Diversity and Inclusion Task Force Report by Trinity University

Diversity and Inclusion Task Force Report

CATEGORY 3: RECRUITMENT AND RETENTION Recommendation 1: Increase the number of BIPOC and other underrepresented student populations at Trinity so that overall numbers look more like Texas and the United States in its demographics Rationale: Trinity University prides itself on seeking to enroll a diverse class of bright, energetic, and engaged students that will take advantage of our expert faculty, beautiful campus, first-rate resources and opportunities, and a community focused on their undergraduate educational experience. A more diverse student body will strengthen the Trinity community, challenge stereotyped preconceptions, encourage critical thinking, and assist students in learning to communicate effectively with all people. The benefits of diversity in education, especially higher education, stretch far and wide â&#x20AC;&#x201D; affecting studentsâ&#x20AC;&#x2122; academic and social experiences, as well as having a direct impact on their future. The positive effects of diversity enable students to work with people from varied backgrounds, experiences, religions, gender identities, disabilities, socioeconomic status and other forms of difference while challenging the views they are accustomed to. This leads to greater awareness, understanding, and acceptance of differing beliefs and customs (Kerby, 2012; Ajinkya, 2012; Gurin, P., Dey, E., Hurtado, S. (2002). By achieving these types of admission targets, Trinity elevates its accountability for the creation of a more diverse community of learners that resembles the state of Texas and the United States. To implement notable and sustained change, Trinity will build upon and introduce promising practices from the higher education recruitment field. Stakeholders: Faculty, Staff, Students, Alumni, Board of Trustees Recommended Actions

Performance Indicators

Responsible Person

Develop and expand pipeline programs that help elementary- and secondaryschool students of color and other underrepresented populations in San Antonio and surrounding schools systems to get on the path to attend Trinity.

Identify target high schools and track number of students that apply and are accepted into Trinity as a first-year student or transfer student

Vice President for Enrollment Management, Dean of Admissions, Strategic Vice President for Communications and Marketing

Proactively targeting and recruiting from high schools that have large students of color populations; hire current students of color to do some of the recruitment work. Include more alumni of color as volunteers in the recruitment process.

Evidence of success using targeted data sets for high schools with high indicators (3%) of students of color who meet the qualifications to apply to Trinity University.

Vice President for Enrollment Management, Dean of Admissions, Strategic Vice President for Communications and Marketing, Director of Student Diversity, Equity and Inclusion

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