Racial Justice Action Plan Progress Report

Racial Justice Action Plans Progress Report July 2020 to May 2021

Produced by the Division of Student Affairs

Department

Goals

Actions

Progress

Athletics

Staff

We have implemented the position of Chief Diversity Officer for the Athletic Department to serve as a mentor for our Black Student Athletes as well as enhance the focus on matters related to social justice with specific emphasis on the training and education of student-athletes, coaches and staff members. It will aid the Department in continuing its partnerships with campus units to provide opportunities for interaction between and among a diverse population, and advance the Athletics Department's strategic priorities as it relates to diversity, equity and inclusion Promote a more diverse athletic administration and coaching staff by coordinating our efforts with the Bentley University Human Resources Department. As a start, we will establish two graduate assistant positions for black students in the Athletic Department We will promote microaggression awareness to all staff and coaches

Green

We have formed a sub-committee for Diversity and Inclusion within our Student Athlete Advisory Committee (SAAC) to talk about racism and promote racial equality for all athletes

Yellow

We will implement a quarterly "racial climate report card" where black student-athletes will have the opportunity to discuss concerns regarding the racial climate within their teams and the Athletic Department as a whole We will promote microaggression awareness to all student athletes

Yellow

The Carleton Room located within the Dana Athletic Center has been designated as an inclusive space for Black Student Athletes to provide a comfortable environment that encourages dialogue around global issues as well as highly sensitive subjects Identify and promote the historical impact of our Black alumni student-athletes

Green

Continue our community service programming by directing our efforts towards Black and Brown youth

Yellow

Students

Community

Yellow

Yellow

Yellow

Yellow

Department

Goals

Actions

Progress

Center for International Students and Scholars

Student Programming

Diaspora Series – the goal of this series would be to facilitate discussions between students who share cultural heritage but who grew up in different countries Host a forum or small discussion groups to address the ways that student populations are targeted and experience discrimination on campus and in the U.S. Collaborate with offices or professors who have done racial justice action work and are willing to share with us or facilitate a group dialogue

Red

Invite guests from other universities to present/share how their University is handling racial justice/inequity issues on their campuses

Red

Red

Yellow

Staff Accountability

Student Support

Hold a session on white privilege among domestic white Americans and international white students from various points on what racism looks like in the U.S. and in their home countries (could be a session open to the university, like the Forum on Global Protest, or a one-time classroom discussion for WorldView Ambassadors) Build in component on race/race relations in the U.S. to add to our programming or recommend to academic faculty when teaching international students Commitment to offering at least 2 of the program ideas listed above per trimester

Yellow

Staff are encouraged to spend 10% of their time on issues related to diversity and inclusion

Yellow

Required training with the Office of Diversity & Inclusion Required reading and discussion/presentations for staff in CISS Team as well as the Center for Student Equity & Inclusion.

Yellow

Collaborate with Human Resources to learn about additional trainings related to race

Red

Incorporate personal learning goals related to racial justice into staff’s performance reviews

Red

Truth & Reconciliation committee/commission for (international) students of color to openly share their hurts and grievances toward the university, staff, faculty, and peers Share Bias Incident Response Team (BIRT) reports among CISS staff so they are aware of incidents of discrimination (which frequently affect Asian international students and Asian American students) Host Affinity/Discussion groups for students with similar racial/cultural backgrounds but different nationalities, with the goal of holding space for students,

Status Unknown

Yellow

Yellow

Green

Green

Red

Department

Goals

Actions

Progress

Gender and Sexuality Student Programs

Women’s Leadership Program (WLP) Structure

Write a mission and values for the WLP that includes anti-racist and intersectional perspective to be completed before the Fall Semester begins.

Will review and update the mission and values with the students in the new intersectionality workshop each semester it is offered.

WLP started a book club and GSSP will submit at least one book a school year dedicated to hearing black voices and experiences. This year will be the book Becoming, by Michelle Obama

Green

Add required a workshop on intersectionality to the first year in the WLP, but all students will be required to attend before graduation. This workshop will take place this fall.

Add required a workshop on anti-racism to the first year in the WLP, but all students will be required to attend before graduation. This workshop will take place this fall.

Added a Diversity Chair to the WLP Student Advisory team that will host a social and racial justice workshop and conference. The person for the chair has been added and they will be part of event planning for this upcoming year.

Green

Green

Green

Green

Educational Programming

Staff training and advising

Gender and Sexuality Student Lounge (GSSL)

Include all courses related to diversity and racism into the WLP list of courses to choose from, this list will be updated by the start of the school year

Green

Partner with student orgs whose events focus on black and multi-racial identity at least once a year by co-sponsoring events and getting more student engagement Partner with faculty and staff who do work around anti-black racism. We are co-sponsoring an event with the MCC called Behind and Beyond the Mask of Sexuality taking place in October

Green

Mentor and advise GSSP student orgs to include anti-racist education and programming. They are reaching out to co-sponsor with different orgs and to advertise other org’s events who are elevating black voices.

Host at least 1 event a year with a trans woman of color. This event can be a comedy night, inspirational speaker night or as a mentor circle.

We are aiming for spring timeframe because an in person event would be more impactful

Green

Redesign existing programs to include race as it pertains to the subject by fall semester

Green

Produce a list of anti-racist, socially just, and more inclusive assessment practices related to staffing, programming and student services by January 2021 Build racial action plan into personal goals for each year by Jan 2021

Yellow

Create safe spaces by offering anonymous comments throughout the program which will start in September Hang PRIDE’s Bingo poster of a trans Black woman before the start of the school year

Green

Order face masks to put into the GSSL that say "Black Trans Lives Matter" in September Order masks and stickers that say "#SayHerName" for the GSSL for September

Green

Green

Green

Green

Green

Green

Department

Goals

Actions

Progress

Health, Counseling and Wellness

HWC Staff will be required to attend seminars and workshops to gain racial competence in our work.

Our goal will be to become knowledgeable about racially related health care disparities and to become knowledgeable in assessing and addressing these disparities

Counseling Center clinicians will be required to fulfill a minimum of 25% of their Continuing Education credits (mandatory training to retain licensure) by attending programs furthering multicultural competence. Over the next two-year licensure cycle, the emphasis will be on working with racially diverse populations.

Within the next year, Counseling Center staff will be required to attend specific training on working with clients who have experienced racial trauma.

Status Unknown

Health Clinical providers will attend at least 4 sessions of education or programs that related to racial diversity topics per year (with 2 sessions completed in AY21, incorporated into annual review process) Health, Wellness and Counseling new permanent hires and trainees will be required to attend university DEI trainings within the first year of employment All Wellness peer educator groups will receive annual training that is trauma informed and builds skillset for inclusion of BIPOC perspectives in group facilitation

Status Unknown

Status Unknown

Status Unknown

Green

Dedicated time for internal staff discussion regarding work with students with diverse racial and multicultural backgrounds in order to identify barriers, if any exist to effective care at HWC

All outreach and health promotion content will be examined through a lens of inclusion

Commitment to creating a staff with more diverse backgrounds including new hires

Wellness Educators and staff will participate in discussions at least once per month that examine systems of oppression and the intersectionality of health RSVP Educators and staff will participate in discussions about the intersectionality of identity, trauma, and systems of power that contribute to cultures that promote interpersonal violence

Green

Wellness Continuing education and capacity building will be provided for the DOJ Violence Prevention Grant project’s CCRT (Coordinated Community Response Team) and Core Team around anti-racism work and anti-oppression frameworks Health, Wellness and Counseling Staff will review at least 1-2 documents a month on the Student Affairs Racial Justice Efforts Share Point beginning in AY22 30 minutes will be used on a biweekly basis for discussion of racial and multicultural issues and bias as it pertains to our work-including incorporating these issues into the regular Counseling, Wellness, Health joint meetings

Yellow

Health Center Case Review meetings will include discussions of patient care issues related to racial and multicultural issues monthly. This may include a monthly topic or article that a clinical provider selects and then facilitates the discussion

Status Unknown

Monthly, Wellness & HP team will select a relevant video from sources such as Steve Fund or National Center for Institutional Diversity training video to view and discuss in a staff meeting Graphics featuring people will be inclusive of all identities with assurance that Black, multi-racial, Latin X, POC and indigenous people are reflected in at least 20% of posts Physical spaces will be audited to ensure they are welcoming spaces that signal training in multicultural competence and respect for diversity

by Fall Trimester AY22

Green

When appropriate, HWC program facilitators will acknowledge how their identities influence their experience with topics and share examples about how concepts may be different for people of different backgrounds and the impact of privilege

Green

Wellness will ensure that Bringing in the Bystander program curriculum includes conversations about the roles identity and bias can play in bystander behavior. This is being submitted to DOJ for approval for curriculum adjustment Fall 2020

Yellow

Ensure there are student health resources promoted on our websites and digital platforms that meet specific needs of black students, multiracial students, Latin X students, and people of color. Review will be conducted each trimester

Yellow

Wellness will work with DEI committee to create or facilitate campus outreach programs on the intersection of systemic racism and wellbeing topics. For example, trauma, food security, substance use, resiliency. Two have already been proposed Develop position descriptions that will attract a diverse pool of applicants

Red

Review open positions to determine if credentialing preferences limit applicant pools

Red

Green

Red

Status Unknown

Green

Status Unknown

Red

Policies and Procedures will ensure Racial and Multicultural inclusivity in practice

Effective Assessment and Continued Evaluation

Going forward, all new hire positions descriptions will be reviewed by the Student Affairs Inclusions and Diversity Committee to ensure that recruitment language would be appealing to racially diverse applicants.

Departmental Policies will be reviewed on an annual basis to determine if biases exist in these policies Advocate for budgetary support to eliminate costs that create barriers to accessing programs (for example: cost of fitness classes) (By Fiscal Year 22 budget review) while continuing our no additional cost HWC services for enrolled students

Red

Wellness & Health Promotion will consult with the DEI committee to assist with the review/recommendation for wellbeing assessment moving forward (e.g. NECHA/Healthy Minds/Wake Forest Assessment) to ensure is best fit for identifying social determinants of health and thriving Wellness staff will screen for experiences of bullying, racism, bias incidents during intake for all BASICS and Health Coaching clients by adding a question to our global assessment of functioning section.

Health Center will review satisfaction survey data from students that use health center by adding questions that will allow us to evaluate our clinicians, services and staff with respect to perceived multicultural competence (Surveys will be updated by Summer trimester AY22) Satisfaction surveys for all areas will include questions that assess students experiences specific to identity (including racial identity) and care received by Summer Collected survey data will be reviewed to assess for areas to improve in HCW care workflows and inform content needed in our trainings (by Spring Trimester AY23)

Red

Status Unknown

Red

Green

Status Unknown

Status Unknown

Status Unknown

Department

Goals

Actions

Progress

Multicultural Center

Assessment

Administer a Diversity and Inclusion Campus Climate survey on an annual basis.

Yellow

Hold a series of focus groups once per trimester with various student groups across campus to deepen our understanding of their perception of the anti-racist work that is taking place in the institution In a collaborative effort with the Bias Incident Response Team (BIRT), coordinate an annual student forum to discuss the reported incidents in redacted form to ensure privacy of those involved. The forum will provide aggregate data on reported incidents as well as the response, where appropriate Establish a representative Multicultural Center Student Council by October 1st that will meet on a monthly basis to inform and assist in the direction of MCC programming and educational initiatives. The Council will be able to provide guidance on intentionality and timeliness of programmatic offerings.

Collaborate with Student Programs & Engagement on the establishment, advisement, and direction of the Identity and Advocacy President’s Council.

Yellow

Support

Green

Yellow

Green

Advocacy

Education

Develop a stronger partnership with the Counseling Center that will enable to creation of support groups and other counseling opportunities designed specifically with students of color in mind.

Present to Student Affairs Division, Faculty Senate, and Student Government Association a minimum of once per calendar year to inform them of the State of Student Racial Justice.

Green

Collaboration with the Office of Diversity and Inclusion to meet on a quarterly basis with academic department chairs to share trends that are happening in the classroom as it pertains to racial justice and equity.

Partner with New Student Programs to create and facilitate anti-racist/bias training for all incoming students.

Red

Co -sponsor a monthly dialogue series with various student organizations to ensure attendance includes a broad range of students.

Red

Identify organizations that are typically not present for conversations around justice.

Red

Design workshops focused on the different experiences of students of color populations on a historically white campus that can be requested by student organizations or departments on campus.

Yellow

Yellow

Yellow

Department

Goals

Actions

Progress

New Student Programs

Incorporate Racial Justice practices into Bentley’s Orientation Team (Training, Recruitment, and Hiring): Orientation Team Training

Resource Management: Throughout Summer 2020, the Orientation Team is adding, managing, and incorporating equity and inclusion resources for various levels of development to learn in groups and as individuals Summer Training: By August, Orientation will host at least two training sessions for student staff for identity development, anti-racist training, and brainstorming for application to their roles as student leaders at Bentley University; in addition to current trainings on equity and inclusion offered in regularly scheduled August training Professional Staff Training: Revolving around the NASPA/ACPA competencies, professional staff will evaluate themselves and create an action plan for expanding competencies to be completed by December 2020.

Green

Student Staff Recruitment: By October 2020, Orientation Central staff will create a comprehensive recruitment/hiring plan with consultation of orientation leaders and staff of color including schedule of events in collaboration with other department to increase visibility and accessibility for Black students to apply and get to know professional staff Social Justice Foundation Development: For August Orientation, incorporate sessions that outline fundamentals of diversity, equity, and inclusion with an introduction to our Racial Justice focus at Bentley University.

Yellow

Post-Orientation Work: New Student Programs plans to partner with the MCC to create a postOrientation dialogue program for new students to continue learning about equity and inclusion beyond the DEI Online Program through Everfi.

Green

Provide engaging social and educational events for new students including specific opportunities for anti-racist and racial justice dialogue: Introduce new students to divisional frameworks and common language for all students to engage in antiracist, social justice,

Green

Green

Green

and identity work

Create a welcoming, supportive, and safe environment for our Black Students: Prioritize Black experiences in planning Orientation programming

Introduce new students to the Core Values, polices, expectations, and resources for members of the Bentley Community: Social Responsibilities for AntiRacist Advocacy

Orientation Programs: Continue to offer programs that foster storytelling and the sharing of lived experiences among new students such as “Lowering Your Shield” and “I’m a Bentley Student and...”

Student-to-Student Connection: By October, collaborate with SP&E to identify Black-affirming student organizations and student leaders interested in connecting with new students in orientation programming

Green

Orientation Programming: Partnerships with student organizations and departments that can support and advocate for Anti-racism, affinity groups for Black students, etc.

Green

Orientation Assessment: By November, evaluate current assessment practices and develop a plan for gathering the experiences of new students, orientation leaders, and alumni of color to plan for Orientation 2021 MOSAIC Program Transition: Collaborating with the MOSAIC program for more support and overlap with orientation programming

Yellow

Affinity Spaces: Create affinity spaces for Black students to connect with one another, Blackaffirming student organization leaders, and Black faculty/staff focused on supporting their experience and transition to Bentley University that do not interfere with other simultaneous offerings Introduction to Social Responsibilities: During August Orientation, introduce the Bentley Core Values and Rights & Responsibilities of a Bentley Student Campus Resources: Introduce new students to reporting resources such as the Bias Incident Response Team by September 9, 2020.

Green

Digital Communication: Throughout Summer 2020, Orientation utilizes digital platforms to normalize anti-racism in the Bentley narrative, provide information for educating new students on social justice initiatives, and promote other departmental initiatives

Green

Yellow

Green

Green

Green

Department

Goals

Actions

Progress

Office of the Vice President for Student Affairs

Climate & Intergroup Relations

Support existing and emerging divisional affinity groups continuing from April 2020

Green

Recognize established days (i.e. Juneteenth, Black History Month, etc. ) that celebrate the history of Black people starting in June 2020

Green

Create consistent educational opportunities for staff in collaboration with the Student Affairs Inclusion and Equity Committee starting in July 2020 Communicate solidarity through a racial justice marketing campaign starting in October 2020

Green

Identify funds to devote to racial justice training for divisional leadership by October 2020

Red

Develop a staff of color mentorship program by January 2021

Red

Collaborate with other departments in the division to develop an anti-racist ally program for students and staff by January 2021

Yellow

Green

Institutional Commitment and Capacity

Access and Success

Ensure that there is representation of Black students and staff included in the Campus Master Plan process Solicit Black student feedback on physical space needs on campus to develop a plan to be included in the Campus Master Plan by May 2021

Green

Offer a monthly space for student questions and feedback through Community Conversations series and follow up answers continuing from June 2020 Define baseline expectations around racial justice training and education for students and staff by August 2020 Develop a system for each department to track progress of Racial Justice Action Plans by September 2020 Schedule a meeting between student organizations with missions focused on racial justice (BUB, NABA, ASA, etc.) and the Vice President for Students Affairs each term starting in September 2020 Ensure that racial justice is included in the performance goals of every staff member in the division by November 2020 Share Racial Justice Action Plan progress to students and divisional staff annually starting in June 2021 Develop a set of consistent hiring practices that emphasize a racially diverse candidate pool for all positions in the division by August 2020

Green

Create opportunities for students to be involved early in institutional decision-making committees and task forces to ensure their voices are represented starting in August 2020 Review the names of committees and programs that emphasize “inclusion” and consider replacing with “racial justice” or “anti-racism” by August 2020 Review BentleyPlus learning outcomes to ensure that racial justice is explicitly interwoven throughout competencies by August 2020 Ensure staff in the division have access to Black student retention data and climate survey results to inform their work by September 2020

Green

Offer an Innovation Institute where people can suggest ideas on how we, as a division, can continue to move forward and make this part of our day-to-day work in February 2021

Green

Green

Green

Green

Yellow

Green

Green

Green

Red

Green

Green

Department

Goals

Actions

Progress

Residential Center, Care & Conduct

Facilitate professional and student staff training and development in the areas of racial and social justice.

By October, each professional staff member will collaborate with their supervisor to establish positional goals in alignment with ACPA & NASPA’s Social Justice & Inclusion professional competencies. As a centralized focus, these goals should prioritize further education and development regarding topics of racial justice and race.

In preparation for the Fall 2020 semester all professional staff members will prepare and participate in comprehensive trainings on Bias Incident Response In preparation for the Fall 2020 semester all professional staff members will prepare and participate in comprehensive trainings on Verbal De-escalation

Green

Green

Red

Adopt anti-racist departmental policies, processes and practices

In preparation for the Fall 2020 semester all professional staff members will prepare and participate in comprehensive trainings on Anti-racism Each month, the professional staff will engage in a centralized learning and development activity centered on racial justice.

Green

In preparation for the Fall 2020 semester the professional staff will develop a policy regarding use of their pre-existing professional development funding. A (to be determined) percentage of funding must be used on sessions or materials that promote education and development in racial justice.

In preparation for the Fall 2020 semester all student staff members will participate in comprehensive trainings (created and facilitated by the professional staff) on Bias Incident Response In preparation for the Fall 2020 semester all student staff members will participate in comprehensive trainings (created and facilitated by the professional staff) on Verbal De-escalation

Red

In preparation for the Fall 2020 semester all student staff members will participate in comprehensive trainings (created and facilitated by the professional staff) on Anti-racism

Green

During August, January and Summer Trimester RA trainings, a component of training will be focused on Social Justice & Inclusion, with an emphasis on anti-racist work.

Green

Twice a trimester, within their assigned staffs, the student staff will engage in a learning and development activity centered on racial justice.

Green

By September, create and communicate clear expectations on appropriate behavior for all students including bias incident response and expectations. This will be done in collaboration with Katie Lampley and the Bias Incident Response Team (BIRT) to ensure all communication is clear and up to date.

Provide multiple ways for these standards to reach students

By September, create sanctions focused on growth for situations involving racial injustice / bias while still holding students appropriated accountable for violations Review of sanctions and sanctioning guidelines to ensure they are fair and equitable for all students

Green

Continual training around the philosophy of Restorative Justice for conduct staff will be offered throughout the academic year. Sources for these trainings will be provided through reputable external associations such as ACPA (American College Personnel Association), NASPA (Student Affairs Administrators in Higher Education), and ASCA (Association for Student Conduct Administration).

General Policy review to see if polices are impacting certain affinity groups different, especially students of color vs white students. (December)

Red

Green

Green

Red

Yellow Red

Red

Red

Attract, hire, and retain employees to reflect our Bentley community

Provide educational social justice resources and programs for residents

Review and revise or eliminate entirely any policies, processes and practices that may create barriers for Black students, students of color, and/or identity and other marginalized student populations. This review, revision, and elimination process will include representatives from these student populations. Included in this review will be the following documents: The Student Handbook, Conduct Boar d training manual, Hearing Officer manual, RA Handbook, and Residential Center’s Professional Staff Handbook, and other materials.

Create a student focus group/advisory board for policy development, housing and residential education.

Provide opportunities for students, especially students of color, and other marginalized identities, to give feedback and have input on developing/changing policies. (August) Recruit and train a diverse group of student conduct board members by visiting organization general/e-board meetings.

Red

that with the changes being made to the University in regards to access to campus housing due to COVID-19, we make an effort to ensure our students of color are supported knowing that as a minority, their access may be more limited.

Red

Once professional staff recruitment needs/ team is decided, find and attend webinar/workshop on recruiting POC (November- March)

Green

Review our recruitment materials (folder, emails) to ensure it is marketable to all identities (March) Add question to RD interview materials regarding how we can celebrate and support candidate’s salient identities. (March)

Green

Create a mentorship/connection initiative to connect new hires to those they share an identity with, outside of our department. (March- July)

Green

Review why students of color do not apply or accept RA position. We have data which indicate finances is a big factor, we will expand to include social and cultural implications. We will also host focus groups. (August- October)

Red

Based on above focus groups, reflect on how can the RA position be altered/marketed different to further attract students of color. (ongoing project)

Yellow

Review our student staff recruitment and application materials ensuring that we do not unintentionally exclude students of color. (AugustOctober) Offer RA affinity groups during RA recruitment workshop/RA Training ( January- August) Our department will expand dedicated equity and inclusion trainings for members of our department RA’s (Resident Assistants), SOA’s(Student Office Assistants), and Conduct Board. This will include expanding mandatory training requirements for our RAs and SOAs, and developing training content specific to racial justice and Black identities. (August – May) Educational programming within the halls.

Programs should be focused on racial justice and can be put on by RA’s and RHA with the assistance of their RDs. (August-May)

Yellow

Red

Red

Red

Green

Green Red

Green

Small scale programs around the residence halls as in group-based discussions on current events, books, or movies focused on racial justice and black identities. (August –May)

Green

Equip RA’s with resources (books, movies, new articles) over the course of the semester to ensure they are continuing their education on social justice and black identities. (August-May)

Green

Include information on BIRT, what it is, how to submit a report, to the residential campus in welcome email from each RD in August.

Green

Commitment to exploring and developing standalone programs, as well as bigger experiences such as programming series, DC curriculum, and the greater residential curriculum.

Red

Department

Goals

Actions

Progress

Spiritual Life Center

Interrogating Traditions and Learning

Curate a list of resources for education, devotional reflection, and anti-racism action from a multi-faith lens.

Chaplains complete Implicit Bias training for clergy

Green

Staff will select two common read books for biweekly meeting discussion for the Fall and Spring semesters. Staff members will rotate in responsibility for our opening reflection, presented from the respective faith community’s anti-Racism tradition.

Chaplains will embed Implicit Bias and anti-Racism training in their respective communities, at least twice a semester.

Green

Center will hold a “Black Lives Matter to God” session for student conversation, listening, and teaching. EBoard leaders from each Faith Org will be required to attend, and it will be encouraged to all students.

Advocate to hire a Black Chaplain when our open position moves forward.

We will add a requirement to our Campus Covenant for every affiliate Religious Group to include an anti-Racism event or service in their plan for the year.

Continue to respond with supportive pastoral care when individuals or communities are harmed by bias. In addition, we will partner with those impacted in a spirit of restorative justice, denouncing harm and convening the wider campus in acts of repair, peace, and beloved community.

Highlight lived spiritual experiences of Black students in our campus newsletter, and will continue to speak out against structural and attitudinal racism in all our communications platforms.

We will continue to work with our BIRT, University Police, and CARE teams to support harmed students and to educate those who caused harm.

Yellow

Add the CARE and BIRT information to our website, and educate current E-Boards about these resources

Yellow

Programming

Advocacy

Green

Green

Status Unknown Green

Green

Green

Green

Partnership and Allyship

The Center will develop and implement a brand new Interfaith Ally Training Workshop, offered to students in a virtual modality. This Training is being developed in concert with national pluralism partner the Interfaith Youth Core. The training will recognize the intersectional identities of race and religion and be specific to Bentley campus and future workplace culture. The training will inform about civic benefits of pluralism through a pedagogy of participant peer engagement, case studies of actual anti-religious bias and pluralism challenges, and personal reflection.

We will continue to partner with Student Equity and Inclusion, Office of Diversity and Inclusion, Residential Life, and Bentley Dining for best support of an inclusive campus.

Green

Sacred Spaces

The Sacred Space in the Student Center and the Upper Campus Prayer Room in Lyndsay 30b are rooms that belong to every student. We plan to do a better job in conveying that these spaces are open doors of refuge and restoration, in particular for our Black students. We will audit our library to identify gaps in racial justice and religion resources, We will elevate Black artists’ work in our spaces, and will seek out student ideas for equipping Sacred Spaces for the spiritual movement of Black Lives Matter.

Yellow

Department

Goals

Actions

Progress

Student Programs and Engagement

Support Black-affirming student organizations and cultivate more inclusive student spaces

By August, collaborate with other interested departments to convene an Identity and Advocacy Organizations leadership council made up of representatives from each of the Identity and Advocacy (formerly cultural) student organizations. This council will meet regularly, pursue opportunities to collaborate, and will provide voice to Student Programs & Engagement staff on important issues. This council will also be responsible for allocating a new specific set of supplemental funds to social justice based programming on campus.

Establish a new, dedicated budget to be allocated to campus programs that focus on social justice topics and goals. This budget will be administered by the department; however, funding decisions and how to allocate the budget will be decided by the Identity and Advocacy leadership council.

Green

Develop and implement training sessions for faculty/staff advisors to student organizations that focus on themes of multicultural competency and inclusive advising. We will communicate this expectation to all advisors, and our goal is for 100% advisor compliance by the end of the academic year Partner with key campus departments to support the success of Black students and organizations through a variety of collaborative initiatives. For example, this may include working with the MCC to support and enhance programming or dialogue opportunities in the Cultural Lounge

Green

Green

Yellow

Red

Facilitate staff training and development in the areas of racial and social justice

Facilitate staff training and development in the areas of racial and social justice

Adopt anti-racist departmental policies, processes and practices

Adopt anti-racist departmental policies, processes and practices

By December, audit the various spaces it oversees (physical spaces, such as the Student Center; digital spaces, such as HYPE marketing efforts, etc.) to identify existing barriers as well as how to enhance sense of belonging and inclusion for Black students in those spaces.

By September, staff members will set individual goals in alignment with our Social Justice & Inclusion professional competencies, specifically focusing on personal learning and development on issues of race. Performance with respect to these goals will be evaluated in alignment with existing HR processes.

Each month, staff members will engage as a team in at least 1.5 hours of focused, guided professional development discussions on race, Black student identity, and multicultural competence. Topics for conversation each month will be informed by current events, industry knowledge and best practices, and experiences on our own campus.

By the end of the year, staff will engage in internal and external professional development opportunities that serve to educate individuals to be better allies and advocates for Black students specifically, and underrepresented students more generally. These opportunities may include webinars, conferences, and program presentations

Yellow

By the end of the year, each staff member will also contribute to other professionals’ learning and development on issues of racial justice. This may include facilitating a training session, submitting program proposals, or contributing to industry research and writings

Green

By December, the department will review and revise or eliminate entirely any departmental policies, processes and practices that may create barriers for Black students, students of color, and/or identity and advocacy (formerly cultural) student organizations. This review, revision, and elimination process will include representatives from these organizations. Policies, processes, and practices to be reviewed include, but are not limited to, the Student Organization Guidebook, Party Policy & CPB Policies, Fraternity & Sorority Life Standards and other policies, event policies and practices, the poster policy, and other procedures

By March, the department will incorporate University, Division of Student Affairs, and departmental strategic elements related to diversity, equity, belonging, identity awareness, and inclusion into new and more specific strategic plans for our department’s functional areas. These concepts, values, and goals will be included in strategic planning documents for: Student Organizations, Student Employment, Fraternity & Sorority Life, the Student Center, Campus Events & Traditions, Marketing

By August, the department will create a directory of Black-owned businesses and vendors, working with the Purchasing department, and will incorporate and track use of these vendors in departmental and student organization programs throughout the year

Yellow

Green

Green

Green

Yellow

Red

Provide educational social justice programs for students

The department will create an annual report on social justice initiatives, documenting the actions it has taken to implement this Social Justice Action Plan. This report will be publicly available and communicated transparently to key stakeholders, including students, by July 1, 2021 The department will incorporate anti-racist, socially just, and more inclusive assessment practices related to use of services, student learning, and student engagement with respect to our department’s offerings. This includes more consistent measurement of demographic information for membership statistics, better understanding perceptions of belonging among communities of color, as well as obtaining data on White student learning in the areas of identity awareness and dialogue to make informed decisions on where to improve programs, policies, and practices Continue and expand dedicated equity and inclusion trainings for members of student organizations, fraternity & sorority life, and student employees. This will include increasing the number of students to whom these sessions are offered, expanding mandatory training requirements for specific student groups, and developing training content specific to racial justice and Black identities Provide specialized learning and training opportunities for interested student organizations in order to address their specific diversity, inclusion, and equity needs Continue annual community-wide speaker event tradition, and this year’s speaker will be selected based on relevance to topics of Black identity and culture. Additionally, this year, the program will focus on increasing the student role in speaker selection, enhancing how we are documenting student learning as a result of the program, and increasing student attendance at the program.

Green

Introduce more regular small-scale educational opportunities. This may include establishing book/movie clubs related to anti-racist books and films, dialogue-based programs, discussions related to current events, and collaborative new programs

Green

Yellow

Green

Green

Green

Department

Goals

Actions

Progress

University Police

Work with the Multi-Cultural Center to determine their needs related to the liaison program.

Explore expanding the "Bridging the Gap" program with other groups on campus

Determining the needs of the MCC and BIPOC students Identifying the best officer(s) to accomplish these goals The student group, NABA, was added to the program Working to identify if there are there other groups that could benefit

Yellow

Explore expanding the "Know Your Rights" Program

Continuing with the Mankind Movement and adding Coming Full Circle

Yellow

Collaborating with CISS to include international students Require annual review of policies by all employees

Yellow

Share recently revised/updated Ethics, AntiBias Policing, and Use of Force, Professional Standards Investigation Policies

Yellow Yellow Yellow

Green

Identify anti-bias training for all personnel to be completed annually

Work more strategically with Human Resources to recruit candidates of color for future vacancies

Further enhance our commitment to positive police-community relationships by increasing the scope of our community engagement unit

Review annually all available data related to police activity, assess for officer bias and share that information with the Vice President for Student Affairs

Explore body cam implementation

Identify and schedule later this summer a mandatory training program for all sworn members to attend related to de-escalation and implicit bias training Share learning outcomes/content of training with Inclusion & Equity Committee

Green

Identify alternate training for security officer and dispatchers

Green

Implement any additional training identified as part of LE Reform Bill

Green

Explore barriers to POC applying to and working as police officers Enhance current efforts to recruit more diverse candidates

Green

Increase marketing of open positions to better reach POC Use law enforcement network to reach POC seeking transfers

Green

Consider recruiting at job fairs at colleges with criminal justice programs

Yellow

Consider recruiting at academies for officers without department affiliations Offer training (CPR, First Aid, RAD) to specific populations/groups (BUB, NABA, MKM, CFC, Athletics teams)

Yellow

Introduce comfort dog Blue and Officer Bartkus at events across campus Offer ride along program to students interested to enhance police/community relations

Green

Determine future involvement with MOSAIC or identify alternative for new students

Green

Annual Campus Safety Survey

Yellow

BIRT

Yellow

Anonymous Tip Line (police website)

Yellow

Formal Complaint (online or in person to supervisor) Report review of all campus incidents (reviewed daily and annually)

Yellow

Review of all criminal prosecutions for bias

Yellow

Received estimates of cost and data storage

Yellow

Want to gather Student Government Association input

Yellow

Green

Green

Green

Yellow

Red

Yellow