The Inclusion and Diversity Task Force was created to ensure that 英皇娱乐官网 continues to nurture, 庆祝, and support differences in race, 性, 种族, class, 宗教, 性取向, 能力, 和性别认同. The Task Force brought together a variety of stakeholders and provided summaries and recommendations to share with the campus community. In 2017年秋季, the Task Force was organized as the President’s Inclusion & 多元委员会.
The College adopted mandatory employee training so anyone working on campus would understand Title IX expectations about anti-discrimination, 骚扰, 不当行为, 报告流程, and how to receive support. 培训, required of all new employees, continues bi-annually for all 工作人员 and 教师 to learn the latest and best practices in this evolving field.
The President’s Committee on Inclusion and Diversity was formalized to work with President Steven O’Day to make recommendations that meaningfully strengthen an inclusive, diverse culture in all aspects of curriculum and campus life. The Committee evolved from the Inclusion and Diversity Task Force, established in 2016.
Reviewed, revised, and updated the College’s existing Title IX policy. 因为这项工作, responsibilities were reorganized, and 工作人员 was increased by adding and filling a Title IX Deputy Coordinator/Compliance Officer position. 政策 and operational guides across campus were reviewed and updated, along with extensive training of 教师, 教练, 工作人员, 新员工, 和学生.
Continued efforts to intentionally diversify hiring practices to positively impact the diversity among 工作人员 and 教师. Over the past decades, 教师 diversity has increased in people of color, immigrants to the U.S., LGBTQ+ community members, people with dis能力, and those who were first-generation college students.
The 指南针的课程 requires students to complete at least one course each in Global Diversity and in Systems of Power, 特权, 和不平等. These requirements are met in a variety of courses taught across disciplines. This was an early recommendation of the 2016 Inclusion and Diversity Task Force that was subsequently researched, 审查, and adopted by 教师.
校园 orientation programming included new, first-year cohort groups for people of color, first-generation college students, 和酷儿的学生. Engaging new students with current students, 教师 and 工作人员 from the same cohort encourages community and gives new students folks to contact as needed.
董事会 made a renewed commitment to diversify the Board membership with intentional nominations and approvals to positively impact the diversity among Board members.
Embraced the latest Title IX policies from the U.S. Department of Education by training the 英皇娱乐官网 Title IX Coordinator and Deputy Coordinator/Compliance Officer and extending training to all employees. This “next level” training moves beyond simple orientation to include web videos, sports team interactive sessions, 和研讨会. The campus community has easy access to instructions on how to effectively move through the Title IX process.
Staff members were reorganized to form a new division, Institutional Marketing & 通信 (IMC), to oversee, analyze, and coordinate all marketing and communication materials. This division strategically consults students, 教师, 工作人员, 校友, and the marketplace to ensure consistency in brand and messaging with particular attention to inclusion and diversity in internal and external communications.
校友 Board renewed its commitment to diversify the Board membership with intentional nominations and approvals to positively impact the diversity among board members.
The role of the 学生的成功 and Transitions Director is to work with campus resources, 如 卫生服务, 住宅生活, and the Academic Skills Center, to develop individualized assistance for any student in need of support. It is especially meaningful to underrepresented populations and first-generation students who are struggling academically, 社会, or with their overall health and well-being.
The 学术事务 Committee researched and developed policies consistent with non-discrimination laws to promote the goal of increasing the representation of underrepresented groups among the 教师. These guidelines include a hiring-for-diversity checklist for 教师 searches and information about barriers to 教师 diversity. Parts of the checklist were rolled out in fall 2020. All 教师 searches will be required to follow all of the guidelines starting in fall 2021.
Work has begun to incorporate the newest Fifth Circuit case law and federal government EEOC expectations and guidance by reviewing and updating our anti-discrimination and anti-骚扰 policies. These updates include clear ways to report a problem, well-defined expectations of the process, helpful explanations of available support, and a transparent resolution process for discrimination and 骚扰 complaints.
The Johnson Center will sponsor voluntary Learning Communities to study anti-racist allyship beginning Spring Term 2021 and continuing through the summer using relevant materials, 如 So You Want to Talk 关于 Race 由Ijeoma Oluo.