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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-CÂŽ). Interconnected Framework

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Your Commitment

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Equity Tactical Plan

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Demonstrating Inclusive and Equity-Minded Behaviors

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Building a SMART Goal

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Examples of SMART Inclusivity-Themed Goals

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Understanding SMART Goals

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Related Policies

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Resources and Training

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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 member of the campus 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

YOUR COMMITMENT

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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.

Inclusive Excellence

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Inclusive Excellence Begins with Tri-C’s Mission

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DEMONSTRATE INCLUSIVE AND EQUITY-MINDED BEHAVIORS

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EQUITY TACTICAL PLAN

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 Grant-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. 4


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 DIVERSTIY 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 remarks/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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Equity Tactical Plan

To ensure that equity and inclusive excellence factor into the College’s everyday operations, Tri-C must ensure that all staff, faculty and students embrace diversity and civility both in and out of the classroom. Tri-C has an obligation to embed these concepts into the organizational climate through events, education and development opportunities.

Equity and Inclusive Excellence Tactical Plan Tactic 1:

Close the success gap for students of color, Pell-eligible students and adult learners.

Tactic 2:

Increase opportunities for faculty and staff training on diversity and inclusion concepts to embed the principles of diversity throughout the College as well as in each classroom.

Tactic 3:

Review and update procedures for employee recruitment, hiring processes, vendor selection and partnership opportunities to ensure staff diversity exist in each of those areas.

Tactic 4:

Embed diversity and civility into the College and campus climates.

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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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Demonstrating Inclusive and Equity-Minded Behaviors

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Differences that make a difference…

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Equality is not the same as equity.

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Building a SMART Goal

STEP 1

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

STEP 2

Review each of the four tactics and their details in the Equity and Inclusivity Tactical Plan on page 5 to understand how your division and team supports these key objectives.

STEP 3

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

STEP 4

Identify an opportunity with which you can connect that supports inclusive excellence and begin building your TEC SMART Goal.

STEP 5

Contact Magda Gomez at magda.gomez@tri-c.edu if you need assistance.

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We encourage you to review the list below for ideas as you design your TEC Inclusive Excellence goal.

Examples of SMART Inclusive Excellence Goals

• 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 special needs of unique patient populations. • Broaden your awareness and enhance your professional skills regarding diversity and inclusion. • Volunteer to serve on an equity team on your campus. • 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 web-page for inclusive language and visuals. • Host a micro-aggressions training for the employees in your department. • Work to help students with disabilities enroll in the ACCESS program. • Learn a new topic each month to increase your knowledge of diversity and inclusion. • Engage and support College-wide LGTBQ initiatives. • Volunteer to serve as a mentor to a student or employee. • Join a diversity or equity team (College-wide or on-campus). • Participate in a Sustained Dialogue training and help lead on-campus discussions. • Plan an event in your department to highlight and celebrate different cultures. • Participate in a Safe Zone training and become an LGBTQ ally. •  Reach out to student and employee resource groups, and volunteer your time to provide support. • Host a fundraiser for Tri-C scholarships for underrepresented students (LGBTQ, Hispanic Council, Black American Council, Foster Youth, Women in Transition, Veterans Initiative, etc.). • 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

SPECIFIC

• Participate in a Sustained Dialogue (SD) training and help lead on-campus discussions.

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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• Number of students participating in the on-campus discussion • Number of faculty and staff participating in the on-campus discussion • Number of sessions • Number of different topics discussed

• Will host one to two sessions per semester • Will convene at least one consistent group of 10 or more participants • Will have at least two topics to discuss per semester

• The SD Program will help me in my work with students on the campus who often need a safe space for dialogue, while learning about diversity and inclusivity in their college and community environment.

• Register and Receive SD training by Sept. 17, 2018 • Host first SD fall group session by Oct. 15, 2018 • Host second fall SD group session by Nov. 15, 2018 • Host first SD spring group session by Feb. 11, 2019 • Host second SD spring group session by March 11, 2019 • Complete my goal by June 30, 2019


Related Policies

Anti-Discrimination and Anti-Harassment 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.

Affirmative Action, Equal Opportunity, Discrimination and Harassment Policy Sexual Harassment, Sexual Violence, Sexual Exploitation and Intimate Partner Violence Policy

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Resources and Training

BLACK AMERICAN COUNCIL

VETERANS 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 The 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 others and ourselves 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 to be where 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 in this open and affirming space to openly discuss LGBTQ/ Ally related issues without fear of judgment.

ON LI NE TR AI DIV ER SIT Y AN D INC LUS ION NI NG AN D OT HE R RE SO UR CE S

The following onlin e To register on the training modules are available to College emp TEC site, go to loye the Learning tab Faculty Service and click “Browse es via the TEC system. Credits and Stip for Training.” end completing the following trainings Eligible Units (SEU) for adjunct faculty are avai . Earn 300 Wellness lable for Points for complet ing both Unconsc ious Bias and Emp Diversity & Inc loyee Essentials lusion: Civility trainings. Get a general in the Workp understanding lace of profe when

and how man agement, actio ssional, unbiased conduct when and how as it relates ns and perfo to to the Tri-C miss rmance are gove each of the follo address workplace issues ion. Learn rned by Colle inclu wing seven (7) ge policy and law, along with training modules ding bullying behavior and sexual harassm separately. ent. Browse for lusion: Uncons This course featu ciou s Bias and You res interactiv with the goal e modules and of combating scenarios to negative thou help you disc more objective ght processe ly, you can open s and stereotyp over your own unconscious fairly through es. By screenin bias, teamwork, resp yourself up to new people g out bias and and experienc ect and inclu Eligible to rece thinking es and learn sion. ive one (1) Serv to treat others ice Credit for more Eligible to rece the completion ive one (1) SEU of these two for the completi **Civility in the trainings** (com on of these two Workplace and bined). trainings** (com Unconscious Bias and You. bined). Divers

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This library of ee Essentials indiv awareness, gend idual modules covers vario us diversity-relat er intelligence, and faith, and ed topics such generational veteran statu distinctions, as culture, disa s. Real-world micro-messag to strengthen bility scenarios, tips es, communicati your abilities and techniqu in each area. on styles, relig Eligible to rece es and down ion ive one (1) Serv loadable chec ice Credit and klists help two (2) SEUs for Civility Online the completion (Faculty Only) of this training. This course addr esses five topic workplace beha s commonly asso viors, commun ciated with civilit ication, conflict y in the workplace management, : appropriate Safe Zone Tra effective listen classroom and ing and prote ining ction against A Safe Zone retaliation. is a space wher e ever yone is gender identity listened to and or expression. respected, rega Learn about issu expressions. rdless of sexu Explore ways es of concern to al integrate sexu orientation/ difficult topic for students al orientation with students of all orientatio into and ns, curriculum and peers. Participa identities and Eligible to rece how to discuss nts may also ive one (1) Serv choose to beco this often ice Credit and me certified as one (1) SEU for a Safe Zone Title IX Trainin the completion Ally. g of this training. What are the College’s Title IX and sexual employee? Join harassment us as we addr policies? Wha environment ess these ques t does it mea for faculty, staff tions as well n to be a resp as your role in and students onsible . creating a safe and secure

DOWNLOAD THE ONLINE TRAINING AND RESOURCES GUIDE

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Something to Think About

GROW YOUR PERSONAL KNOWLEDGE ABOUT EQUITY AND DIVERSITY Equity and diversity 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 where everyone feels welcome, and students and employees are free from discrimination, bullying, harassment and victimization.

Click here to learn more.

GROW YOUR TEAM’S KNOWLEDGE ABOUT EQUITY AND DIVERSITY As a team have a conversation about creating an inclusive environment in your workplace or location.

Click here to learn more.

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tri-c.edu/diversity

Inclusivity Goal Development Catalog  
Inclusivity Goal Development Catalog