Diversity and Inclusion

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Diversity and Inclusion

The mission of the Mercy College of Ohio Office of Diversity and Inclusion is to promote the academic and personal growth of all students regardless of variations in thoughts, experiences, values and traditions.

To fulfill this mission, programs and services are offered that promote, enhance and strengthen diversity awareness, inclusion, high student retention, persistence, and graduation.

The Office of Diversity and Inclusion collaborates with other campus constituencies to encourage the recruitment and retention of faculty, staff, and students from underrepresented groups, incorporation of diversity in the curriculum and identify and remove barriers to student success.

Mercy College Diversity Statement

Mercy College of Ohio strives to be an inclusive environment in which faculty, staff, students and the greater community are respected and embraced regardless of variations in thoughts, experiences, values, and traditions.

Multicultural Center

The Mercy College of Ohio Multicultural Center, located in Madison 5617, was created to provide a welcoming and inclusive space for students, faculty, and staff to gather, celebrate and support all persons regardless of variations in thoughts, experiences, values, and traditions. The Multicultural Center offers programs and services that promote and enhance multicultural awareness, respect, and appreciation.

Civil Rights/Nondiscrimination Statement

Mercy College of Ohio is committed to a policy of nondiscrimination on the bases of race, color, national and ethnic origin, sex, sexual orientation, disability, age, marital status, religion, pregnancy, genetic information, and any other legally-protected class in admissions and educational programs, services and activities, in accord with applicable federal and state law.

Faculty, students and staff members have access to a variety of resources at Mercy to help enhance their awareness and understanding of issues related to diversity, and inclusion. From general awareness to developing bystander intervention skills to connect with others across our vibrant community, there are many opportunities available.


A variety of trainings/workshops are available to faculty, students and staff. Training/workshop topics include unconscious bias, intercultural awareness, bystander intervention and more.

  • Unconscious Bias In Everyday Life
  • Bystander Intervention Skills
  • Disability Awareness and Etiquette

Online Modules

The online module titled, "Diversity, Equity and Inclusion (DEI): The Basics - Part 1," provides an introductory look at our initiative and helps clearly define what we mean by “diversity and inclusion.” For group conversations or meetings, discussion guides for facilitators and participants are available for use.

A new online module titled, "Diversity, Equity and Inclusion (DEI): The Basics - Part 2," examines how our social identities impact diversity, equity, and inclusion at Mercy College of Ohio. For group conversations or meetings, discussion guides for facilitators and participants are available for use.


  • Inclusion Insights video series: This series of 25 short videos offers a unique, micro-learning approach to diversity, equity and inclusion education. The videos were created by and feature Dr. Steve Robbins, a nationally recognized trainer and consultant on diversity and inclusion. Each video is less than three minutes long and the series includes titles such as, “Defining Diversity,” “Comfort Zones” and “Being Aware of Being Unfair”
    • The videos have been organized to align with the new Lifelong Learning model to help address the specific goals of the university’s DEI initiative
    • You can watch these videos on your own or with your team using the accompanying conversation cards
  • New Heritage Month video series: This series of videos, created by diversity trainer Dr. Steve Robbins, celebrates occurrences such as Black History Month (February), Women's History Month (March), LGBTQ+ Pride Month (June). Each month, a new set of videos will be available for viewing. Heritage Month Video Schedule:
      • February: Black History Month
      • March: Women's History Month
      • April: Diversity Education MonthMay: Asian American & Pacific Islander Heritage Month
      • June: LGBTQ+ Pride Month
      • September: Hispanic Heritage Month
      • October: National Disability Employment Awareness Month
      • November: Native American Heritage Month

Content coming soon!

Mercy will use a framework to help guide the learning and development for faculty, staff, and students as it relates to diversity and inclusion. This framework is based on the principle that learning is a lifelong journey. This framework was developed by the University of Michigan.

Six Domains of DI Lifelong Learning

There are six key areas of focus for learning and growth related to our diversity and inclusion initiatives. These domains list the behavioral expectations for our faculty, staff, and students as we seek to create a more diverse, inclusive and welcoming environment.

  1. Continuously pursues self-awareness
  2. Exhibits DI-related knowledge and intercultural responsiveness
  3. Listens inclusively and seeks diverse feedback and engagement with others to understand differences
  4. Takes action to promote an inclusive culture at Mercy College of Ohio
  5. Addresses and resolves conflicts
  6. Aligns with institutional commitment

Three Stages of Lifelong Learning

Individuals progress through stages of:

  1. Awareness: focusing on oneself and becoming more conscious of actions, thoughts, or emotions
  2. Practice: repeatedly engaging in a behavior or activity, for the purpose of improving or to change
  3. Modeling Behaviors: demonstrating a desired behavior, thought, or attitude that others may need to acquire, exhibit, or change

How Behaviors Align to the Model

For each of the six domains of DI Lifelong Learning, there are behaviors that demonstrate each of the three stages. These behaviors can be used to assess and individual’s current status and help identify areas of growth and development.







  • Demonstrates awareness of one’s own cultural practices
  • Demonstrates basic understanding of one’s own identities

  • Accurately describes DI concepts
  • Demonstrates a willingness to continuously increase DI knowledge and cross-cultural awareness
  • Regularly participates in DI-related professional development opportunities

  • Accurately listens for multiple perspectives
  • Welcomes feedback and admits mistakes
  • Demonstrates kindness and empathy toward others


  • Practice reflection and observation to increase self-awareness
  • Seeks education about one’s own identities, biases, and cultural practices

  • Demonstrates continuous improvement in cross-cultural competencies
  • Demonstrates acceptance of varying cultural norms
  • Describes conceptual frameworks that explain differences in social identities

  • Reflect on one’s own behaviors and impact on others
  • Actively seeks and values feedback from others with different perspectives
  • Effectively provides respectful feedback about one’s own experiences


  • Demonstrates understanding of one’s own privilege, biases and identities
  • Demonstrates strategies for mitigating one’s own biases and privilege
  • Demonstrates restraint in making generalizations

  • Effectively adapts own behaviors with sensitivity to differences in social identities and culture
  • Articulates causes of societal conflicts and systemic oppression
  • Seeks mentors to deepen DI knowledge
  • Demonstrates continuous learning of historical context related to social dynamics and change
  • Articulates the dynamics between civil rights and civil liberties

  • Synthesizes and effectively communicates feedback from multiple perspectives for reports and presentations
  • Deliberately incorporates feedback into behaviors






  • Demonstrates inclusive and welcoming behaviors
  • Demonstrates restraint with regard to harmful behaviors and stereotyping
  • Seeks and equitably values diverse perspectives and contributions
  • Demonstrates openness to work relationships with individuals with different identities
  • Demonstrates respect for diverse social, cultural and religious holidays and practices

  • Demonstrates awareness of conflicts arising from differences in identity and viewpoints
  • Actively seeks to identify appropriate policies and resources designed to protect the university environment when bias-related or similar negative events occur

  • Demonstrates awareness of goals and initiatives of local (e.g.unit, department-level) and Mercy College DI plan and values


  • Promotes inclusive welcoming behaviors
  • Values cultural practices different from one’s own
  • Demonstrates sensitivity with regard to individuals for whom English is a second language
  • Intentionally builds relationships with individuals with different identities

  • Demonstrates increased comfort with conflict inherent to DI
  • Identifies and works to address cultural conflicts
  • Assists others to resolve conflicts and repair harm
  • Uses appropriate policies and resources designed to protect the college environment when bias-related or similar negative events occur

  • Actively supports and engages with College DI plan initiatives


  • Skillfully challenges other’s harmful and stereotyping behaviors (e.g., bystander intervention)

  • Confronts incivility and seeks to repair harm (e.g., oppression, microaggression, harassment)
  • Encourages and engages others in using appropriate policies and resources designed to protect the college environment when bias related to similar negative events occur

  • Holds self and others accountable for improvement with regard to DI metrics
DEI: The Basics - Part 1
DEI: The Basics (Part 2)
Inclusion Insights Video Series
Heritage Month Video Series

Inspiring Diverse Leaders

The Inspiring Diverse Leaders Scholarship Program aims to engage, educate, and empower first-generation and underrepresented* students who have a passion and commitment for healthcare and service to others.

Through direct engagement with the Director of Diversity and Inclusion and other campus partners, participants will engage as a cohort and partake in the following:

  • Social Justice Education
  • Identity Development
  • Leadership Development

*Underrepresented students at Mercy College of Ohio are identified as people who hold any of the following identities: BIPOC (Black, Indigenous, People of Color), low SES, and males.

Who is eligible?

The Inspiring Diverse Leaders Program is designed for students who meet the following criteria:

  • First-generation College Student
  • Minimum GPA of 2.5 or GED Score of 530
  • Expected Family Contribution (EFC) of $7,000 or less
  • Member of Underrepresented Population*

With a plan to pursue a land-based Associate or Baccalaureate Degree in the following:

  • Nursing (AAS, BSN)
  • Health Sciences (AS)
  • Biology (BS)
  • Radiologic Technology (AAS)

Application Requirements:

  • Completed Application - Application opens Monday, June 27
  • Completed FAFSA
  • Written Essay – Part of the Application

Deadline to apply for the Inspiring Diverse Leaders Program is Monday, July 18, 2022

Inspiring Diverse Leaders Program Application