Theory of Transformation

The St. Olaf Diversity, Equity, Inclusion, and Anti-Racism Theory of Transformation identifies and defines the outcomes we are striving for and the key “domains of action” for the work we are doing to achieve them. Our DEIA Theory of Transformation is being used to guide our DEI strategic plan, our analysis of student, faculty, and staff experience, our actions to become more diverse, equitable, inclusive, and anti-racist, and our reporting back to the St. Olaf community.


How will we be different?


The diversity of students, faculty, and staff reflects that of the populations we seek to serve.



Students, faculty, and staff of all identities thrive through high-quality experiences and excellent outcomes.


Students, faculty, and staff of all identities express a strong sense of belonging, connection, and agency in relation to the college.


Students, faculty, and staff demonstrate values, knowledge, and skills for identifying and dismantling racist structures, systems, and behaviors.


How will we get there?

Core Experiences

The domains of action that comprise the largest share of educational, residential, and work experiences on campus, frequently referenced in student, faculty, and staff concerns and calls for change. This includes: Curriculum and Pedagogy, Co-Curriculum, Workplace Environment, and Mentoring and Peer Relationships.

Contributing Experiences

The domains of action that shape Core Experiences, community expectations, and individual capacity to advance diversity, equity, inclusion, and anti-racism. This includes: Recruitment and Hiring/Enrollment, Orientation and Welcome, Training and DEIA Professional Development, and Student Life and Personnel Policies/Processes.

Systemic Support

Actions and structures that provide institutional infrastructure undergirding both Core and Contributing Experiences. This includes: Financial Resources, Staffing and Organization, Planning and Assessment, and Visual and Verbal Communications.