Racial Justice Action Plan 2021-2022 Updated

Racial Justice Action Plans Final Report September 2021 to June 2022

Produced by the Division of Student Affairs

Department

Actions

Progress

Athletics

Conduct at least one training session each semester on microaggression awareness and interventions to all coaches, staff, and student-athletes in order to provide more education around the importance of how the day-to-day, organic interactions can have an impact on the experiences of others

Yellow

Partner with the NE-10 Conference and RISE, a national nonprofit leader in the diversity, equity, and inclusion within athletic spaces, to conduct at least one program for our entire athletic department to combat racial injustice and champion social justice in the next year

Green

Support campus initiatives on diversity, equity, and inclusion that are being created by the Inclusive Excellence Council by encouraging coaches to involve their teams about ongoing opportunities Dedicate a physical space, the Carleton Room, to support the operations and development of the Bentley Black Student-Athlete Coalition (BBSA)

Green

Work with Human Resources to ensure that our recruitment plans for new staff members are aligned Promote a more diverse athletic administration and coaching staff by taking time to audit the identities that are lacking most currently and prioritizing having increased applications from those specific groups for new positions

Green Yellow

Examine the success of the Bentley Black Student-Athlete (BBSA) and determine if other historically underserved identities would want to create similar groups

Yellow

Department

Actions

Progress

Care/Office of Student Conduct

Care Team has been constructed to have diverse representation from MCC, CISS, Athletics, Counseling, Health Services, Undergraduate and Graduate Academic Services, Student Programs & Engagement, Residential Center.

Level 3 Conduct Board has been redesigned, the make-up of the new Level 3 team now has diverse faculty, staff and student representation. The pool of Level 3 hearing Board Members is much broader and more diverse than the board that existed before. Level 3 Conduct Board Members now better reflect the university’s racial, gender, and ethnic make-up, as well as the stated diversity goals of the university.

Staff from Care and Conduct meet regularly to ensure a fuller picture of a student’s experience at Bentley is considered while determining the appropriate course of follow-up.

Conduct sanctioning data will be reviewed by third parties (MCC and Office of Diversity and Inclusion) to ensure that the conduct process does not (unintentionally) have a greater impact on underrepresented students.

Green

Care Team and Leave of Absence, Transfer/Withdrawal, and Return from Leave data will continue to be collected and reviewed to ensure trends in gender/race/ethnicity identity of students in these processes are seen and understood.

A diverse group of SCA (Student Conduct Assistants) have been hired to help all students better understand conduct processes.

Green

The pool of conduct officers will continue to be enlarged to increase demographic diversity.

Green

Care will continue to seek diverse members for the Care Team.

Yellow

The Care and Conduct teams will read and discuss 2 articles or books per semester on the topics of race on university campuses, and race in society.

Including, but not limited to, Reframing Campus Conflict, Why Are All The Black Kids Sitting Together in the Cafeteria, etc.

Care and Conduct teams will be trained by outside presenters on race and society on a yearly basis.

Red

Department

Actions

Progress

Center for International Students and Scholars

Savvy Student Series – Collaborate with various offices and committees, including BIRT and ODI to explain their work on race/racism/discrimination to international students.

Worldview - outreach to departments already engaged in learning about race e.g. Sociology; Liberal Arts; Legal Studies

Red

Orientation training – increase engagement and attendance at international student orientation. Update components in visa information session that address bias, race in the US and racism.

Yellow

Employ Student Consultant Group to 1) provide feedback on CISS communications, 2) collaborate with CISS social media student worker on the best ways to share information with international students, and 3) to review CISS orientation materials International Orientation: include case studies and examples of race/racism/racial categorization in the US

Yellow

Hold the conversation for the White Privilege event with SP&E and grad engagement during Culture Fest.

Green

Suggest materials/ideas with Ben Longstreth for Student Affairs common reads/films Include international racial justice ‘learning/advocacy moment’ in SEI newsletters (once we start sending the SEI newsletter again)

Yellow Red

Share resources for campus partners to identify international students accurately (There are often assumptions about who is “international” based solely on a student’s name)

Yellow

Green

Green

Green Yellow

Green

Red

Green

Red

Create a shared document to record racialized incidents. Discuss these events in quarterly meetings with CISS team to address areas for improvement.

Green

Hold calendar time to discuss Article/Podcast/videos related to race and international student identity

Green

Promote assessment and anonymous feedback from student staff

Yellow

Greeting all students who enter SEI space the same “How can I help you?” “Who/ which office are you here to see?” (instead of assuming which students are international) Add photos of staff; SEI org chart w/ photos so that students know who we are and how to recognize us by face/name/office

Green

Hire a student worker dedicated to managing CISS social media platforms. Goal: increase CISS visibility to international students to help share information resources and events.

Green

Department

Actions

Progress

Gender and Sexuality Student Programs

Update our new Women’s Leadership Program (WLP) intersectionality workshop to include the examination and development of multi-racial identity. This workshop will take place this fall.

Green

Review and update the Women’s Leadership Program’s mission and values with the students in the new intersectionality workshop each semester it is offered.

Green

Submit at least one book a school year dedicated to centering Black voices and experiences in continuation of the book club WLP started in 2020. This year’s book is When They Call You A Terrorist: A Black Lives Matter Memoir by Patrisse Cullors and asha bandele

Green

Support the Diversity Chairs of the WLP Student Advisory Team to host a social and racial justice workshop and conference Spring semester.

Green

Include all courses focused on and/or 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

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

Mentor and advise GSSP student organizations to include anti-racist and intersectional education and programming.

These organizations will reach out to co-sponsor with different orgs and advertise other orgs’ events that elevate Black voices. Additionally, these orgs will collect post-program feedback for evaluation.

Green

Host at least 1 event a year with a trans person of color as the main speaker/entertainer/etc. This event can be a comedy night, inspirational speaker night, or mentor circle. We are aiming for a spring timeframe.

Green

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

Green

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

Go through each program and update them to make certain that race, intersectionality, and racism are incorporated and emphasized throughout the fabric of each program, additionally by centering Black voices and ensuring our programs serve the needs of our students of color. This process occurred in Summer 2021 and will continue to be performed each summer before the start of the school year.

Include and address race and intersectionality in the establishment of this year’s LGBTQIA+ ally training for students.

Green

Work with Admissions to create a more inclusive selection process for the Women’s Leadership program. This includes but is not limited to: rewording and making the language and questions on the WLP application more accessible, making sure to include and encourage work experience and other non-traditional activities as leadership experiences, and being intentional about having multiple people with multiple identities read through applications.

Partner with student orgs whose events focus on Black and multi-racial identity at least once a year by co-sponsoring events and increasing student engagement through participation, attendance, and volunteering.

Green

Purchase stickers, materials and giveaways from people of color to place in the Gender and Sexuality Student Lounge (GSSL) that share a message of support to intersectional communities. Some of the stickers currently in the GSSL say, “Say her name,” “Stop AAPI Hate,” “Black Trans Lives Matter.”

Purchase leisure and self-care activities for the students that promote Black and Brown joy in the GSSL. Some examples are fantasy stories written by and about queer Black women and puzzles that depict Black joy by Black artists GSSP staff will each commit to attending at least 1 workshop or class a semester around racial justice to increase their own education, making sure to support students of color.

Partner with faculty and staff who do work around anti-Black racism through at least one initiative or event per semester to amplify their work.

Green

Green

Green

Green

Green Green Green

Work with the rest of the Student Equity and Inclusion Team to partner on intersectional programs.

Green

Department

Actions

Progress

Counseling Center

We will overhaul our bi-weekly staff “Diversity Discussions” to make this time spent more directed, applicable, in-depth and providing more space for personal reflection. All staff will read Cultural Humility: Engaging Diverse Identities in Therapy and rotate leading discussion and reflection exercises.

Green

All staff will obtain a minimum of 25% of their CEUs required for licensure in topics pertaining to working with BIPOC populations.

Green

All new hires and trainees will be required to watch the three trainings on culturally responsive care and the mental health consequences of racism.

We will take action to make the Counseling Center a space that is seen as more welcoming and inclusive to the Bentley BIPOC community. We will request that the Student Equity and Inclusion Consultants to review our physical space, website and policies and procedures to make recommendations for making the Counseling Center a more welcoming space.

We will revise our intake procedure to make asking about incidence of bias and discrimination are a standard feature of every assessment.

We have rewritten an open position for the purpose of hiring a staff clinician who will serve as a Coordinator for Diversity, Inclusion and Social Justice Initiatives. In addition to working directly with students, this position will collaborate with student organizations and deliver outreach, psychoeducational and wellness services specifically targeting Bentley students who belong to historically marginalized and underrepresented groups.

We will add a statement to the front page of our website directed to the Bentley BIPOC community that specifically acknowledges the racial justice awakening over the past year and identifies the Counseling Center as a place of support for those communities.

Green

We will add a direct link to BIPOC specific mental health resources

Green

Department

Actions

Progress

Multicultural Center

Offer programs in multiple modalities (in person, hybrid, virtual) and to offer recordings where appropriate to reduce student time constraints as a barrier to engagement.

Yellow

Develop and execute programs that are designed to support specific populations of students.

Green

Create and keep up a date a guide for students to local culturally relevant businesses (barber shops, salons, dining, grocery stores, etc.).

Green

Identify ways to offer information and resources in multiple languages.

Red

Identify opportunities to educate about culture through celebratory events to better highlight specific cultural traditions and meanings.

Green

Partner with Identity and Advocacy student organizations to redecorate the Cultural Lounge on a rotational basis throughout the year.

Facilitate focus groups with students of color to gain qualitative understanding of the results of the campus climate survey.

Implement semi-annual events to celebrate the academic success of students of color.

Green

Create, in collaboration with students, educational modules about various racial identities that can be offered as educational sessions to faculty, staff, and students.

Begin examining opportunities to embed co-curricular learning offered by the Multicultural Center into the forthcoming Diversity, Equity, and Inclusion major.

Red

Department

Actions

Progress

New Student Programs

Design and execute an orientation training program that includes a focus on equity and inclusion and the exploration of intersecting identities. These trainings include sessions with offices in Student Equity and Inclusion, a Flex Dialogue on Gender and Sexuality, training on bias incident response reporting, facilitation training for Lowering our Shields and I’m a Bentley Student and…, and the Student Affairs Racial Justice two-part mandatory training.

Create space for Orientation Leaders to share their own stories (including aspects of their intersecting identities) and actively listen to the lived experiences of their peers through training, the orientation program and through their time at Bentley.

Train Orientation Leaders to experience and facilitate the “I’m a Bentley Student and…” identity and inclusion dialogue program and “Lowering our Shields” vulnerability program. Part of these training courses emphasis how to set ground rules and expectations, the difference between dialogue and debate, and supporting students who choose to engage in the activities.

Green

Green

Green Yellow

Green

Red Yellow

Red

Green

Green

Orientation Leaders will participate in the mandatory Student Affairs Racial Justice two-part training with Resident Assistants and MOSAIC leaders. Learning will be assessed via a pre- and post-survey survey.

By April 2022, New Student Programs will work with a committee of campus partners within the Division of Student Affairs to review the current Everfi “Diversity, Inclusion and Belonging for Students” self-guided course to determine if this is the best training for introducing topics of diversity, equity, and inclusion to new students moving forward. This committee will provide feedback about different platforms or modifications that can be made to ensure this element of the new student experience aligns with institutional and departmental goals.

By November 2021, collaborate with the Equity and Inclusion Consultants and other campus partners to review orientation activity facilitation guides for the January 2022 Orientation Program. This will allow for more diversity of perspectives in the planning process.

By the end of November 2021, New Student Programs will create a comprehensive recruitment/hiring plan informed by data gathered from focus groups with past team members and previous processes. This plan will aim to recruit and hire a diverse pool of candidates, that creates a team that is reflective of and representative of the Bentley community.

Green

In January 2022, student staff will participate in structured dialogues to share their experience and identify ways to better support them in the Orientation Leader role.

By October 2021, develop and launch a survey for Orientation Team Alumni to share their experience and identify ways to better support future Orientation Team members.

Red

By October, develop and host a focus group for our new students to share their experience and identify components of the Orientation program that were helpful in their transition to Bentley and ways that the program can improve to support future new students.

Yellow

By May 2022, analyze the Everfi Impact Report and other available assessments to identify equity and inclusion content areas to focus on in future new student programs (including Orientation and Falcon 40) for Fall 2022.

Create space for new students to share their own stories and participate in conversations within their orientation small groups (led by trained Orientation Leaders) that will create a foundation to continue in brave spaces as they navigate through their Bentley experience. This will occur in such activities as “I’m a Bentley Student and...” and “Lowering our Shields.

Yellow

Department

Actions

Progress

Office of the Vice President for Student Affairs

Assess staff of color onboarding and retention efforts within the division through qualitative (e.g. listening session) and quantitative (e.g. survey) measures

Green

Develop three action-items to improve staff of color experience after onboarding and retention assessment is conducted

Yellow

Communicate with staff of color regarding actions taken from assessment

Yellow

Set expectation for the use of inclusive hiring practices created last year

Yellow

Identify systems that are—and are not— working by hosting listening sessions throughout the year (e.g. Instagram Live and pulse polls)

Green

Evaluate how space and traditions can be made more inclusive by using the Student Advisory Group structure

Green

Examine how we, as a division, communicate when harm is done within the community

Yellow

Determine a plan to review office materials to make sure that they are accessible to all students (e.g. first generation students, social identities, etc.) by the end of the fall semester

Green

Implement document review plan in the spring term

Green

Dedicate time at every division meeting to center racial justice education and action using area breakout time, department-specific presentations, and external facilitators Create specific assessments related to how social identity impacts how students experience the BentleyPlus program

Green

Review BentleyPlus advising session times to ensure that they are accessible for all students

Green

Department

Actions

Progress

Residential Center

By October, each Resident Assistant and professional staff member will engage in the “You Can Talk To Me About” activity developed in the Spring of 2021 by the Residential Center. This activity requires each staff member to reflect on a series of questions related to various interest areas. Once complete, the staff member will fill out the activity template and write in topics they are passionate and comfortable talking about with community members. Prompts will include questions around social justice issues, social identities, and other various interest areas that the staff member may have in common with fellow students. Staff members will then post these on their doors so residents know, on a deeper level, who may have a similar interest or life experience. In the spring semester, each RA will ask their residents to complete the same activity. RAs will seek out space to have intentional conversations with each resident that completed the activity by February.

Green

Red

Yellow

Yellow

Yellow

Green

Green

Critically review the RA recruitment process. Focus on recruitment, hiring, training, and retention of student staff of color. Consider more intentional ways to check-in with these staff members to provide safe spaces to share about their experiences. Explore departmental affinity spaces or groups and the creation of staff exit surveys to directly collect feedback and implement changes.

Increase transparency with students regarding departmental efforts on racial justice. Incorporate the racial justice action plan in departmental communication such as building welcome emails, the departmental website, and within the housing system (THD) to increase awareness of resources and encourage feedback/suggestions from students.

Green

By March 2022, incorporate a cultural competency or DEI component to the RA Performance Management Cycle (PMC) in either the programming capacity or within community engagement.

Yellow

Collaborate with campus partners (MCC, CISS, Spiritual Life, Gender & Equity) by attending staff meetings and student organization meetings to help attract, develop, and retain a diverse applicant pool for RA’s and SOA’s.

Each semester, use resident interaction data housed within THD to track trends of particular identity/affinity groups.

Provide alternative methods of outreach to ensure these students are being connected to resources and aware of other support networks on campus.

Yellow

Once a semester, provide ongoing training and development opportunities for RAs to reflect on how to create and maintain inclusive communities.

Green

Ensure all members of the Residential Center Staff are adequately trained in topics such as but not limited to; motivational interviewing, CRT, intersectionality, dialogue foundations, implicit bias self-reflection, etc. Potential Assessment: incorporating a specific assessment question into the individual interactions to gather qualitative data that can later be open coded.

Yellow

Develop easily accessible resources via the department’s website and Instagram for students that address financial, cultural, basic services (i.e. laundry resources for students in a financial hardship).

Red

Work in tandem with The Office of Diversity and Inclusion to promote the BIRT system within the residence halls to ensure students are aware how to report concerning biased behaviors.

Explore Inclusion Assistant positions at peer institutions and use insights to inform updates to the RA position description and RA Contract.

Review hall policies and guidelines to ensure policies and procedures do not negatively impact a student's cultural or religious beliefs (e.g., policy against rice cookers vs. Keurigs). Specifically review how these policies are enforced with particular attention paid to Health and Safety inspections. Bring the policy reviews to the Student Equity Group on campus for further consideration.

Red

When administering the EBI survey, utilize at least two of the open-ended questions to ask for student feedback on barriers to promoting equity within the residence halls. Review the collected data and create policy changes based on information gathered.

Critically review and reevaluate major departmental processes (housing selection, RA selection, opening/closing, etc) to ensure that these processes promote equity and do not create barriers to access for students. This review should also include open forums with students to collect feedback by April.

Red

Department

Actions

Progress

Spiritual Life Center

Curate and share on all social media platforms a list of resources for education, devotional reflection, and anti-racism action from a multi-faith lens.

Green

See No Stranger Valerie Kaur book and Educational Guide. Our staff meeting Development Time will be guided by the ten foundations of the Revolutionary Love project, developed from See No Stranger.

Staff members will rotate in responsibility for our opening reflection, presented from the Revolutionary Love curriculum.

Launch Interfaith and Anti-racism IFYC training for the student body. Learners in this asynchronous platform will be invited to in-person dialogue.

All student staff will complete Anti-Racism training modules All professional staff will complete at least one of the Bentley DEI trainings new to them.

Our Interfaith Allyship program will offer a minimum of four trainings each semester.

Green

A new cohort of Interfaith Fellows will begin in Spring 2022, focused this year on Interfaith and Anti-Racism leadership development.

We will establish and hire for a new staff position for Interfaith Engagement.

The Sacred Space in the Student Center and the Upper Campus Prayer Room in Lyndsay 30b are rooms that belong to every student. They are meant to provide open doors to refuge, restoration, and inspiration. We will continue to receive student input regarding the welcome and function of these spaces. We will elevate BIPOC and student original artwork in our spaces.

Our 20th 911 memorial service will feature the anti-racism activism of one of our alumna victims, Amy Toyen ‘99. Current B.U.B. and Hillel student leaders and a faculty member who was active with Amy will share their commitment to carrying on her legacy of inclusion, community art, and intersectional justice.

Art and Soul: We will host art projects to amplify the experience of BIPOC and religious communities.

Red

Green

Red

Green Yellow

Yellow

Green Green/ Yellow Green Green Yellow

Green Green

Green

Yellow

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.

Shared Legacies - this documentary film on African- American and Jewish intersectional relationships in the struggle for liberation will be screened. The event will feature the filmmaker, a rabbi who marched with Dr. King, and Black Jewish and Christian clergy activists from Boston.

Green

We will host an engagement between the Armenian Student Association and Hillel. This will be to visit the Holocaust and Aremenian Genocide Memorials near Quincy Market, Boston.

Green

Our Spring 2022 Interfaith Day of Service to package 15,000 meals for food insecure families will educate about the disproportionate impact on BIPOC communities.

We will 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.

Green

We will highlight lived spiritual experiences of BIPOC 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, Title IX, and CARE teams - inviting representatives to our staff meetings. We will provide pastoral care to support harmed students and to educate those who caused harm.

Our Center will recognize the U.S. Heritage months from a faith-based perspective.

Green

Department

Actions

Progress

Student Programs and Engagement

Proactively plan cultural heritage and awareness educational programs, by identifying g programming needs through student feedback and communication with other departments. These programs may take the form of in-person events, virtual celebrations, and/or social media campaigns.

Yellow

Develop, make students aware of, and implement policies that support the on-campus expansion of historically Black, Latinx, Asian, and Indigenous Peoples campus-based fraternity/sorority chapters as well as policies that support existing and future city-wide chapters.

Ensure BIPOC student voices are represented in student governance spaces and decisions by engaging in efforts that enhance student government connections to the needs of the student body and historically excluded communities specifically, intentional outreach and marketing of open positions, and marketing campaigns and strategies that increase voting during student leader elections.

Red

Partner with Black-owned breweries and wineries for Harry’s Tap Takeover events.

Create, distribute, and update student organization best practice guides for Inclusive Programming and Creating an Inclusive Organization.

Work with student organizations, specifically Identity & Advocacy Organizations, to develop a best practice guide for organization leadership transitions from year to year.

Red Green

Provide departmental-led, introductory training to student organization advisors on topics related to college student racial identity development and student leader development. This training should be assessed to understand the extent to which these topics should be expanded upon and/or made mandatory.

Develop an annual practice of utilizing Campus Groups data to evaluate racial diversity of student organization membership, leadership, and event attendance to better understand inclusion dynamics related to participation and engagement; report on these findings in the department’s annual report; use this data to better understand any racial disparities in engagement and inform changes.

Red

Provide implicit bias training to all student managers and ensure this requirement is completed for any student assisting with the department’s student employment hiring and selection process.

Work with Student Equity and Inclusion to establish or understand clear definitions and guidelines for utilizing the Cultural Lounge, Gender and Sexuality Student Lounge, and Sacred Space to better advertise the use of these spaces to our historically excluded students and student organizations and the Bentley community.

Incorporate student feedback into final drafts of, and develop assessment plans for tracking progress on, the office’s functional areas diversity, equity, and inclusion strategic plans. Functional areas include: Student Organizations, Student Employment, Fraternity & Sorority Life, the Student Center, Campus Events & Traditions, and Marketing.

Yellow

Integrate educational social media campaigns to accompany in-person events to support student learning and reflection on the roles of identity, power, privilege, and oppression related to the event and/or event topics.

Conduct a racial justice and inclusion audit of the Bentley in the Bahamas Trip using a student advisory board; incorporate lessons learned from the audit, increase marketing, and be more transparent about the Division of Student Affairs’ commitment to accessibility.

Red

Establish a Fraternity & Sorority Life Inclusion & Belonging Council, comprised of diversity, equity, and inclusion officers from each chapter/council, to advance community priorities around inclusion and belonging.

Green

Green

Green

Yellow Yellow

Red

Yellow

Red

Red

Red

Yellow

Develop an inclusion agreement that must be completed by all existing and new members of Fraternity & Sorority Life as well as students serve in chapter leadership roles for the semester(s) in which they serve. The agreement will include a commitment to support racial justice (an area of priority and critical need) and will also include a commitment to support social justice and inclusion along various social identities. The agreement will address consequences for failing to uphold the agreement.

Develop a process for regularly reviewing and revising all departmental policies and practices, including policies related to student organizations, Fraternity & Sorority Life, student employment, the Student Center, Harry’s, programs and traditions, and marketing.

Red

Create a process by which students may be granted an exemption from paying the yearbook sitting fee.

Red

Engage in staff-wide dialogue, as well as more individualized, personal, and/or anonymous ways to solicit feedback, on the presence of elements of White supremacist culture in departmental office culture; identify and implement ways to reduce and eliminate these elements, particularly those around balance and well-being.

Build on last year’s racial justice leadership development trainings in a way that better aligns the sessions with Student Affairs racial justice training offerings and intended outcomes (BentleyPlus), applies diversity, equity and inclusion concepts to a students’ specific leadership role, and provides students with opportunities for continued and ongoing learning.

Yellow

Establish the department’s new social justice book club as a recurring program each semester and enhance student engagement with the program, such as using student-selected titles and increasing the number of students who participate.

Engage in more intentional marketing of educational opportunities by advertising competencies gained (identity awareness and dialogue) by participating in each program.

Leverage educational program assessment data to enhance offerings and demonstrate publicly what students learn (identity awareness and dialogue).

Ensure the planning and content of the department’s annual community diversity, equity, and inclusion (DEI) speaker program center issues of racial justice, intersectionality, student voice.

Continue to collaborate with university partners to cross-promote and partner on new programs and initiatives that support the equity-centered education and dialogue. This includes supporting the initiatives of other departments, including CultureFest and opportunities to build external programs into FSL Standards and the Org Challenge, as well as ways to bring other departments into SP&E programming initiatives, such as the annual DEI speaker event and infusing BentleyPlus into departmental events.

Green

Department

Actions

Progress

University Police

Work with the Multi-Cultural Center to identify and assign a police liaison. o Identify a University Police Officer to best represent this position o Utilize this position in a positive way to enhance transparency and equality ▪ Engage with pro staff at the center on a regular basis to identify ways in which our departments can work together to better serve the community.

▪ Attend MCC hosted events that are open to staff (Bentley Brave Café ) ▪ Help facilitate at least 1 Open Call Conversation per year as the MCC sees fit. o Take feedback/learned perspectives and apply to the creation/modifications of future policy and procedures.

Improve annual data collection related to police activity, assess for bias and share that information with the community o Conduct Annual Campus Safety Survey and release results within 1 week of receiving them. o Annual release of Police interactions ▪ To include, but not limited to: Hate Crimes, Use of Force, Arrests, Referrals to judicial o Allow for more specific drop down options of demographics to get more accurate data for released statistics when available.

Design and implement a Community Engagement Academy o Improve community outreach for equal access to, and representation at, the Academy to those that represent marginalized communities/identities o Offer one hour of the program to a professional staff member of the MCC to speak on community relations with our community of color.

Student Advisory Committee to the Chief o Design the Advisory Committee during Fall 2021 with the intention to implement Spring 2022 ▪ Identify means for student compensation ▪ Meet with the divisional student consultants for input on implementation o Solicit a group of students that best reflects all members of our community. o Use this platform to identify and rectify any weaknesses in our training or response to incidents based off of student feedback/recommendation. o Direct opportunity for community feedback from racially marginalized groups Work with our partners in Athletics to identify ways in which University Police can engage directly with Black Athletes. o Engage in reoccurring conversations with student athletes regarding experiences on campus that are exclusive to athletes of color and female athletes of color.

Yellow

Yellow

Yellow

Yellow Yellow Green Green

Green/ Yellow

Green/ Yellow

Green

Green/ Yellow

Redesign the police vehicle and police uniforms to create options that make officers more approachable o Sewn in badges, baseball cap, internal vests o Officer appearance is noticeably different from surrounding municipalities

Green

Department

Actions

Progress

Community Wellbeing and Health Promotion

By the end of the academic year, professional staff, graduate students and peer educators will be able to identify and explain at least 3 ways in which the whitewashing of the wellness industry has influenced health promotion in higher education or a specific health/wellness topic. We will accomplish this by: • Reviewing common readings or podcasts, consulting experts, and hosting discussions at least 1x per month with our professional and paraprofessional teams to identify and learn more about the areas in which our work has been impacted • Build in reflection time for staff to discuss how their identities have benefited from or been marginalized because of systems that shape our views of health and or access to wellbeing • Hosting a cultural humility training for student leaders and staff in our department By the end of the academic year, our staff will be able to describe at least 3 examples of how they promoted community awareness of the way systems of oppression and or the whitewashing of wellbeing created inequity in access to and practices of wellbeing. We will accomplish this by: • Providing historical and systemic contexts when training peer educators on specific health promotion, prevention or response topics that they will be promoting on campus • Including 1-3 slides into workshop presentations that provide either the historical context for the origins of wellbeing practices OR discussion of impact of identities • Developing 1 instagram carousel and story post per month that highlights historical significance or systemic oppression that influenced wellness as a field/industry or a specific topic our department covers (we will distribute the creation of posts across staff) By the end of the academic year, we will have a vetted list of at least 2 local or national emotional or social wellbeing resources by racial identity that will be published on our resources website, linked in our campsite and promotes at programs. (In our inquiry into this area in the 2020-2021 AY, we were not able to identify specific and reliable resources) We will accomplish this by: • Speaking to and benchmarking with local partners and experts in the Boston and Waltham communities as well as national partners in the college health or mental health community By the end of the academic year, we will have conducted and synthesized data from a community needs assessment paying particular attention to unique needs or differences in access and utilization of resources based on students racial identities. We will do this by: • Assessing existing data sources from Everfi and NCHA to identify and differences across identities • Hosting focus groups or developing a survey to ask students: o How they define wellness o How/where do they practice self-care o What influences their access or utilization of wellness programs on campus o What do they need from Wellness & HP By the end of the academic year, we will be able to list 8 interactions we promoted that featured champions and role models for wellness who represent and support marginalized identities by increasing access for wellbeing. We will do this by: • Hosting 2-3 external speakers from the local community to share their work over the academic year (some initial thoughts include Enzo Surin, Theresa Alphonse or a member of the Cory Johnson Program team) • Generating 1 instagram carousel and story post each month that features one or more thought leaders at the local, state, national or global level

Green

Green

Green

Red

Yellow