Diversity and Inclusion Task Force Report by Trinity University

Diversity and Inclusion Task Force Report

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. Rationale: Staff employees are the largest percentage of the institution’s workforce. As such, strategic, ongoing professional development related to diversity, equity, and inclusion will support the institutional goals of perpetual discovery and intentional inclusion. Furthermore, given the unique missions and goals of each division, a one-size-fits-all approach is not an appropriate solution. TSEC offerings should supplement these efforts. Stakeholders: Staff, Executive Leadership Team Recommended Actions

Performance Indicators

Responsible Parties

Each division will prioritize, evaluate, and incentivize professional development (or training/education) specific to the respective staff population.

Each division will complete the identification of specific plans, including participation of each respective Vice President.

President; Vice Presidents

Each division will develop short-term and long-term strategies for training/education, including intended concepts and general learning outcomes (and/or skills and competencies). Incentives and forms of motivation, equivalent to existing faculty stipends and monetary awards, should be present in each division’s strategy, as relevant.

An action plan is completed for each division.

Vice Presidents and respective divisional committees

Evaluate and measure divisional success in training/education efforts, including: staff participation, skills and competencies learned, changes in culture over time, etc.

Annual reports are shared with the Executive Leadership Team; promising practices and successes are identified, shared, and rewarded.

President; Vice Presidents and respective divisional committees

Suggested Timeline: ● Divisional committees should be identified and charged by February, 2021. ● Divisional committees should examine existing promising practices for their discipline as it relates to diversity, equity, and inclusion training/education and use this information to develop short- and long-term action plans. This review process and planning process should be completed by May 1, 2021. 50

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