UVU's "mission [is] to help all students succeed and our focus on creating a welcoming and supportive culture for all of our faculty and staff." ("New Legislation Does Not Alter UVU's mission of Student Success Nor Our Commitment to Our Employees," February 9, 2024)
Inclusion means an environment in which all individuals are treated fairly and respectfully; are valued for their distinctive skills, experiences, and perspectives; have equal access to resources and opportunities; and can contribute fully to the organization’s success.
Inclusion encompasses diversity, the sum of the ways that people are both alike and different. Visible diversity is generally external attributes or characteristics. However, diversity goes beyond the external to internal characteristics that we choose to define as ‘invisible’ diversity. Invisible diversity includes those characteristics and attributes that are not readily seen. When we recognize, value, and embrace diversity, we are recognizing, valuing, and embracing the uniqueness of each individual.
Inclusion also means working towards equity. Equity is not the same as formal equality. Formal equality implies sameness. Equity, on the other hand, assumes differences and takes differences into account to ensure a fair process and, ultimately, a fair (or equitable) outcome. Equity recognizes that some groups were (and are) disadvantaged in accessing educational and employment opportunities and are, therefore, underrepresented or marginalized in many organizations and institutions. The effects of that exclusion often linger systemically within organizational policies, practices, and procedures. Equity, therefore, means increasing diversity by ameliorating the conditions of disadvantaged groups.
These definitions come from the American Library Association's Office for Diversity, Literacy, and Outreach Services.
Just as some groups of people have been excluded or marginalized in education, the justice system, and society at large, their voices and experiences have been excluded or marginalized in scholarly research. For example, a lot of medical research was based on adult white men as the "default patient." By only studying one group for so many decades, there are significant disparities in how many medical conditions and illnesses are diagnosed and treated. It was only in recent decades that medical researchers learned that heart attack symptoms look different for women, that skin cancer is underdiagnosed for people of color, and many chronic conditions can go undiagnosed for years, among other examples.
When you do research, you have an opportunity to right some of these past wrongs by making sure that your research is as diverse and inclusive as you can make it. You can do this by:
Methods That Matter (Ebook) by 
Invisible Women (Ebook) by 
Science Fictions (Print Book) by