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Diversity and Inclusion Task Force Report

Recommendation 5: Require the adoption of best practices of diversity, equity, and inclusion in the hiring process for all faculty and staff. Rationale: Trinity has a vision to become a leading model of twenty-first-century liberal arts education with pre-professional programs that requires that it attract and retain a diverse workforce while fostering a culture of intentional inclusion. In order to fulfill this institutional goal, there is a need for on-going professional development, commitment to equitable practices in hiring, evaluation, and promotion, and a culture of collegiality that celebrates its employeesâ&#x20AC;&#x2122; diverse backgrounds and regards these differences as a source of strength. A diverse and inclusive workplace will benefit our students by allowing us to attract a more diverse student body, provide a richer learning environment for all constituents, and offers a model that students may draw upon as they enter an increasingly diverse workforce in a time of shifting demographics. Stakeholders: Staff, Faculty, Administration Recommended Actions

Performance Indicators

Responsible Parties

Require a university diversity statement for all job postings.

Full compliance for all job postings

Human Resources, unit supervisors, search committee chairs, Vice Presidents

Require HR to provide guidance on writing job descriptions that appeal to diverse and underrepresented candidates.

Regular annual HR workshops with attendance of appropriate stakeholders

Human Resources

Require that all search committees develop and use interview questions regarding the candidateâ&#x20AC;&#x2122;s commitment to the Universityâ&#x20AC;&#x2122;s value of intentional inclusion.

Submission of appropriate interview questions related to intentional inclusion to HR for all searches

Human Resources, unit supervisors, search committee chairs, Vice Presidents

Require an outside member for all search committees for both faculty and staff positions.

Search timeline and materials must identify outside committee member

Human Resources, unit supervisors, search committee chairs, Vice Presidents

Diversity and Inclusion Task Force Report

Articles inside

APPENDIX F: HEDS DIVERSITY AND EQUITY CAMPUS CLIMATE SURVEY

APPENDIX G: EXECUTIVE SUMMARY OF STAND BY SYSTEMS II (SBS), INC. CAMPUS WIDE INTERVIEWS

APPENDIX D: TRINITY UNIVERSITY FACULTY STATEMENT IN SOLIDARITY WITH BLACK LIVES MATTER

APPENDIX C: STATEMENTS FROM STAKEHOLDER GROUPS

APPENDIX B: GLOSSARY OF TERMS

APPENDIX A: REFERENCES

Recommendation 3: Encourage culturally responsive teaching strategies, including anti racist pedagogy. Provide professional development and other resources to support the adoption of such a pedagogy

Recommendation 2: All academic units must review their curricula and consider how they might incorporate diversity in an appropriate, meaningful fashion

Recommendation 1: Expand and infuse a commitment to diversity, equity, and inclusion throughout academic departments, interdisciplinary programs, and First Year Experience using appropriate curriculum and instructional practices

Recommendation 9: Trinity must prepare students to succeed in a diverse, multicultural workplace

Recommendation 8: Increase the number of opportunities for alumni to receive awards and honors

Recommendation 7: Create a campus wide oral history project which will include a

Recommendation 6: Support staff education and training efforts that build individual awareness of and capacity for issues of diversity, equity, and inclusion and collective action in support of an anti bias and anti racist community

Recommendation 5: Increase empowerment and engagement of BIPOC alumni

Recommendation 4: Use existing and new forms of data to inform institutional diversity, equity, and inclusion efforts

Recommendation 3: Track student participation in extracurricular, co curricular, and experiential learning activities, and seek to broaden participation in such activities for students from historically underrepresented groups

Recommendation 2: Engage all students in ongoing and robust professional development and education around all issues of diversity, equity, and inclusion throughout the duration of their time at the university

Recommendation 1: Create a culture of dialogue and communication for diversity, equity, and inclusion by providing safe spaces, opportunities, and platforms for all members of the Trinity community

Recommendation 8: Actively communicate information, processes, and practices related to diversity, equity, and inclusion efforts from all major campus units

Recommendation 7: Retain talented employees from all BIPOC and underrepresented constituents by improving campus climate and providing sufficient and appropriate institutional support

Recommendation 2: Increase the number of BIPOC and other underrepresented groups of faculty at Trinity

Recommendation 5: Require the adoption of best practices of diversity, equity, and inclusion in the hiring process for all faculty and staff

Recommendation 3: Increase the number of exempt (“contract”) and non exempt (“classified”) BIPOC and other underrepresented staff members

CATEGORY 3: RECRUITMENT AND RETENTION

Recommendation 4: Provide mentoring for underrepresented student, faculty, and staff populations

Recommendation 5: Create a center devoted to university wide issues of Diversity, Equity, and Inclusion

Recommendation 3: Develop diversity, equity, and inclusion assessment mechanisms to foster accountability

Recommendation 4: Develop a university wide culture of celebrating progress

Recommendation 2: Achieve greater representation of BIPOC as well as other identifications of underrepresentation on the Trinity Board of Trustees

Recommendation 2: Develop a culture of community education and community improvement

Recommendation 4: Inform faculty, students, and staff that Trinity’s Anti Harassment

CATEGORY 1: ADMINISTRATIVE STRUCTURE AND SUPPORT

Foreword

CATEGORY 2: CAMPUS, ALUMNI, AND COMMUNITY ENGAGEMENT