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

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

Rationale: It is not enough to attract a diverse and talented workforce, if we are not retaining them at effective levels. Trinity must provide a supportive environment where everyone may be eligible for promotion, feel secure and safe in a workplace where all supervisors have received training in the areas of diversity, equity, inclusion and implicit bias practices.

Stakeholders: Staff, Faculty, Administrators

Recommended Actions

Require Human Resources to analyze salary trends along both gender and racial/ethnic lines and collaborate with the Executive Leadership Team to develop a substantive and appropriate strategy to address any pay inequities for staff and faculty. This initiative must remain separate from annual performance reviews and merit raises.

Revise staff performance review criteria to include and incorporate appropriate diversity, equity, and inclusion criteria that reward staff for their work to support an inclusive campus climate. This review will involve the elimination of any evaluation categories that may contribute to implicit bias.

Performance Indicators

Completed strategy to remedy salary inequities executed and announced to the campus

Evaluation criteria implemented and shared with the campus community

Responsible Parties

Human Resources, Vice Presidents, President, Board of Trustees

Human Resources

Require TSEC, Trinity’s staff governance committee, to be active leaders in contributing to all university efforts to create regular diversity, equity, andinclusion programming, professional development initiatives and any recognition to address the findings from the Gallup survey and the HEDS Campus Climate Surveys. Sufficient funding must be provided to support these efforts. Require HR--in collaboration with the Faculty Senate and TSEC--to create a robust system of investigation and accountability for discrimination in the workplace by requiring mandatory reporting of all incidents of bias, racism and discrimination; investigations and resolutions should include committee members trained by the Vice President for Diversity Equity, and Inclusion office. All university supervisors who knowingly fail to report such incidents of discrimination will face serious consequences. Charge the standing Benefits Committee to investigate current campus benefits packages to identify any discriminatory practices that may hinder providing inclusive coverage to all employees. Ensure that major religious holidays (across varied faiths) are represented on the University calendar to build shared awareness, prevent scheduling conflicts and support the University’s educational Developed, announced, and implemented a calendar of diversity, equity, and inclusion related programming, professional development and recognition initiatives infused into the work of this group Developed, planned, and executed practices to address incidents of discriminations with appropriate consequences for failure to maintain a safe, non-discriminatory, and biasfree work environment Developed and executed fair, equitable benefit packages for all employees Revised, announced, and distributed an appropriate university calendar with all pertinent and diverse religious holidays Human Resources, Vice

Presidents, TSEC leadership Human Resources, Faculty

Senate, TSEC Human Resources, Benefits Committee, Faculty Senate,

TSEC Executive Leadership Team, AVPAA for Faculty Development, TSEC leadership

mission with its value of intentional inclusion.

Provideappropriate resources, such as counseling or wellness services, to students, staff and faculty in an effort to address issues associated with diversity, equity, and inclusion. Incorporate mental, emotional, and physical health in campus climate surveys. Ensure that all directors of interdisciplinary programs, the Collaborative for Learning and Teaching, and other centers/program directors complete regular performance evaluations that incorporate diversity, equity, and inclusion goals with appropriate consequences for failure to demonstrate intentional inclusion. Developed robust resources and execute a diverse list of counseling and wellness assets available to the entire campus community based on the inclusion of a campus climate survey that incorporates mental, emotional, and physical health Developed and executed appropriate performance evaluation tools/surveys/rubrics for all campus office/program directors, including those programs with federal/state funding from external sources Human Resources, Vice Presidents, Vice President for Diversity, Equity, and Inclusion, Director for Institutional Research and

Effectiveness Human Resources, Vice President for Academic Affairs, Vice President for Student Life

Suggested Timeline:

● We recommend the completion of this review by the conclusion FY23 and the adoption of these processes FY24.