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 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

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

Performance Indicators

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

Responsible Parties

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.

Evaluate and measure divisional success in training/education efforts, including: staff participation, skills and competencies learned, changes in culture over time, etc. An action plan is completed for each division.

Annual reports are shared with the Executive Leadership Team; promising practices and successes are identified, shared, and rewarded. Vice Presidents and respective divisional committees

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.

Divisional action plans should be reviewed by the Executive Leadership Team in May and June 2021 for consistency, identification of gaps, and identification of practices that should be emulated across one or more areas. Feedback should be provided to Divisional committees and final action plans should incorporate in this feedback. All Divisional training/education action plans should begin to be implemented by FY22.