The Four Quadrant Model allows us to centralize the progress and effectiveness of DEI interventions or initiatives within their respective quadrants to progress our strategies with proper timeliness and maximize effectiveness responsibly.
Identify and deconstruct systems or structures that create, promote, and reinforce inequities within the institution. Then, construct systems that consistently yield equitable outcomes.
Examples at Grinnell College:
Understand how the institution works through differences or embraces differences to achieve mission objectives.
Examples at Grinnell College:
Implement tactics and strategies to ensure diverse and inclusive representation as faculty and staff are hired.
Example at Grinnell College:
Policies and strategies have been implemented to promote fairness and equity, and leverage the advantages that Grinnell College offers; for example, an enriched culture, greater employee loyalty, and the ability to attract and retain top talent.
Through the collection and analysis of climate data, we gain valuable insight into Grinnell College’s current state. This informs the development of tailored interventions aimed at cultivating a culture of diversity, equity, and inclusion. The data is categorized into three quadrants:
Following intervention implementation, we track progress through metrics that lead to either iterative adjustments or the establishment of best practices, or Quadrant 4: Adaptable diversity, equity, and inclusion structure.
Our commitment to continuous improvement is reflected in our dedication to refining and iterating upon our strategies. Through the adoption of adaptable structures, we ensure that diversity, equity, and inclusion remain foundational pillars of Grinnell College.
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