The Division of Continuing Studies (DoCS) is the sole university-wide unit at Rutgers dedicated to the mission of lifelong learning. The DEIA Strategic Plan (diversity, equity, inclusion, accessibility) affirms our vision for inclusive excellence, and it outlines actions to make lifelong learning more diverse and inclusive.

We hope that our DEIA Strategic Plan journey might serve as a model for others who are seeking creative ideas for achievable accomplishments in DEIA within their own workplaces and communities.

The DEIA Committee

DoCS has permanently established a Diversity, Equity, and Inclusion Committee with a rotating two-year membership. The Committee is charged with reviewing DoCS programs, communications, policies, and efforts with a vision towards inclusive excellence.

"We leverage DoCS resources to become a national and local model for DEIA initiatives in Lifelong Learning. "

Dr. Richard Novak
Vice President for Continuing Studies and Distance Education

"Using existing collaborations and innovative practices, we work to advance Rutgers DEIA mission."

Shino John
Associate VP, Strategic Growth

Our Process

Make DEIA actions part of performance management goals.

Example: All DoCS leadership team members added DEIA goals to their performance plans. DoCS introduced training to managers on best practices to foster a diverse and beloved community at DoCS.

Make DEIA part of your professional association conversations.

Example: DoCS worked in collaboration with UPCEA, an 8,000+ member higher education professional association, to transform the national landscape of Professional, Continuing, and Online (PCO) education in the area of DEIA. DoCS strives to recruit and attract candidates from historically underrepresented populations for careers in PCO education.

UPCEA Unbound

DoCS is currently the publisher of UPCEA’s Unbound, a national monthly online magazine, and promotes articles with innovative DEIA initiatives.

Make DEIA part of your hiring process.

Example: DoCS initiated intentional marketing strategies for open positions to attract diverse candidates from underrepresented communities. DoCS also developed a model of assessment for identifying challenges in attracting diverse candidates. For example, DoCS identified regional Historically Black Colleges and Universities (HBCU) and Hispanic Serving Institutions (HSI) to market open positions.

Make DEIA part of your employee training for administration and staff.

Example: DoCS implemented a FY21 DEIA Learning Journey for all staff by partnering with Blue Ocean Brain, a company that delivers online micro-learning experiences. The Blue Ocean Brain program delivered over 100 DEIA-centric training lessons. Topics included Unconscious Bias, Women and Work, Race and Ethnicity, Conscious Bias, and Cultural Intelligence.

Example: DoCS established a Diversity, Equity, Inclusion, and Accessibility Committee with rotating two-year membership. This committee was founded in 2016 to review DoCS programs, policies, communications, and efforts with a vision towards inclusive excellence.

The DoCS DEIA Committee

The DEIA committee is a central resource to educate all members of the DoCS community and to engage the complex issues of DEIA.

Make DEI training available through your department to students and the community.

Example: In FY22 DoCS unit Center for Government Services (CGS) launched a Diversity and Inclusion Certificate Program that is available for public and nonprofit managers to increase individual aptitude and knowledge.

Diversity and Inclusion Certificate Program

This four-course series by the Center for Government Services (part of the Division of Continuing Studies) is designed to provide public managers an opportunity to increase aptitude and knowledge in foundational concepts of DEIA.

Learn more

Read the Full Five-Year Strategic Plan
DoCS is the recipient of the UPCEA Leadership in Diversity and Inclusive Excellence Award for its Diversity, Equity and Inclusion (DEI) 2021 Strategic Plan for Rutgers University.