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Office for Institutional Diversity

Office for Institutional Diversity

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Mission

The Office for Institutional Diversity supports the mission of the University by promoting a culture that embraces diversity and inclusion for all members of the Boston College community. A community that truly values and fully utilizes its diversity creates a climate where diverse perspectives can coexist and thrive.

In keeping with the social justice imperatives inherent in our Jesuit Catholic heritage, Boston College extends its welcome in particular to those who may be vulnerable to discrimination on the basis of their race, ethnic or national origin, religion, color, age, gender, marital or parental status, sexual orientation, veteran status, or disability.

Our vision is to create an inclusive environment that motivates us to be fully engaged in our community and that enables each of us to make the maximum contribution possible to the University. The ultimate success of this endeavor requires the proactive involvement of leadership and the entire community.

 

Eight Strategic Initiatives

Working with the Diversity Steering Committee, the Office for Institutional Diversity (OID) developed the following eight strategic initiatives. These initiatives guide the work of the OID and provide strategic direction for the work of diversity and inclusion in the University including that covered by its Affirmative Action Program.

  1. A focus on fair treatment and respect for all individuals in the Boston College community.

  2. A focus on diversifying our leadership and supporting our leader's commitment to diversity and inclusion, their cultural competency and capacity to lead actively in a diverse work environment.

  3. Develop strong, supportive and mutually beneficial working relationships and initiatives with Boston College affinity groups in support of a diverse and inclusive campus.

  4. Develop strong and supportive working relationships with other Boston College Community stakeholders (e.g. Vice Presidential areas, departments, offices, and representatives of traditionally underrepresented segments of the community) in support of a  diverse and inclusive campus climate.

  5. Work to strengthen the ties between the University’s commitment to diversity and inclusion and its Catholic and its Jesuit identity and mission and Ministry and other appropriate stakeholders.

  6. Focus on performance management in support of full incorporation of diversity and inclusion related functional competencies and their measurement into the performance management process.

  7. Support the capacity of faculty and staff involved in decision-making to more effectively recruit, hire, train and develop, promote and retain, a diverse workforce. 

  8. Assess the effectiveness of our work, especially in the seven areas above, in support of making Boston College a more diverse and inclusive community.
 

Notice of Nondiscrimination

In its official Notice of Nondiscrimination the University has designated the Executive Director of the Office for Institutional Diversity to coordinate its efforts to carry out its responsibilities to prevent discrimination in accordance with state and federal laws.

Any applicant for admission or employment, and all students, faculty members and staff, are welcome to raise any questions regarding the policy articulated in the Notice of Nondiscrimination with the Office for Institutional Diversity. In addition, any person who believes an act of unlawful discrimination has occurred at Boston College may raise this issue with the Assistant Secretary for Civil Rights of the United States Department of Education.

In the words of the notice, "Boston College commits itself to maintaining a welcoming environment for all people and extends its welcome in particular to those who may be vulnerable to discrimination, whether on the basis of their race, ethnic or national origin, religion, color, age, gender, marital or parental status, veteran status, disabilities or sexual orientation."