Diversity and Inclusion Task Force Report by Trinity University

Diversity and Inclusion Task Force Report

Recommendation 5: Increase empowerment and engagement of BIPOC alumni. Rationale: There is significant experiential perceptions that BIPOC seldom participate in alumni activities, such as serving in leadership positions, attending alumni events, and supporting student events, and few participate in university leadership development. Data needs to be collected to determine the actual current level of engagement. If the data confirms the experiential perception, Alumni Relations & Development should develop a strategy to increase the engagement of BIPOC alumni. This will be very important to development opportunities as more diverse students graduate from Trinity and will be sought to continue their engagement with the University as alumni. Moreover, engaging in this type of assessment will inform the Vice President for Alumni Development and Development to consider appropriate ways to solicit BIPOC to reinvest in the institution in myriad of ways, including initiatives in support of diversity, equity, and inclusion efforts. Stakeholders: Alumni, Students, Staff, Faculty, Board of Trustees Recommended Actions

Performance Indicators

Responsible Parties

Evaluate the engagement of the current BIPOC alumni to determine gaps in diversity and representation.

An initial report and follow-up report annually to evaluate the engagement of all BIPOC alumni will be completed.

Vice President of Alumni Relations & Development, Senior Director of Advancement Services

The Department of Alumni Relations & Development will create strategic initiatives to increase engagement of BIPOC alumni with Trinity.

An action plan to increase participation by BIPOC alumni will be developed.

Vice President of Alumni Relations & Development

Create a more diverse TUAAB by increasing efforts to recruit BIPOC alumni for services on the Board of Visitors.

An action plan to identify appropriate BIPOC candidates for the Board of Visitors, strategize how best to interest them in Board service, and strategically approach the identified prospects to encourage their interest in serving on TUAAB will be completed.

Vice President of Alumni Relations & Development, Senior Director of Alumni Relations

Implement the established and agreed on action plan to increase engagement of BIPOC alumni with the University.

Participation rates of BIPOC alumni is equal to or greater than the representation of BIPOC in the alumni population at-large.

Vice President of Alumni Relations & Development

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