an inclusive hiring process; DEI education for every incoming staff member; DEI training events for all CU Athletics staff members; DEI workshops for teams and departments; and professional development opportunities for all student-athletes.

"It's important that each of these have a specific measurement for the goals we are trying to achieve," said Baker, who became CU's first-ever Associate AD for Diversity, Equity and Inclusion in May 2021. "The plan is designed to help us reach maximum potential in all the areas of engagement and we want to ensure that everyone has an opportunity to participate. The targeted goals help us measure success in each of those areas."

Current NCAA regulations require all athletic departments to have a DEI plan in place that is updated at least every four years.

But Colorado is one of a small percentage of athletic departments in the nation that has someone in a leadership position dedicated specifically to implementing and facilitating those plans.

"Hiring DaWon was a big step for our department and I'm pleased to see the work his team has done to put this plan together," CU Athletic Director Rick George said. "This strategic plan will be an important piece of our Athletic Department and it's something we'll lean on to grow in the area of diversity, equity and inclusion. The Athletic Department is the most diverse group in our community and it's important we strive to lead the way in this area."

Baker's role is a key piece of CU Athletics' DEI commitment, adding a strong authority position to one of the most recognized parts of the entire University of Colorado community.

"Having this kind of commitment to DEI is extremely important because of the visibility of athletics," Baker said. "It's an opportunity for people to see what we're doing — specifically in the campus community and also with the city and county of Boulder. It is the chance for us to inspire others on campus to take these kinds of positive steps and also take on a leadership role in the community."

The strategic plan was formulated after months of research and conversation with CU Athletics student-athletes and staff members.

"One thing we realized was that if we want our student-athletes to feel comfortable in their community, we have to make sure we are doing a good job within our department," Baker said. "If we do our job right, it can spill over into the community. But we have to make sure we are taking care of our job first."

DEI strategies are something CU Athletics takes seriously as part of an overall leadership role, both on campus and in the wider Boulder and Colorado community.

"We can be the conduits of good work," Baker said. "We can promote a leadership message that will resonate beyond the athletic department."

Baker believes that strong DEI practices within CU Athletics can have widespread and generational impact.

"If we build a strong program for our student-athletes, a place they feel comfortable they can succeed, that can spread throughout a community," he said. "In turn, those student-athletes might be more likely to stay after graduation and become influential members of the community beyond CU Athletics and beyond the university as a whole."

Baker called it a long term investment not just in CU Athletics, but in the community and state.

"It is a leadership role for the future," he said. "It's an opportunity for all of us. The programs we are instilling and strategies we're implementing can have a ripple effect that reaches far beyond the campus. They can create connections that are long-lasting and very impactful."

CU Athletics' first DEI Strategic Plan covers the next two years. After that, it will take on a three-year look in order to align with CU Athletics' overall three-year plan system implemented by George.

Baker said in his relatively short time at CU he has already seen positive benefits of a strong DEI program. Colorado has been able to attract highly qualified candidates in several positions because of CU Athletics' commitment to those principles.

"We believe strong DEI programs can impact every department in a positive way," Baker said. "It can create a stronger, more cohesive environment for everyone who steps through our doors. When you do that, it creates that ripple effect that spreads to more and more people. We need to make sure we are taking on the leadership role that helps create that effect."

Members of the CU Athletics leadership team that developed the DEI Strategic Plan included Baker, Orville Jennings III, Chase Meyer, Tracy Tripp, Mac Brown, Brandon Lee, Mark Perry, Alexis Williams, Eriana Henderson, Kris Livingston and Alec Roussos.

"The committee was extremely involved and made the process a smooth one for me, especially as a new staff member," Baker said. "I may get the credit, but their work made this happen, and I know their continued work will not just elevate me and our DEI efforts, but elevate us as a collective."