By disaggregating HR data concerning veteran, age, disability, and ethnic backgrounds, we will be able to better understand who work here and who we need to hire more. Senior leadership can make more focused and justifiable hiring practices for the target groups. The HR data insight also provides a disaggregated trending profile on the pay, the tenure, and the turnover rates in different departments. The university will be able to have a data-driven view of its workforce and adjust its focus. This would ensure an equitable environment for all of us.

 We should create a space where students, staff, faculty, and administrators can step up to discuss the issues that impact URM students on campus and identify steps individually and collectively to combat them. An ongoing community of practice and learning to hold everyone accountable to URM groups on campus through learning and the actions should be established.