2020-2021 Priorities

Adelphi is focused on becoming a model of diversity, equity, and inclusion. We promise to welcome, value, and celebrate all individuals in our community. To continue our growth towards becoming a most inclusive and equitable community, we share the following 2020-2021 action plan, involving intensive community collaboration and shared responsibility for our collective success. Here are our planned actions:

Action Items:

  1. Launch Academic Diversity Implementation Team to develop and facilitate the implementation of anti-racism actions as they pertain to academic systems.
    • Evaluate current curriculum, including General Education, and make recommendations that enhance attention to issues of race, diversity, social injustice. (Anti-racism agenda)
    • Make recommendations related to hiring, mentoring and retention of a diverse faculty body. (Anti-racism agenda) 
    • Work with FCRTP related to promotion and tenure policies and system; determine inequalities related to race and gender (Anti-racism agenda) 
    • Evaluate and make recommendations that improve professional and academic activities of faculty that advance diversity. (Anti-racism agenda) 
    • Partner with the Office of DEI to raise awareness on the impact and manifestation of racism in our classroom, our curricula and our campus life. (Anti-racism agenda)
    • Examine and address microaggressions in the classroom experienced by both faculty and students.
    • Expand the university’s capacity (skills and resources) for candid and challenging, yet respectful dialogue and action addressing racial equality and justice within our community and the larger society, in partnership with the Office of DEI and the Truth, Racial Healing, and Transformation Center. 
    • Examine systems of power within and throughout Adelphi that perpetuate bias and racism. University-wide systems, college/schools systems, department systems, union systems, faculty senate systems and develop strategies for becoming an anti-racist, equitable, multicultural university. (Anti-racism agenda)
  2. Launch Equitable Adelphi Action Team, a student-centered council to develop and facilitate the implementation of anti-racism actions from the student perspective.
    • Develop recommendations for how our community can address and combat racism and other forms of oppression, implicit biases, and micro-aggressions. (Anti-racism agenda)
    • Provide curricular recommendations from a student perspective to ADIT for consideration. (Anti-racism agenda)
    • Provide recommendations on how to improve the student experience, particularly for our BIPOC students. (Anti-Racism Agenda) 
    • Determine student priorities on actions to navigate the upcoming election cycle. 
    • Develop strategies from the student-perspective on becoming an anti-racist multicultural school (Anti-racism agenda).
  3. Implement School/College Diversity Councils in all schools and colleges. Ensure that each school/college develops a robust diversity plan, including plans for each department.
    • Develop evidence-based strategic diversity plans (with diversity statements) in each individual area. Focus on anti-racism, hiring and retention of diversity faculty and staff, and recruitment and retention of diverse students. (Anti-racism agenda).
    • 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.
    • Each department will explore curricular enhancement as it relates to diversity, equity, inclusion, and anti-racism. (Anti-racism agenda).
    • Develop active diversity retention plans, specific to individual schools and colleges with a specific focus on retention of Hispanic and Black/Brown students (Anti-racism agenda). 
    • Prioritize an internally or externally-administered climate survey for all students, faculty, alumni and staff in addition to the already administered NSSE and HERI surveys. In addition, conduct surveys and focus groups at the department and college/school levels. (Anti-racism agenda)
    • Create structures and policies for complaints and exit interview data pertaining to discrimination, racism, sexism to help with their plan development (Anti-racism agenda) 
    • Design and offer customized training for depts/schools with recurring issues. Continue to develop customized programs such as Leadership Styles, Accountability, Effective Interpersonal Approaches, etc. Develop and offer as part of Adelphi’s professional development programs.
  4. Evaluate the effectiveness of the existing diversity-related committees.
    • Evaluate the charges of the current diversity-related committees and task forces; eliminate any task forces no longer needed.
    • Set clear goals/objectives for each DEI-related committee/task force to achieve in 2020-21.
    • Develop task force/committee intranet sites for reporting on activities and outcomes.

Executive Leader(s) Responsible:

  • Sentwali Bakari
  • Steve Everett
  • Jacqueline Jones LaMon

Timeline:

  • Recommendations to be formed by November; Implementation to span December through August.

Measure(s) of Completion:

  • Quarterly progress report to President and Board
  • Should have demonstrable changes to systems and curriculum
  • Count of practices evaluated and practices changed
  • Clear charges and clear 20-21 priorities for the committees
  • Websites for each committee
  • Year-end report of committee outcomes/accomplishments

Action Items:

  1. Identify specific training opportunities for all members of the community on how to better engage with race-related discussions inside and outside of the classroom. (Anti-racism agenda)
  2. Identify internal and external experts to lead community conversations about the history of racism and bias. (Anti-racism agenda)
  3. Include alumni and the Multicultural Alumni Chapter on task force/planning
  4. Open workshops, forums, and talks to alumni when applicable so that these important discussions and learning opportunities don’t stop with those currently on campus but continue throughout the entire Adelphi community.
  5. Identify partnership opportunities between the University and community organizations that are working to advance justice for Black people. (Anti-racism agenda)

Executive Leader(s) Responsible:

  • Sentwali Bakari
  • Steve Everett
  • Jacqueline Jones LaMon
  • Maggie Yoon Grafer

Timeline:

  • September through August

Measure(s) of Completion:

  • Quarterly progress report to President and Board
  • Should have demonstrable changes to systems and curriculum
  • Count of practices evaluated and practices changed
  • Clear charges and clear 20-21 priorities for the committees
  • Websites for each committee
  • Year-end report of committee outcomes/accomplishments

Action Items:

  1. Examine campus security procedures and guidelines through the lens of DEI. Reform any security procedures that are found to be unconsciously or consciously biased regarding race, religion, sex, and/or gender expression. (Anti-racism agenda)
  2. Conduct a campus-wide survey to gather information on perceptions of public safety. (Anti-racism agenda)
  3. Discuss potential areas of partnership with Garden City and Nassau County law enforcement.
  4. Brainstorm and adopt ways to advance creation of an equitable community surrounding our Adelphi campus.
  5. Form a public safety steering committee with an agenda on anti-racism. (Anti-racism agenda)

Executive Leader(s) Responsible:

  • Jacqueline Jones LaMon
  • James Perrino

Timeline:

  • November and ongoing

Measure(s) of Completion:

  • Formation of steering committee and reportable action plans
  • Survey data and responses

Action Items:

  1. Work with faculty to implement in-person/online diversity/bias training for all faculty. (Anti-racism agenda)
  2. Implement implicit bias and diversity training for all department chairs. (Anti-racism agenda)
  3. Continue implicit bias training for all faculty selection committees. (Anti-racism agenda)
  4. Implement implicit bias training for all administrative and staff selection committees.
  5. Ensure Board of Trustees, Deans, Executive Leaders, Deans, and Associate Deans complete diversity training. (Anti-racism agenda)
  6. Require diversity training for all members of FCRTP, UCRTPs, and peer review committees. (Anti-racism agenda)
  7. Require all deans to ensure diversity in recruiting of faculty and staff. (Anti-racism agenda)
  8. Continue to focus on diversifying the Board of Trustees (Anti-racism agenda)
  9. Extend diversity training to employees of 3rd party vendors and University partners (such as Chartwells and Follet).
  10. Continue to use diverse suppliers and subcontractors for construction projects. (Anti-racism agenda)
  11. Consider alternative local housing options for new faculty.
  12. Make diversity training available for all alumni leaders, and require it for those alumni who interact with students. (Anti-racism agenda)
  13. Develop a valid and reliable evaluation methodology for the effectiveness of the Diversity Certificate Series (behaviorally based, pre and post test).
  14. Design and offer customized training for depts/schools with recurring issues.
  15. Meet with unions to discuss modifiying clauses in current agreements that impact diversity with respect to hiring and terminating members.
  16. Conduct climate survey; analyze results and develop action plans and communication vehicles. 
  17. Improve the system for reporting discrimination, bias, and abuse.
    • 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.
    • Ensure people know how to report and where to report; consider a streamlined reporting process.
    • 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.
    • 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.
  18. Conduct pay equity studies for faculty and staff positions.

Executive Leader(s) Responsible:

  • Steve Everett
  • Jacqueline Jones LaMon
  • James Perrino

Timeline:

  • September through August

Measure(s) of Completion:

  • Hiring, promotion, and retention outcomes
  • Counts of how many people have participated by category
  • Evaluation measures on diversity training effectiveness

Action Items:

  1. Improve the University’s diversity recruitment plan, inclusive of efforts within predominantly underserved communities of Black and Brown students throughout the five boroughs, Nassau, and Suffolk counties, and other pockets throughout the country.

    • Raise awareness of test optional policies, contributing to increased student access. Work with units to institutionalize test optional policies. (Anti-racism agenda)
    • Work with academic schools to develop departmental plans to recruit minority students to specific majors. (Anti-racism agenda)
    • Invite prospective students to experience multicultural events hosted by Adelphi, virtually or in-person.
    • Expand diversity and inclusion efforts in hiring admissions student ambassadors.
    • Invite prospective students to speak with diverse alumni to assist with recruitment efforts.
  2. Expand recruitment programming for historically underrepresented communities.
    • Grow the success of College Awareness Day.
    • Expand the Hispanic College Partnership Program.
    • Expand access through the Pre-College Virtual Certificate Program.
    • Expand bilingual presentations and materials.
    • Increase involvement in community-based panels and presentations on college readiness and access for underserved schools and students.
    • Increase engagement with alumni who came to Adelphi from historically underrepresented communities.
  3. Improve financial support and literacy among diverse populations, with an emphasis on retention.
    • Expand fundraising for the President’s Student Success Scholarship and Multicultural Scholarships. (Anti-racism agenda)
    • Implement more frequent counseling sessions for financial aid package reviews. (Anti-racism agenda)
    • Improve the financial aid package communication process for increased transparency and understanding. (Anti-racism agenda)
    • Develop a one-stop shop to support students to make help more accessible and to avoid student run-around (Anti-racism agenda)
  4. Develop improved retention strategies for diverse student populations.
    • Develop and Implement the Student Success Coaching Model among diverse populations. (Anti-racism agenda)
    • Expand and promote our multicultural clubs and organizations. (Anti-racism agenda)
    • Promote awareness of our multicultural counseling support needs and services. (Anti-racism agenda)
    • Grow the University Mentoring program especially for students of color and/or first generation students. (Anti-racism agenda)
    • Charge the Hispanic-Serving Institution Task Force
    • Support the efforts of the LGBTQ+ Task Force, as we work to increase our Campus Pride index.
    • Increase engagement between multicultural clubs and the alumni.
    • Expand the Athletics Diversity & Inclusion Council to include more student-athletes. Additional Athletics initiatives include: Continue the Athletics Zoom Discussion Series to include various section of the athletics population.
    • Continue to engage with and recruit alumni who are members of the Multicultural Alumni Chapter, LGBTQ+ and Allies Affinity Group, and Veterans Alumni Network to serve in mentoring roles for current students
    • Support the reframing of International Education Week (November) to take on a deeper role in exploring diversity, equity, and inclusion on a global basis.
    • Support the anti-racism work within the Fall Arts Festival.
    • Enhance Universal Design Learning (UDL) techniques through SAO and FCPE collaborative workshops, videos and presentations.

Executive Leader(s) Responsible:

  • Kristen Capezza
  • Jacqueline Jones LaMon

Timeline:

  • September through August

Measure(s) of Completion:

  • Diversity of incoming classes (undergraduate, transfer, graduate)
  • Increased funds
  • Number of Counseling sessions
  • Monitor the number/efficiency of communications regarding financial aid packages.
  • One-stop shop creation and student feedback received
  • Improved retention of diverse students

Action Items:

  1. Expand on campus expertise and resources for counseling. Assign an additional counselor for underserved students who may be experiencing trauma. (Anti-racism agenda)
  2. Expand regional and national partnerships with resources aimed to provide culturally sensitive treatment.
  3. Promote awareness for issues encountered by students of color, as patterns emerge from counseling sessions.

Executive Leader(s) Responsible:

  • Sentwali Bakari
  • Jacqueline Jones LaMon

Timeline:

  • September through August

Measure(s) of Completion:

  • Number of counseling sessions held

Action Items:

  1. Develop and expand a LibGuide to profile the work of our faculty on the topic of racism and inclusion. (Anti-racism agenda)
  2. Promote the resources through a prominent website for community access. (Anti-racism agenda) 
  3. Promoting the creative and scholarly work by our Black and Brown community members, especially those works that discuss the subject of racism. (Anti-racism agenda)

Executive Leader(s) Responsible:

  • Steve Everett
  • Jacqueline Jones LaMon

Timeline:

  • September through February

Measure(s) of Completion:

  • Number of works in libguide
  • New website page for scholarly work

Action Items:

  1. Ensure Deans, Managers, and Department Chairs are using retention dashboards, HR dashboards, and diversity dashboards.
  2. Produce a separate annual diversity report for community from Dashboards and Momentum results.
  3. Monitor and improve executive/board dashboards and analytics.• Monitor diversity dashboards for trends and KPIs.• Implement turnover dashboard and work with departments/colleges experiencing higher levels of turnover.• Finalize exiting metrics and identify any new needed metrics.

Executive Leader(s) Responsible:

  • Steve Everett
  • Jacqueline Jones LaMon
  • James Perrino

Timeline:

  • September through August

Measure(s) of Completion:

  • Annual Report
  • Effectiveness of Dashboards

Thanks to Our Contributors

Thank you to all faculty, staff, students, alumni, and community members who provided valuable input in establishing these priorities. We especially thank those who have been asked to provide feedback on the overarching diversity, equity, and inclusion goals along with the specific anti-racism agenda, including:
  • Executive Leadership
  • Board of Trustees – Work Life Committee
  • Provost and Academic Leadership Teams
  • Student Leaders, including SGA and GSC
  • Adelphi University Diversity Committee
  • Academic Diversity Implementation Team
  • Equitable Adelphi Action Team (Students)
  • Open Forum Participants including those who joined us at:
    • June 3: Racism in the Age of COVID-19
    • June 17: Racism in the Age of COVID-19: Taking Action
    • July 1: The Role of Public Safety from a 2020 Lens
    • July 10: Faculty and Staff Forum on Goal 3 priorities
    • July 15: The Work of the Academic Diversity Implementation Team
    • July 29: Allies Conversation Series: White Fragility
    • July 30: Anti-Racism Forum for Faculty
    • August 26: Becoming Anti-Racist: Your Voice is Heard – A Forum for Student Allies
    • September 4: Facing Racism Series: How Racism Impacts the Lives of Students
    • September 11 – Facing Racism Series: How Racism Impacts the Lives of Faculty
Contact
Phone Number
Location
Nexus Building, 309

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