FA-5009 Inclusive Excellence

1.0      Purpose

To affirm our collective commitment to a learning community that values inclusive excellence in all aspects of academic life.

2.0      Policy

We commit to being a continuous learning organization that recognizes inclusive excellence and cultural competency as essential to a learning environment in which all may thrive.  While affirming our common humanity, we expect our learners, staff, and faculty to be sensitive to and respectful of the inherent dignity and worth of each individual in our community.  We embrace innovation in the pursuit of an inclusive environment that values open expression and mutual respect.  We also reject all forms of prejudice and discrimination. We take individual and collective responsibility for helping to eliminate bias and discrimination and for increasing our own understanding of these issues through education, training, and interaction with others. 

3.0      Procedures

VTCSOM faculty will follow a code of conduct that avoids any conflict of interest, or appearance of conflict of interest, between the performance of the faculty member’s academic duties and any outside personal interests. Conflicts of private interest may include, but are not limited to, personal activities, appearances, or scheduled visits; or absences that interfere with the faculty member’s ability to fulfill teaching, facilitating, clinical oversight, research oversight, mentorship or other VTCSOM academic responsibilities. Similarly, a conflict of private interest may occur when a faculty member has financial, political, religious, ethnic, or other obligations that interfere with the ability to fulfill VTCSOM academic responsibilities.

The faculty member should recognize that a conflict of interest may be occurring or has the potential to occur. If a faculty member has a conflict of interest that is interfering with VTCSOM academic responsibilities, the faculty member should approach or be directed to the department chair to discuss steps to be taken that would avoid or mitigate the conflict.  The chair should seek resolution of the conflict.  If no resolution is reached, the faculty member, or the chair on the faculty member’s behalf, should begin the process of reducing academic responsibilities. This may include decreased teaching, facilitating, oversight or other opportunities. If no satisfactory reduction in responsibilities can be reached, the faculty member will be expected to resign from his/her faculty appointment.

4.0      References

• Virginia Tech Principles of Community Statement