Diversity and Inclusion Task Force Report by Trinity University

Diversity and Inclusion Task Force Report

CATEGORY 2: CAMPUS, ALUMNI, AND COMMUNITY ENGAGEMENT Recommendation 1: Engage an external consultant to support the Division of Student Life in adopting and implementing promising practices with regard to diversity, equity, and inclusion. In addition, the consultant project should collaborate with the division to examine ways to build upon appropriate existing practices that should be sustained as well as to revise or eliminate practices that are no longer effective. Rationale: The Division of Student Life is home to numerous student-facing services and types of support. These include including Academic Support, Accommodated Testing Center, Writing Center, Quantitative Reasoning and Skills Center, Chapel | Spiritual Life, Counseling Services, Health Services, Dean of Students Office, Residential Life, Student Diversity, Equity, and Inclusion, and Student Involvement. The diversity of student needs and specific feedback from University stakeholders warrant a formative review. This would identify best practices and provide a path forward that enhances experiences for the entire student community and the Division of Student Life staff. This review will, additionally, enable the Division of Student Life to enter into a restorative process. The result would be the illumination and processing of appropriate strategies to assist its ongoing development to creatively refine the ways it engages Trinityâ&#x20AC;&#x2122;s diverse student population. Stakeholders: President, Vice Presidents, Faculty, Staff, Students, Alumni Recommended Actions

Performance Indicators

Responsible Parties

Identify a relevant external consultant to design a formative review of the Division of Student Life.

Third-party consultants are identified and contracted to design and complete the review.

President; Vice President for Student Life, Vice President for Diversity, Equity and Inclusion

Engage all Division of Student Life staff in a collaborative review with the goal of producing a restorative action plan.

A review and action plan are completed that identify areas of strength that should be continued or enhanced, opportunities for growth, and strategies, policies or procedures to be revised.

Vice President for Student Life, Student Life Leadership Team

Broadly share outcomes of the action plan/consultant project on an ongoing basis.

Identify and incorporate appropriate ways to share the action plan with all university constituents.

Vice President for Strategic Marketing and Communication, Vice President for Student Life, Student Life Leadership Team

Diversity and Inclusion Task Force Report

Articles inside

APPENDIX F: HEDS DIVERSITY AND EQUITY CAMPUS CLIMATE SURVEY

APPENDIX G: EXECUTIVE SUMMARY OF STAND BY SYSTEMS II (SBS), INC. CAMPUS WIDE INTERVIEWS

APPENDIX D: TRINITY UNIVERSITY FACULTY STATEMENT IN SOLIDARITY WITH BLACK LIVES MATTER

APPENDIX C: STATEMENTS FROM STAKEHOLDER GROUPS

APPENDIX B: GLOSSARY OF TERMS

APPENDIX A: REFERENCES

Recommendation 3: Encourage culturally responsive teaching strategies, including anti racist pedagogy. Provide professional development and other resources to support the adoption of such a pedagogy

Recommendation 2: All academic units must review their curricula and consider how they might incorporate diversity in an appropriate, meaningful fashion

Recommendation 1: Expand and infuse a commitment to diversity, equity, and inclusion throughout academic departments, interdisciplinary programs, and First Year Experience using appropriate curriculum and instructional practices

Recommendation 9: Trinity must prepare students to succeed in a diverse, multicultural workplace

Recommendation 8: Increase the number of opportunities for alumni to receive awards and honors

Recommendation 7: Create a campus wide oral history project which will include a

Recommendation 6: Support staff education and training efforts that build individual awareness of and capacity for issues of diversity, equity, and inclusion and collective action in support of an anti bias and anti racist community

Recommendation 5: Increase empowerment and engagement of BIPOC alumni

Recommendation 4: Use existing and new forms of data to inform institutional diversity, equity, and inclusion efforts

Recommendation 3: Track student participation in extracurricular, co curricular, and experiential learning activities, and seek to broaden participation in such activities for students from historically underrepresented groups

Recommendation 2: Engage all students in ongoing and robust professional development and education around all issues of diversity, equity, and inclusion throughout the duration of their time at the university

Recommendation 1: Create a culture of dialogue and communication for diversity, equity, and inclusion by providing safe spaces, opportunities, and platforms for all members of the Trinity community

Recommendation 8: Actively communicate information, processes, and practices related to diversity, equity, and inclusion efforts from all major campus units

Recommendation 7: Retain talented employees from all BIPOC and underrepresented constituents by improving campus climate and providing sufficient and appropriate institutional support

Recommendation 2: Increase the number of BIPOC and other underrepresented groups of faculty at Trinity

Recommendation 5: Require the adoption of best practices of diversity, equity, and inclusion in the hiring process for all faculty and staff

Recommendation 3: Increase the number of exempt (“contract”) and non exempt (“classified”) BIPOC and other underrepresented staff members

CATEGORY 3: RECRUITMENT AND RETENTION

Recommendation 4: Provide mentoring for underrepresented student, faculty, and staff populations

Recommendation 5: Create a center devoted to university wide issues of Diversity, Equity, and Inclusion

Recommendation 3: Develop diversity, equity, and inclusion assessment mechanisms to foster accountability

Recommendation 4: Develop a university wide culture of celebrating progress

Recommendation 2: Achieve greater representation of BIPOC as well as other identifications of underrepresentation on the Trinity Board of Trustees

Recommendation 2: Develop a culture of community education and community improvement

Recommendation 4: Inform faculty, students, and staff that Trinity’s Anti Harassment

CATEGORY 1: ADMINISTRATIVE STRUCTURE AND SUPPORT

Foreword

CATEGORY 2: CAMPUS, ALUMNI, AND COMMUNITY ENGAGEMENT