Our Approach to Kingdom Diversity

As part of our strategy to advance OBU’s biblical diversity maturity, we will begin our Kingdom Diversity Initiative by addressing five critical factors:

• Existing culture—We will examine the core of the University’s commitment to biblical diversity, specifically identify gaps and clearly define the issues we address.
• Strategy—We will ensure that the diversity plan is built around, linked to and aligned with the University’s strategic priorities under an overarching framework.
• Structure—We will capitalize on new and existing internal groups to help move the University forward in creating a friendly environment for individuals throughout our diverse community at OBU.
• Skills and Knowledge—We will train and equip individuals at every level with an understanding of biblical diversity on personal, interpersonal and organizational levels.
• Sustainability—We will protect the continuation of our efforts to achieve and maintain biblical diversity on Bison Hill by focusing on a strategic communication, measurement, accountability and ongoing education as our process matures.   

To support the sustainability of our Kingdom Diversity Initiative, the Office of University Culture will ensure development of the following foundational elements:

At a Macro Level:

• Leader Commitment and Intelligence—We will provide education and guidance to equip leaders from the top of the house throughout all levels of the university to be visible spokespersons of kingdom diversity by modeling compassion and hospitality. (Ephesians 4:32 – And be ye kind to one another, tenderhearted, forgiving one another, even as God for Christ’s sake hath forgiven you.)
• Assessment and Data Analysis—We will use multiple instruments and methodologies to gather robust data to inform our strategy formation, to identify goals and objectives, and define focus areas for future work.
• Comprehensive Scope—We will collaborate with leadership to ensure that our strategies are integrated and multidisciplinary, and that they address organizational systems, practices, and programs.
• Policy Review and Development—We will apply a Biblical diversity lens to a review and analysis of existing policies to uncover and address systemic barriers to Kingdom diversity.

At a Micro Level:

• Shared Responsibility and Individual Accountability—We will solicit commitment, engagement, and support from every unit or sub-group at OBU by empowering each in its role in the overall Kingdom Diversity initiative. Responsibility and accountability are all-inclusive extending from the top level of the enterprise to the individual student.
• DEI Education and Training—We will deliver Kingdom Diversity-related content delivered appropriately to all levels of the University. The objective is to develop knowledge and skills to equip learners to apply principles and actions in their work or school environment resulting in a more friendly and respectful culture. 
• Operational Integration—We will help each unit or sub-group of the University to identify links between their operational objectives and the established goals of the Kingdom Diversity Initiative. Action planning and results will be key to each group’s engagement and success.
• Dedicated Resources—The Vice President of University Culture is a dedicated resource for the Kingdom Diversity Initiative and will collaborate with others throughout the University to achieve desired outcomes for OBU.

Our Framework

Our Kingdom Diversity Initiative will progress through the phases described below. Presently we are in Phase 1 – Data Collection, concurrently overlapping with elements of Phases 2 and 3.

Phase 1: Data Collection (current phase)

• Conduct surveys, focus groups, and personal interviews to determine perceptions of current culture

Phase 2: Strategy Design

• Establish desired outcomes, set measurable goals and timelines, design interventions
• Examine systems, policies, structures and design interventions to address barriers

Phase 3: Implementation

• Deliver training to every level (senior leaders, faculty, staff, and students)
• Implement interventions to rectify identified barriers in systems policies, structures

Phase 4: Audit/Evaluation

• Measure outcomes; review and adjust
• Conduct ongoing audits
• Decide next steps