Anti-racism Commitment

August 2022

Dr.Kimberly MooreAfter nearly two decades of working on various college campuses, I have witnessed progress, setbacks, and downright heartbreak in the matters of racism, bigotry, and systemic injustice. I am heartened by the progress I have seen over the last few years while at Miami University, but I know the work continues and will continue in perpetuity.  

I will continue listening, learning, and unlearning so I can advocate and take action to improve the experience of students who are disproportionately impacted by racism, white supremacy, and acts representing systemic injustice.

It should not be controversial to investigate privilege, denounce racism, and say, “Black Lives Matter.” I understand reading this will cause discomfort for some. Sometimes it helps to remind ourselves that discomfort is part of the learning process and a sign of growth. Start with these anti-racism resources to begin moving through that discomfort by learning, listening, and acting in ways that inspire change. As your Dean, my responsibility is to foster student growth and understanding within a safe, healthy, and respectful campus. I reaffirm this commitment to you today.

You also have my commitment to continue the work. In collaboration with my team in the Office of the Dean of Students, my colleagues in Student Life, and strategic partners from across the University, here is what we were able to accomplish during the 2021-22 academic year:

  • Co-led the Diversity, Equity, and Inclusion (DEI) Action Team within the Division of Student Life (with strong student representation). 
  • With the DEI Action Team, we developed an action plan and maintained a published dashboard that held our division accountable for progress on DEI goals.
  • Advocated for expanding the student DEI module along with intentional anti-racism training for students and staff.
  • Advanced the “systems inclusion project” to make Miami’s software systems, forms, and demographic data collection more inclusive. One example of advancement was the development of a UniqueID-style email alias that matches a student's chosen name.
  • Identified and implemented improvements to the bias-incident reporting system.
  • Developed a digital Inclusive Programming Guide to help students plan events, seminars, and activities with inclusive practices in mind from the start of planning.
  • Held and hosted quarterly DEI Forums to bring the Student Life division together to discuss relevant DEI-related topics and issues. The space has offered professional development, dialogue, and community building.
  • Developed and designed a DEI Onboarding Toolkit to help new division members understand and continue cultivating the DEI value that serves as a pillar of our shared mission to foster inclusive environments.
  • Instituted Student Life Departmental Diversity Audits, which include reviewing existing departmental policies, processes, and practices for inclusion and centering different student identities and demographics.
  • Led an effort to enhance the online presence and support for parenting and pregnant students in fall 2021. A new web resource creates pathways for parenting and pregnant students to achieve their academic goals.
  • Developed and launched the Bias Education and Support Team (BEST) in fall 2021. Students affected by bias can seek guidance and support from team members. 

I look forward to continuing the work in partnership with students, faculty, and staff in the year ahead.  To track our progress, review our Student Life DEI Action Plan.

These are challenging times where you may need support or would like to talk with someone about how you're feeling. There are numerous staff members at the University who are ready to talk and listen. If this is of interest, please email and we will get you connected. If you have emergent needs, the H.O.P.E. Line is available 24 hours a day.


Humbly and sincerely,


Kimberly A, Moore, Ed.D.
Associate Vice President and Dean of Students