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CUWFA Survey: Data bank for peoples views, opinions, perspective

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What is the value that CUWFA brings to professional value? Community is valuable, benchmarking. Gaps: Survey templates, best practices, recommended articles.

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Increase engagement and active participation across working groups and committees.

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1. Collaborative Efforts with Other Organizations: CUWFA could strengthen its impact by collaborating with other organizations that focus on DEIB in higher education. These partnerships could facilitate knowledge sharing, joint programming, and unified advocacy efforts. HERC?

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Grow membership by 10%: Expansion of content areas (well-being, value story development for recruitment purpose

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Re-examination of mission?

Keeping core but with eye to inclusion of well-being themes.

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1. Establishing a DEIB Committee: The creation of a dedicated DEIB committee could be a strategic move. This committee would be responsible for integrating DEIB principles into all aspects of CUWFA's operations, including conference planning, program development, and policy advocacy. They would also be instrumental in identifying and addressing any existing gaps in the organization's approach to diversity and inclusion.

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1. Signature Programming Focused on DEIB: Developing signature programs that specifically address DEIB issues in the context of work-life balance in higher education could be a major focus. These programs could include workshops, webinars, and resources that provide practical tools and strategies for institutions to create more inclusive environments.

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1. Broadening Topics and Perspectives: CUWFA could aim to expand the range of topics it covers, ensuring they reflect the diverse needs and experiences of its members. This could include more discussions around non-traditional family structures, different cultural approaches to work-life balance, and the specific challenges faced by various minority groups.

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Increased faculty engagement by members and as members

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Cultivate sponsor and partner relationships throughout the year to enhance the value of those relationships. With tighter and tighter budgets this is a challenge.

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Increase diversification of sponsors (e.g. women owned businesses, fertility benefits, etc.)

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Long-term succession planning for Board, EC, President roles, recruitment