Office of Inclusive Excellence

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The Office of Inclusive Excellence (OIE) of The University of North Carolina at Chapel Hill (UNC-Chapel Hill) School of Nursing advocates for the incorporation of diversity, the many dimensions of human qualities that distinguish each and every person, and equity in curricula, admissions, educational outcomes, environment and practice. The School takes seriously its contract with society to prepare graduates for the cultural and clinical practice demands of nursing. This includes responding to the demand for professional nurses who understand and can deliver care that is compatible and in sync with patients’ cultural health beliefs and practices throughout the world and particularly in North Carolina.

OIE serves as a School-wide resource for the proper understanding and judicious application of equity and multicultural concepts. This includes the facilitation of system-wide efforts for retaining students, faculty, and staff of underrepresented racial and ethnic populations and for enhancing their development as members of the nursing profession and the UNC community. This is in keeping with the University’s commitment to diversity. In a report adopted by the UNC Board of Governors in January 2001, the Board stated that “the University will continue to devote special attention to improving college-going rates among previously underrepresented groups. University commitment to broad-based diversity in campus enrollments is essential in our increasingly multi-racial, multi-ethnic, and global economy. Without experiencing such diversity in educational settings, students would be ill prepared for the real world.” In addition, the office serves as a forum for topics of common interest and as a vehicle for communication with the community for the goal of a just future.


To create a welcoming, accepting, and supportive environment for students, staff, and faculty to live, learn, grow, and pursue dreams.

Mission Statement

To develop and support the UNC-Chapel Hill SON agenda that addresses and impacts the most salient multicultural issues shaping the lives of people in a global society.

Diversity Facts

North Carolina Population: 2011 Census










Diversity Among the First-Year Class (2011)

Members of the incoming class reported the following races/ethnicities (the U.S. Department of Education allows students to report more than one category):

  • Black/African American….435
  • Hispanic/Latino/Latina…..260
  • Native American………….74
  • Asian/Asian American……485
  • Pacific Islander…………..16
  • Caucasian/White…………3,052

About SON Diversity
The School of Nursing at UNC-Chapel Hill promotes a School-wide environment that embraces racial, ethnic and cultural differences. Through our Office of Inclusive Excellence (OIE), the School fosters cultural sensitivity in teaching, learning, practice and research. Embedded in the School’s mission and culture is the commitment to design, implement and evaluate recruitment and retention programs for faculty, staff and students from groups underrepresented in nursing and/or from disadvantaged backgrounds.

SON Fall 2014 Data

  • Undergraduate  29.71%
  • Masters  23.26%
  • PhD  43.48%
  • DNP  19.05%

 Men in Nursing (Fall 2013)

  • BSN  11.96%
  • MSN 10.23%
  • PhD     6.52%
  • DNP    7.14%
  • Total    9.76%

Current Office of Inclusive Excellence brochure:

For further information about men in nursing view the Men in Nursing at Carolina PDF.

SON Diversity Plan

Courageous Dialogues

Diversity Discussion Series

Continuous learning about diversity issues within the SON is organized around a series of structured conversations that occur regularly. Faculty and staff are invited to read articles, books, and other written materials, view a film, and then discuss ideas, impressions, impact and observations through a facilitated discussion. Research has proven that new insights and greater awareness can arise out of the essential characteristics of authentic dialog (Halling, Junz and Rowe, 1994). Structure, freedom adn trust create exploration, discovery, receptivity and respectfulness. Through the process of participating in Courageous Dialogues, the SON is building a foundation of cohesiveness and communal commitment to deepen and expand understanding between group members. All viewpoints are welcome in the discussion and all who participate have a chance to be heard.

The theme for 2016 Courageous Dialogues (calendar year) is Preparing for the Future. For a list of options in 2016, click here. 

About UNC-Chapel Hill Diversity

Excellence in academia is achieved through diversity.

    • The University believes that it can achieve its educational, research, and service mission only by creating and sustaining an environment in which students, faculty, and staff represent diversity. For example, of the state i.e. social backgrounds, economic circumstances, personal characteristics, philosophical outlooks, life experiences, perspectives, beliefs, expectations, and aspirations.
    • The Princeton Review of America’s Best Value Colleges (2006) rates Carolina a “best value” among 81 schools chosen for outstanding academics, low-to-moderate tuition and fees, and generous financial aid packages.
    • Kiplinger’s Personal Finance Magazine ranks Carolina 1st among the 100 best public colleges combining great academics and affordable tuition as ranked by Kiplinger’s Personal Finance. Carolina has been first four consecutive times.
    • Over a quarter (27.8% in 2005) of Carolina’s students are non-white, including .9% American Indian, 9.9% African American, 5.9% Asian and Asian American and 2.8% Hispanic/Latina/o students.
    • Over 45 nations are represented in Carolina’s student body. International students comprise nearly 5% of Carolina’s total enrollment.
    • Carolina has the highest black student enrollment of its public peers (9.9% overall, 10.8% of undergraduates).
    • Of the 30 highest ranked law schools, Carolina has the largest percentage of black students enrolled (13.1% of the student body).
    • Among primarily white dental schools, Carolina enrolls the most black students (15.7% of the student body).
    • Black Enterprise-Day Star’s Top 50 Colleges and Universities for African Americans (2004) rank Carolina 14th – he highest ranking for any major public research university.
    • Hispanic Business (2004) ranks Carolina 5th among business schools for Hispanics.
    • Black faculty comprise 5.1% of the tenured faculty, more than 1% higher than most other high ranking universities.

Diversity in North Carolina

    • 11.9% of the RN workforce comes from underrepresented groups
    • 6.3% of nurses are male
    • African Americans represent 21.6% of the state’s population and 8% of the nursing workforce
    • Hispanics are 4.7% of the population and .06% of the nursing workforce
    • The Hispanic population growth over the last decade in NC (393%) is the largest rate of growth of any state in the nation

OIE Core Values

    • CURIOSITY and COURAGE …personal responsibility for getting to know one another and to be understood
    • OPENESS and OTHERNESS…holding multiple perspectives simultaneously and valuing them all
    • RECIPROCITY and RESPECT… recognition of personal diversity and a willingness to admit that all peoples have equal value and merit
    • EQUITY and EMPATHY… dispersion of power and equality of opportunity

OIE Objectives

    • Striving to create healthy communities, especially by eliminating
      health disparities.
    • Advocating for issues of relevance to student, faculty, and staff life
    • Utilizing research to provide an evidence-based direction
    • Mentoring students, faculty, and staff in the UNC-Chapel Hill School
      of Nursing
    • Organizing and collaborating to provide events that promote mutual understandings
    • Nurturing the spirit of every individual
    • Yielding to the needs of the community

OIE Rules of Engagement

    • Achievement, acceptance, fairness, and merit are pursued aggressively.
    • Zero tolerance for assaults on another’s self esteem
    • All encounters are filled with candor, truth, intentionality, sensitivity,
      and humor.
    • Data is used to address excellence, equity, effort, efficiency, and effectiveness.
    • We encourage story telling from which comes true understanding.
    • A bias towards action
    • We will follow the facts wherever they lead us.

OIE Staff

  • Dr. G. Rumay Alexander, Director
  • Jill C. Summers, Business Services Coordinator

Dr. Rumay Alexander.

Rumay Alexander, EdD, RN, FAAN is a Professor and the Director of the Office of Inclusive Excellence in the School of Nursing. She is also the Special Assistant to the Chancellor and the President Elect of the National League for Nursing. Her nursing career spans over 30 years in the areas of public policy, advocacy, teaching, and health careers development with an emphasis on diversity and inclusive excellence . At a national level, she was the 2013 recipient of the SREB’s Elizabeth Carnegie award and in 2010 recipient the AONE’s National Diversity Leadership Award. She currently serves on the board of  the nationally and internationally acclaimed Nurse Family Partnership Program  and The National Student Nurses’ Association Foundation Board. She has published numerous articles, book chapters, and two books and frequently speaks to/works with business, religious and academic  organizations s across the country on the issues of equity, fairness, the healthcare workforce, diversity, and the strategic implementation of promising practices in these areas.