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

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

Rationale: Trinity has a vision to become a leading model of twenty-first-century liberal arts education with pre-professional programs that requires that it attract and retain a diverse workforce while fostering a culture of intentional inclusion. In order to fulfill this institutional goal, there is a need for on-going professional development, commitment to equitable practices in hiring, evaluation, and promotion, and a culture of collegiality that celebrates its employees’ diverse backgrounds and regards these differences as a source of strength. A diverse and inclusive workplace will benefit our students by allowing us to attract a more diverse student body, provide a richer learning environment for all constituents, and offers a model that students may draw upon as they enter an increasingly diverse workforce in a time of shifting demographics.

Stakeholders: Staff, Faculty, Administration

Recommended Actions

Require a university diversity statement for all job postings. Require HR to provide guidance on writing job descriptions that appeal to diverse and underrepresented candidates. Require that all search committees develop and use interview questions regarding the candidate’s commitment to the University’s value of intentional inclusion. Require an outside member for all search committees for both faculty and staff positions.

Performance Indicators

Full compliance for all job postings Regular annual HR workshops with attendance of appropriate stakeholders Submission of appropriate interview questions related to intentional inclusion to HR for all searches Search timeline and materials must identify outside committee member

Responsible Parties

Human Resources, unit supervisors, search committee chairs, Vice Presidents

Human Resources Human Resources, unit supervisors, search committee chairs, Vice

Presidents Human Resources, unit supervisors, search committee chairs, Vice Presidents

Require that all search committees include a diverse composition (e.g., gender, race, ethnicity, religious background, etc.). The Athletic Department will adopt, promote and sustain a culture of inclusion in all processes, practices and approaches by developing a strategic diversity plan. Ensue accountability to diversity, equity, and inclusion within athletics by reviewing and/or creating appropriate policies, practices, approaches, and systems that will ensure accountability. Actively recruit coaching staff that reflects the racial demographics of the total student-athlete population. Increase recruitment of assistant and associate staff from BIPOC and other underrepresented groups to track toward head coaching positions for the various sports. Reward and recognize any and all commitments to diversity, equity, and inclusion among athletic staff. Compare and contrast equitable salary scales of Trinity’s coaching staff to our peer and aspirational institutions in order to develop attractive salary and benefit adjustments for Trinity’s compensation. Search timeline document and materials should offer rationale for committeemembers Strategic plan for diversity developed Report developed that identifies appropriate policies, practices, approaches, and systems that will ensure departmental accountability Indicate through recruiting documents, rubrics, summative evaluations and recommendations that the search process reflects a compilation of underrepresented groups and BIPOC. The documents reported will include approaches to recruit assistant and associate staff from underrepresented groups who have the potential to acquire a head coaching position. Identified strategies to reward and recognize any and all efforts and commitments toward issues of diversity, equity, and inclusion. Using appropriate measures, a comparable ranking of salary and benefit adjustments compensation study will be completed. Human Resources, unit supervisors, search committee chairs, Vice

Stakeholders: Students, Athletics, TUPD

Presidents Athletic Director, VPAA, Vice President for Diversity,

Equity, and Inclusion Athletic Director, VPAA, Vice President for Diversity, Equity, and Inclusion

Athletic Director, coaching staff, VPAA. Vice President for Diversity, Equity, and Inclusion

Athletic Director, coaching staff, VPAA

Human Resources, Athletic Director, VPAA

Trinity University Police Department will adopt, promote, and sustain a culture of inclusion within the department as aligned with the university value of intentional inclusion by developing a strategic diversity plan.

Provide ongoing professional development for all members of Trinity University Police Department with a focus on implicit bias and anti-racist approaches. Implement a restorative justice policy for demonstrated acts of racism and other forms of discriminatory practices against underrepresented groups. Ensure accountability for diversity, equity, and inclusion within the Trinity University Police Department by reviewing and/or creating policies and practices of systems that ensure accountability for all those employed by the police department. Reward and recognize high levels of commitment to issues of diversity, equity, and inclusion practices among Trinity University Police Department staff. Review and revise as appropriate all current hiring practices to create a more diversified workforce. Strategic plan for diversity developed All TUPD employees will have completed multiple levels of ongoing professional development appropriate for a police department with a focus on implicit bias and anti-racist behavior. Policy created to repair the harm caused by inappropriate practices for victims, offenders, and other community members with procedures/practices including what to do and the transformational results. Report developed that identifies appropriate policies, practices, approaches, and systems that will ensure departmental accountability Identified strategies to reward and recognize any and all efforts and commitments toward issues of diversity, equity, and inclusion. Indicate through recruiting documents, rubrics, summative evaluations and recommendations that the search process reflects a compilation of underrepresented groups and BIPOC. The documents reported will include approaches to Chief of Police, VP for Finance and Administration, Vice President for Diversity,

Equity, and Inclusion Human Resources, Chief of Police, Vice President for Finance and Administration, Vice President for Diversity,

Equity, and Inclusion Chief of Police, Vice President for Finance and Administration, Vice President for Diversity, Equity, and Inclusion

Chief of Police, Vice President for Finance and Administration, Vice President for Diversity,

Equity, and Inclusion Chief of Police, Vice President for Finance and Administration

Human Resources, Chief of Police, Vice President for Finance and Administration, Vice President for Diversity, Equity, and Inclusion

recruit staff from underrepresented groups who have the potential to acquire a leadership position.

Suggested Timeline:

● We recommend adoption of these processes, policies, and plans to be developed by the conclusion of FY21 and implementation to begin during the FY22.