2023-24 IIDEA Progress Report

IIDEA Progress Report

Key

Goal 1: Develop a shared definition of IIDEA. Objective

Responsible Group

Timeline

A. Creating an IIDEA standing committee in the RU- 1. Chaired by the Associate Dean for Diversity, SSW by-laws.

Equity and Inclusion,

Action

Dean’s Office

September 2, 2020 - present

2. Including elected and appointed members of the faculty, staff and students,

Dean’s Office

3. Whose Chair serves as diversity champion for the larger Rutgers-New Brunswick and University-wide diversity and inclusion efforts.

Associate Dean for Diversity, Equity, and Inclusion

B. Charging the IIDEA Committee with the creation 1. Working with faculty to create a statement and implementation of a constantly evolving on diversity and inclusion that is codified into diversity and inclusion action plan for the School, RU-SSW by-laws and policies, including items such as: 2. In partnership with the Office of Academic Affairs and the Curriculum and Executive Committees, developing a conceptual/theoretical framework that undergirds the School's initiatives that further inclusion, intersectionality, diversity, equity, and advancement,

Progress

Completed

In Progress October 7, 2020 – present

Always being addressed September 2, 2020 - present

Appointed by the Dean

March 2021

IIDEA Subcommittee: Conceptual Framework

3. In partnership with multiple RU-SSW entities, leading the development and implementation oversight of a comprehensive evolving, multi-year plan that advances IIDEA within the School and its community partners,

May 2021

Always being addressed

4. Identifying areas where inclusion, intersectionality, diversity, equity, and advancement need to be addressed and making recommendations to the Dean, administration, and faculty to address the identified areas, 5. Coordinating with search committees to deliver/support Rutgers-New Brunswick diversity-related faculty and staff hiring protocols, 6. Coordinating with all committees, program directors and administrators to support the infusion of IIDEA objectives into yearly work plans, including curriculum consideration,

Always being addressed

Always being addressed

Always being addressed

7. Coordinating with the Associate Dean for Academic Affairs to add IIDEA specific questions to existing student and alumni surveys,

May 2021

8. Developing an ongoing IIDEA survey/assessment process for faculty, staff and

TBD

9. Identifying other key priorities determined by the IIDEA committee.

Notes

IIDEA Committee

Always being addressed

Items related to DEI have been included on the Field Progress and Implicit Curriculum Surveys.

Goal 2: Create mechanisms to infuse strong IIDEA practices across the curriculum and our communities.

Objective

Action

Progress

A. Specifically moving forward recommendations from a) the 2018-2019 Diversity & Inclusion Task Force, which 1. Creating a standing committee focused on the student experience, and b) the subsequent faculty discussion of key priorities, including:

Responsible Group

Timeline

IIDEA Committee

September 2, 2020 - present

2. Supporting the Office of Academic Affairs and the Curriculum Committees to create and deliver skillbased training for all faculty (TT, NTT, Lecturers) in inclusive pedagogies, for both formal and cocurricular learning experiences. See School’s strategic plan.

Always being addressed

3. Developing skill-based instruction for all students re: micro-aggressions, ensuring focus on field settings. See curriculum recommendations in School’s strategic plan.

Always being addressed

4. Supporting the Field Education team to improve field-related IIDEA training for field instructors and mechanisms for identifying and responding to field based, negative IIDEA experiences,

B. Ensuring that staff policies and protocols are aligned with the committee’s recommendations to create a school climate that is supportive of all.

Notes

Associate Dean for Diversity, Equity, and Inclusion/SWAGGER

5. Conducting a full review of the SIRS course evaluation process and bring recommendations for designing additional questions for student evaluations, and practice language for syllabi related to student and instructor bias.

1. Convening a Staff Advisory Council to bring recommendations to the Dean and Associate Dean for Administration and Finance, whose chair serves on the Dean's Advisory Committee 2. Making resources available to support training and activities that contribute to IIDEA practices in the workplace.

Skills-based workshops for Lecturers, where faculty were invited, have been held on issues related to identifying and dealing with microaggressions. First workshop Fall 2021

Always being addressed

In Progress: Began January 2021

Reviewed Language on syllabi January 2021

Always being addressed

Always being addressed

Goal 3: Ensure recruitment and retention of faculty and staff that advance IIDEA goals.

Objective

Action

A. Building and enacting a robust full-time faculty hiring model to meet IIDEA goals, including:

1. Continuing to help build larger university mechanisms to support IIDEA hiring.

Always being addressed

2. Strengthening our internal IIDEA hiring mechanisms,

Always being addressed

3. Working strategically toward the goal of a faculty composition that matches our student composition, and that of our state.

Always being addressed

1. Strengthening our hiring processes to ensure strong IIDEA practices,

Always being addressed

B. Ensuring that our Lecturers faculty mirror the diversity of our student body.

2. Developing a system to monitor and report progress in these practices.

1. Strengthening our HR processes to advance IIDEA C. Ensuring that our staff hiring and promotion practices hiring with an eye to, ensuring that our staff correspond to our IIDEA goals. composition correspond to the demographics of our state,

Progress

Responsible Group

Timeline

Always being addressed

Notes

2. Monitoring and reporting progress in our IIDEA hiring and promotion outcomes.

Always being addressed