Inclusivity Goal Development Catalog

Creating an Inclusive Excellence TEC Goal BUILDING AWARENE S S AND UNDERS TANDING

Table of Contents

The goal of this reference guide is to explain the concepts of inclusivity and equity in order to better promote a culture supporting these objectives for students and employees at Cuyahoga Community College (Tri-C®).

Interconnected Framework

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Your Commitment

5

Demonstrating Inclusive and Equity-Minded Behaviors

6

Building a SMART Goal

7

Examples of Inclusivity-Themed SMART Goals

8

Understanding SMART Goals

9

Related Policies

10

Resources and Training

11

Something to Think About

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Interconnected Framework

Tri-C is committed to achieving inclusive excellence, which the Association of American Colleges and Universities defines as: • A focus on student’s intellectual and social development. Academically, it means offering the best possible course of study for the context in which the education is offered.

• Purposeful development and utilization of organizational resources to enhance student learning. Organizationally, it means establishing an environment that challenges each student to achieve academically at high levels and each faculty and staff member to contribute to learning and knowledge development.

• Attention to the cultural differences learners bring to the educational experience that enhance the enterprise.

• A welcoming community that engages all of its diversity in the service of student and organizational learning.

These definitions, though focused on student success, are not limited only to students — they also play an important role in our own activities and interactions with colleagues. The principles of inclusive excellence can be applied to any group at Tri-C.

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Interconnected Framework

TRI-C MISSION

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DEMONSTRATE INCLUSIVE AND EQUITY-MINDED BEHAVIORS

Inclusive Excellence Begins with Tri-C’s Mission To provide high-quality, accessible and affordable educational opportunities and services — including university transfer, technical and lifelong learning programs — that promote individual development and improve the overall quality of life in a multicultural community.

HOWEVER… • An equity gap exists at higher education institutions across the nation for groups of students who do not succeed academically at the same rate as the general student body.

• Even as overall success and completion rates increase, gaps may still exist between these groups — resulting in certain populations of students continuing to experience lower success rates than their counterparts.

Tri-C is committed to ensuring that every student succeeds at the same increased rate and is working to eliminate the achievement gap for three of its student populations: students of color, Pell-eligible students and adult learners.

The College and its employees have the opportunity to respond to the individual needs of each student as well as to provide targeted support services to these populations.

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Your Commitment What will you do to support a culture of inclusive excellence?

All employees have the ability to support an inclusive culture here at Tri-C and the responsibility to identify opportunities to create that environment for students and employees.

Increase Your Awareness Commit to learn more. Be informed.

Build Your Capacity Find ways to deepen your understanding.

Think about what makes you unique — qualities, personality characteristics, activities and interests. How can you support others in being able to express themselves?

LEARNING DIVERSITY RESOURCE GUIDE

Be Deliberate, Focused and Intentional Make equity and inclusivity part of everything you do in support of the Tri-C Mission.

• ASK: How have each of us explicitly agreed to use words/phrases? Provide each person the opportunity to participate and engage in meetings and with each other.

• ASK: What are the norms or agreements being used in meetings?

• DO: Eliminate exclusion and inequality.

• DO: Recognize value and maximize the benefits of social diversity.

• DO: Work to create and revise policies, programs and services to meet the needs and support the success of the increasingly diverse student, faculty and staff populations.

AN INTERCONNECTED FRAMEWORK

Be Aware Recognize negative events and actions, and respond actively in an appropriate manner. How welcoming, inclusive and supportive is our campus culture? Our departments and teams?

Think about a policy, service or practice that did not meet your needs, has created a barrier or has negatively impacted you or others.

Spot and Stop Microaggressions • Everyday actions that occur all around us • Behavior or verbal comments that convey rudeness or insensitivity and demean a person’s racial heritage or identity • Using inappropriate humor in class or in the workplace that degrades people from different groups • Actions from people who believe they are fair-minded and without prejudice • May act without any conscious intent or malice • Usually unaware of how their comments, tone or behavior negatively impact others • May consider their behavior or comments “no big deal” • Few people recognize the cumulative, enduring impact of a constant barrage of microaggressions • Some may not even realize they have experienced a microaggression until later

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The process of inclusion engages each individual and makes people feel valued and essential to the College’s success.

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is a sense of belonging: feeling respected, valued and supported by others so that you can do your best work.

HEALTH

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INCLUSION

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Demonstrating Inclusive and Equity-Minded Behaviors

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PHY ABILSI ICAL TIES

Differences that make a difference…

AGE

PERSPECTIVES

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Equity Race

EQUALITY VS.

EQUITY 6

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Being Equity-Minded

Equality is not the same as equity.

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Building a SMART Goal

STEP 1

REVIEW THIS GUIDE complete and/or update training to help increase your understanding of inclusive excellence.

STEP 2

Engage in the reflective exercise at the end of this guide.

STEP 3

Identify an opportunity to support inclusive excellence, and begin building your Inclusive Excellence SMART goal.

STEP 4

Email magda.gomez@tri-c.edu for assistance.

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Examples of Inclusive Excellence SMART Goals Review the list below for ideas as you design your Inclusive Excellence SMART goal.

• Increase communication and engagement of adjunct faculty in the College’s success and completion efforts.

• Provide a work environment that promotes the development and engagement of laboratory staff.

• Interact with and learn about people of different cultures on your campus.

• Prepare sessions for physician assistant students that introduce them to the special needs of unique patient populations.

• Broaden your awareness and enhance your professional skills regarding diversity, equity and inclusion.

• Host or engage in campus-based conversations to attain feedback and promote transparency.

• Meet with a conversation partner once per week and become familiar with their life and culture.

• Make newcomers feel welcome and acclimated to the campus environment.

• Enhance diversity in your department marketing materials and/or review your department webpage for inclusive language and visuals.

• Host a micro-aggressions training for your department.

• Work to help students with disabilities.

• Learn a new topic each month to increase your knowledge of diversity, equity and inclusion.

• Engage and support Collegewide LGTBQ+ initiatives.

• Volunteer to mentor a student or employee.

• Join a diversity or equity team or task force (Collegewide or on campus).

• Participate in the Diversity, Equity and Inclusion (DEI) Employee Certificate Program.

• Plan an event in your department to highlight and celebrate different cultures.

• Participate in Safe Zone training and become an LGBTQ+ ally.

• Volunteer your time to support student and employee resource groups.

• Host a fundraiser for Tri-C scholarships for underrepresented students (e.g., LGBTQ+, Hispanic Council, Black American Council, foster youth, Women in Transition, veterans).

• Start a book club for your department and host discussions around inclusivity in the workplace, including topics such as age, sex, race, gender, sexual orientation, gender identity and disability.

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Understanding SMART Goals

S M A R T

• Participate in the Diversity, Equity and Inclusion Employee Certificate Program.

Includes identifying and committing to a Call to Action (e.g., serve on the Stand for Racial Justice Food Insecurities Committee).

SPECIFIC State exactly what you want to accomplish (who, what, where, why)

MEASURABLE How will you demonstrate and evaluate the extent to which the goal has been met?

ATTAINABLE/ACHIEVABLE Is the goal reasonable enough to be accomplished? How so? Make sure the goal is not out of reach or below standard performance.

RELEVANT How does the goal tie into your key responsibilities? How is it aligned to objectives?

TIME-BOUND Set one or more target dates — the “by when” to guide your goal to successful and timely completion (include deadlines, dates and frequency)

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• Complete DEI Employee Certificate Program within one fiscal year (July 1-June 30) • Participate in a Call to Action for at least one year

• Include measurable goals pertaining to Call to Action (e.g., number of committee meetings attended, number of projects, number of event participants)

• Completing this goal will motivate me to exhibit positive behaviors and attitudes that are critical for creating, maintaining and encouraging a welcoming and respectful working and learning environment.

• Enroll in DEI Employee Certificate Program on or before July 1 • Complete Tier I (Call to Action) by June 30 • Complete Tier II by mid-December • Complete Tier III by June 30 • Complete Tier IV by June 30

Related Policies

Discrimination, Harassment, Sexual Misconduct, Retaliation and Title IX Policy The College prohibits discrimination against students, employees and others based on race, color, religion, sex (including sexual harassment), pregnancy, national origin, ancestry, disability, age, sexual orientation, gender identity and expression, veteran status, military status and genetic information.

Discrimination, Harassment, Sexual Misconduct, Title IX and Retaliation Complaint Procedure Affirmative Action, Inclusive Excellence and Equal Opportunity Policy

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Resources and Training

BLACK AMERICAN COUNCIL

VETERAN SERVICES AND PROGRAMS

The Black American Council’s mission is to provide programs to support student retention and academic success. The council is concerned about all students at the College, but in particular the success of Black American students.

Through its Veterans Initiative and Veteran Services and Programs Office, Tri-C continues its commitment to veterans and their families, customizing its support services to serve those who have served so proudly.

HISPANIC COUNCIL STUDENT ACCESSIBILITY SERVICES Student Accessibility Services (formerly ACCESS) supports students with disabilities at any Tri-C campus, site, location or online course.

The Hispanic Council facilitates the implementation of Hispanic initiatives to benefit Tri-C and the Hispanic community. It also advises the College on Hispanic issues and serves as a liaison between the College and the Greater Cleveland Hispanic community.

REACH SCHOLARS

LAMBDA GENDER-SEXUALITY ALLIANCE

The Reach Scholars (formerly Foster Scholars) Mentoring Program pairs students with a faculty or staff member to provide encouragement, connection to College resources and emotional support to ensure that the scholar makes academic progress toward degree completion.

Lambda GSA (Gender-Sexuality Alliance) strives to educate on gay, lesbian, bisexual, transgender and straight ally issues and to work with other campus groups toward eliminating intolerance and prejudice, creating an accepting environment in our school and community and making it a safe place in which everyone can feel comfortable and supported.

SAFE ZONE A Safe Zone is a space in which everyone will be respected and heard, regardless of sexual orientation, gender identity and/or gender expression.

Those completing training become certified as Safe Zone Allies. People should feel comfortable discussing LGBTQ+/ally-related issues in this open and affirming space without fear of judgment.

VIEW ONLINE TRAINING AND RESOURCES GUIDE

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Something to Think About

GROW YOUR PERSONAL KNOWLEDGE ABOUT DIVERSITY, EQUITY AND INCLUSION Diversity, equity and inclusion in the workplace means understanding your legal and moral responsibilities so that you can actively promote and accept people and their differences.

The aim is to embed a culture at Tri-C in which everyone feels welcome, and students and employees are free from discrimination, bullying, harassment and victimization.

Click here to learn more.

JOIN AN EMPLOYEE RESOURCE GROUP Employee resource groups (ERGs) are employee-led groups that provide opportunities for members to engage personally and professionally and to support one another in building a sense of belonging within the organization.

Click here to learn more.

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22-0407

tri-c.edu/diversity