Equity & Inclusion Plan Update

March 13, 2017

President’s Committee on Equity & Inclusion • • • • • • • • • • • •

Bonnie Irwin Britt Rios-Ellis Caroline Haskell Christine Erickson Corey Garza Daniel Shapiro Ida Mansourian Jennifer Crompton Jessica Newman Jose Luis Alvarado Joy Brittain Julie Altman

• Kris Roney

• • • • • • • • • • •

Lacey Raak Lauren McClain Marcel Forte Maria Villasenor Natalie King Olivia Warren Patti Hiramoto Paula Carter Ronnie Higgs Shigeko Sekine Wendy Smith

Equity Plan Foundation • • • • • • • •

CSUMB Vision Statement CSUMB Academic Plan Office of Inclusive Excellence Mission Diversity Mapping Study Climate Survey Results AAC&U Equity Minded Framework Collective Impact Principles National climate on college campuses

Implementation Implementation of the Plan will be done in 2-3 year cycles that includes: • Theme/goals reflecting most urgent needs • Action items with outcomes, timeline, measurements, and person accountable

First Cycle 2016-17 thru 2018-19 Goal: Create an Inclusive and Respectful Community • Faculty, staff and administrator hiring and retention rates reflect the rich diversity of the local and national availability pools • Campus climate is supportive and inclusive of all members of the campus community

Student Strategies • Student Affairs will partner with Academic Affairs (e.g. SLI, FYS, living/learning communities) to strengthen and further develop co-curricular and peer education learning opportunities related to diversity/social justice  All new students receive co-curricular instruction at orientation on diversity/equity/inclusion (e.g. unconscious bias/microaggressions, free speech, ally training)

• Students will be involved in the assessment and deliberations regarding ethnic studies in the curriculum

Faculty, Staff & Administrators Strategies: Hiring & Prof Development • Required professional development instruction related to diversity/inclusion o New faculty, staff and administrators: Within the first 6 months of hire o Continuing faculty, staff and administrators: Every 2 years

• Search committee members are required to have training on unconscious bias

• Hiring authorities will demonstrate commitment and leadership to o take proactive steps to address underutilization and meet affirmative action goals o recruit, retain and support a diverse workforce as a pathway to excellence o provide equal opportunity that is evident in assignments of career- enhancing training, providing access to professional development opportunities and in other personnel decisions

Current Action Items • Required training for faculty search committees • Diversity Learning Series (Office of Inclusive Excellence)

• Teaching Cooperatives on race, inclusion (TLA) • Pizza/Pinot with the President/Provost • Dialogues, Safe Zone training and more (OC3) • Mental health and well-being programs (Health & Wellness Services)

• More…

Questions/Comments https://csumb.edu/diversity

Thank you