The Office of Diversity, Equity and Inclusion is committed to taking actions to create and sustain a university climate that honors and respects all individuals, to provide a platform for the sharing of honest dialogue, and to educate our community. 

Focused on supporting anti-racist structures, our 2020-2021 action plan involves intensive community collaboration and shared responsibility for our collective success.  Here are a few highlights of our planned actions: 

2020-2021 Actions

  1. Launch Academic Diversity Implementation Team.
  2. Evaluate curriculum, General Education, and opportunities to enhance educational requirements pertaining to race, diversity, and social injustice.
  3. Make recommendations related to hiring, mentoring, and retention of diverse faculty (and staff).
  4. Track and address microaggressions in the classroom experienced by BIPOC faculty and students.
  5. Examine systems of power at Adelphi that perpetuate racism including University-wide systems, college/school systems, department systems, union systems, and faculty senate systems.

Timeline: Recommendations to be formed by November, implemented between December and August. 

  1. Launch Equitable Adelphi Action team, a student centered council. 
  2. Solicit curricular recommendations from a student perspective for the Academic Diversity Implementation Team to consider. 
  3. Create a venue for students to recommend changes necessary in policies and protocols to combat racism and other forms of oppression, implicit biases, and microaggressions.
  4. Create a venue for students to recommend changes necessary to the student experience for Adelphi’s BIPOC students.

Timeline: Recommendations to be formed by November, implemented between December and August. 

  1. Develop evidence-based strategic diversity plans (with diversity statements) in each individual college and school, focusing on anti-racism, hiring and retention of diversity faculty and staff, and recruitment and retention of diverse students.
  2. Each college/school and department will conduct diversity tours to examine cultural artifacts or symbols that do not support diversity and inclusion and remove these barriers. 
  3. Each department will explore curricular enhancement as it relates to diversity, equity, inclusion, and anti-racism.
  4. Conduct surveys and focus groups at the department and college/school levels.
  5. Implement diversity training for departments with reoccurring patterns of Title IX offenses.

Timeline: Recommendations to be formed by November, implemented between December and August. 

  1. Examine campus security procedures and guidelines through the lens of diversity, equity, and inclusion. Reform any security procedures that are found to be unconsciously or consciously biased regarding race, religion, sex, and/or gender expression.
  2. Conduct a campus-wide survey to gather information on perceptions of public safety.
  3. Form a public safety steering committee with an agenda on anti-racism.

Timeline: November and ongoing

  1. Implement implicit bias and diversity training for all department chairs.
  2. Continue implicit bias training for all faculty selection committees.
  3. Implement implicit bias training for all administrative and staff selection committees.
  4. Ensure Board of Trustees, Deans, Executive Leaders, Deans, and Associate Deans complete diversity training.  
  5. Require all deans to ensure diversity in recruiting of faculty and staff.
  6. Continue to focus on diversifying the Board of Trustees.
  7. Include diversity training for employees of University partners including dining and bookstore partners.
  8. Continue to use diverse suppliers and subcontractors for construction projects.
  9. Make diversity training available for all alumni leaders, and require it for those alumni who interact with students.
  10. Conduct pay equity studies for faculty and staff positions.

Timeline: Implementation to span September through August.

  1. Raise awareness of test optional policies, contributing to increased student access.
  2. Invite prospective students to experience multicultural events hosted by Adelphi, virtually or in-person.
  3. Expand diversity and inclusion efforts in hiring and retaining admissions’ student ambassadors.
  4. Expand recruitment programming for historically underrepresented communities including but not limited to College Awareness Day, Hispanic College Readiness Program, Pre-College Virtual Certificate Program, bilingual materials, and community-based engagement.
  5. Expand fundraising for the President’s Student Success Scholarship and Multicultural Scholarships.  
  6. Develop a one-stop shop to support students and make help more accessible, avoiding an unnecessary run-around.
  7. Develop and implement a Student Success Coaching Model among diverse populations.
  8. Expand and promote multicultural clubs and organizations as well as multicultural counseling support.
  9. Support the efforts of the LGBTQ+ Task Force, as we work to increase our Campus Pride index.

Timeline: Implementation to span September through August.

  1. Develop and expand a LibGuide to profile the work of our faculty on the topic of racism and inclusion.
  2. Promoting the creative and scholarly work by our BIPOC community members, especially those works that discuss the subject of racism.
  3. Begin role as a designated Truth, Racial Healing, and Transformation (TRHT) Campus Center, working to erase structural barriers to equal treatment and opportunity on campus.
  4. Identify partnership opportunities between the University and community organizations that are working to advance justice for Black people.
  5. Produce an annual report that shares progress on these important anti-racist, diversity, equity, and inclusion initiatives.

Timeline: Implementation to span September through August

  1. Conduct an external audit of the systems for reporting of discrimination, bias, and abuse, including an evaluation of student conduct, Title IX, HR, public safety, residence life, the hotline and any other area which may receive regular complaints or reports.
  2. Ensure people know how to report and where to report; consider a streamlined reporting process.
  3. Put in place protocols for follow-up (regardless of the outcome) with the complainant to let them know the situation has been investigated and general statements of outcomes.
  4. Implement a regular report on complaints made to identify systemic issues that need to be addressed. Act accordingly on all systemic issues identified, putting in place training and action plans within problematic areas.

Timeline: Recommendations formed by November, implemented between December and August.

Phone Number
Nexus Building, 309
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