SEHD Diversity Committee Meeting November 3, 2014
The following members were present: Jung-In Kim, Aswad Allen, Nancy Commins, Edward Cannon, Antwan Jefferson
Note taker: Edward Cannon
The committee elected co-chairs Nancy Commins and Aswad Allen and Lori Ryan as chair –elect.
The following items were discussed:
1. Updates: A Diversity Proposal was not submitted this year.
2. The Diversity Summit was attended by several committee members.
3. An open discussion was held around the goals and vision of the diversity committee and how it fits with the SEHD and CU Diversity Plan. Individuals shared examples of “identity mapping” for both individuals and the organization. How can we bring people together to engage in exercises that would help us come to a better understanding of our community. The Diversity committee could be an entity that collects information about diversity initiatives and synthesizes it, then shares to the wider SEHD community.
a. Other ideas: invite faculty to working lunches where there is space to share their identities in a structured way, building on the work of Brenda Allen.
b. Get in the habit of “random interactions” with faculty at every SEHD meeting so folks can interact with others outside their “group.” The goal would be to create formalized spaces for faculty to speak about projects and classes they are working on, sharing ideas and practices, etc.
c. Interviewing faculty from a cultural perspective, each week, and shared in the SEHD impact. Using a standard interview protocol to use storytelling to develop community,
4. To narrow our committee focus, we looked at the university strategic plan, as well as the SEHD Diversity Plan, as outlined by the office of Diversity and Inclusion. Possible intersections with our committee charge are highlighted.
5. From 2010 Bylaws: Diversity Committee. This committee addresses all the objectives in the School’s diversity plan which includes the areas of culture and climate, diverse representation among faculty and students, and cultural competency. Two-year term of service.
University Strategic Plan 2012 – 2017 (Diversity Goals)
Goal 5.1 Recruit and retain a critical mass of traditionally underrepresented and international students
Objective 5.1.1 Strengthen the pipeline of underrepresented students from high schools and community colleges to the university
Objective 5.1.2 Improve student retention and graduation rates (e.g., through enhancing financial aid, academic and student support services, etc.)
Objective 5.1.3 Ensure that UC Denver offers a nurturing environment and a culture of inclusion and respect for diversity for students from diverse backgrounds
Objective 5.1.4 Develop innovative ways to recruit and retain underrepresented and international students in graduate and professional programs
Objective 5.1.5 Develop longitudinal systems that track elementary, middle school, high school, and college participants in pipeline programs, including those within the university
Goal 5.2 Recruit and retain a diverse faculty and staff throughout the university
Objective 5.2.1 Increase the number of applications from prospective faculty and staff from diverse and underrepresented areas
Objective 5.2.2 Offer training programs and leadership development that support recruitment and retention efforts, unearth unconscious biases within the university’s culture, and foster a nurturing environment for people of diverse backgrounds
Objective 5.2.3 Expect and support an institutional climate of inclusiveness, mutual respect, and understanding
Goal 5.3 Expand research and community-based programs to reduce health and educational disparities
Objective 5.3.1 Strengthen or develop distinctive programs, for example those that improve the health and well-being of American Indian/Alaskan Natives
Objective 5.3.2 Strengthen or develop distinctive programs that reduce educational achievement gaps among children
Objective 5.3.3 Facilitate effective interactions among units focused on health and educational disparities
Objective 5.3.4 Pioneer strategies to eliminate geographic and ethnic health care disparities; improve the prevention, cure, and the amelioration of disease; and develop systems to enhance health and wellness
Goal 5.4 Demonstrate and communicate the university’s commitment to diversity
Objective 5.4.1 Engage with underserved communities in Colorado and beyond by providing meaningful services and engaging in mutually beneficial sustainable relationships and partnerships
Objective 5.4.2 Continuously review and renew curricular content and learning objectives to incorporate diversity components and to promote dialogue, mutual respect, and cultural sensitivity
Objective 5.4.3 Develop communication strategies that effectively promote a sense of shared community among diverse internal and external stakeholders
From the ODI Strategic Plan
Goal 1: Improve Student Access and Opportunity:
Objective – Define and implement a 5-year Recruitment and Retention Projections (and Strategies):
• National and Colorado demographic data comparisons
• Recruitment growth and market analysis
• Economic and employability trend review
• Determine retention metrics (i.e. degrees awarded, retention percentages, yield rates, etc.)
• Strategically integrate SEHD Faculty and Staff into outreach, retention, and placement initiatives.
• Improve the effectiveness of programs and alliances promoting student engagement, student satisfaction, and student success
Goal 2: Enhance the SEHD Reputation and Leadership across the Education and Mental Health Fields
Objective – Establish sustainable partnerships within the broader Denver-metro area and Rocky Mountain region that support the educational equity and mental health access of historically marginalized populations.
• Evaluate and enhance program strengths and competitive curriculum offerings
• Work with existing SEHD and campus student groups to expand student engagement, enhance academic success, sense of community, outreach, and professional success.
• Establish an SEHD Student Government Association
• Establishing an SEHD peer and professional mentoring program
• Strengthen and support the SEHD Faculty of Color affinity group
Goal 3: Enhance Culture, Climate, and Community Partnership Relationships:
Objective – Establish an educational climate for teacher candidates, counselor candidates, doctoral students, staff and faculty which will produce culturally responsive community engagement outcomes.
• Establish systems for generating feedback from students, faculty, and staff regarding the status of the SEHD climate.
• Identify practices and policies that may have negative impacts or may create barriers for all students in general and underrepresented students in particular.
• Establish focused “community building” partnerships with marginalized and underrepresented populations
• Integrate diversity and community building expectations into program review processes for primary units
Goal 4: Build and Support Diverse Faculty and Staff:
Objective 1 – Establish strategies and implement plans to increase the number of tenured and non-tenured diverse faculty, specifically faculty of color.
Objective 2 – Strengthen an environment that encourages forwarding thinking research, teaching, learning, and promotes respect for diversity.
• Identify and engage national organizations and other schools of education to assist in creating a robust network of professional educators from diverse backgrounds.
• Develop Faculty and Staff professional mentorship initiatives using local, regional, and national support
• Engage UCD and SEHD alumni to support and participate in professional community building activities
Goal 5: Organize the Office of Diversity and Inclusion to be responsive, efficient and accountable:
• Develop a set of operating standards
• Strategic Initiatives forms (as needed)
• Formalize written office policies and procedures that are in compliance with university and state regulations
• Determine on a yearly basis staff and office resource needs and provide for such needs
• Establish a resource library
• Review budget to ensure fiscal accountability and establish procedures for transparency within SEHD
• Create uniformity and efficiency with all SEHD departments, centers, and units
For the next meeting on December 1, the committee will review feedback from last summer’s initiative “What does a welcoming community look like?” and make plans for the January faculty meeting. One take away from January will be to enlist program leads to help move this community building effort into program area meetings. Also, we will check in with staff council about having a staff representative. Nancy is developing a brief faculty demographic survey to be pilot tested at January meeting. Also revisit Antwan’s idea of interviewing faculty and posting on SEHD Impact site.
The meeting was adjourned at 11:35am. Respectfully submitted by Edward Cannon