The Office of Diversity, Equity, Inclusion and Belonging 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.
    • A task force was formed and it has met with the General Education Design Team, The Office of Diversity, Equity, Inclusion and Belonging, and Marsha Darling (as previous ADIT Faculty Chair).
    • The task force is preparing recommendations of courses offered across the university on anti-racism.
  3. Make recommendations related to hiring, mentoring, and retention of diverse faculty (and staff).
    • In 2020, the deans created mentorship programs to help retain untenured faculty and clinical faculty with an emphasis on how to mentor faculty of color.
  4. Track and address microaggressions in the classroom experienced by BIPOC faculty and students.
    • Microaggression and Implicit Bias workshops completed for faculty in College of Arts & Sciences, College of Nursing and Public Health, School of Social Work, Athletics, Robert B. Willumstad School of Business, and the Gordon P. Derner School of Psychology
  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.
    • 90% of all members of FCRTP and UPRC committees have taken Cultural Competence and Implicit Bias and Microaggression workshops.

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

  1. Launch Equitable Adelphi Action team, a student centered council.
    • The Equitable Adelphi Action team was launched Fall 2020.
  2. Solicit curricular recommendations from a student perspective for the Academic Diversity Implementation Team to consider.
    • Recommendations were made by The Equitable Adelphi Action team to the Office of the Provost to:
      • decolonize the curriculum
      • add multicultural offerings throughout coursework, and
      • offer additional trainings for faculty to address issues regarding classroom climate
  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.
    • The Equitable Adelphi Action Team serves as a venue for students to recommend changes in policies and recommendations.
  4. Create a venue for students to recommend changes necessary to the student experience for Adelphi’s BIPOC students.
    • Recommended changes from the Equitable Adelphi have included a new diversity training requirement for student organization executive boards, implemented in Fall 2020.

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.
    • ADIT recommends that the Unit Diversity Councils review their respective strategic plans and make sure there is a focus on anti-racism. ADIT recommends that all unit websites should include a diversity statement.
    • CNPH DEIB Council chartered. Mission and Vision established. Educational programming for faculty and staff underway.
    • Libraries DEIB Council chartered with mission established. Organized multiple events titled: Critical Knowledge Forum.
    • SSW created an Anti-Racism Taskforce that comprises faculty and administrators. They are working on concrete DEIB initiatives for faculty, students and curriculum.
    • The task force developed a glossary of terms and definitions that was shared with the SSW community.
    • As part of the accreditation process, the SSW’s Curriculum Committee will undertake an audit of all courses offered to evaluate content on DEIB and anti-racism.
  2. Each college/school and department will conduct diversity tours to examine cultural artifacts or symbols that do not support diversity, equity, inclusion, and belonging to remove these barriers.
    • The completion of this item is deferred until Fall 2021 or later, following the lifting of pandemic restrictions.
  3. Each department will explore curricular enhancement as it relates to diversity, equity, inclusion, and anti-racism.
    • Unit diversity councils are working with faculty in each department.
    • Some faculty have made curricular changes and included specific assignments to address DEIB/antiracism
    • College of Professional and Continuing Studies 
      • Completed a review of CPCS program descriptions and course syllabi to assess the extent that diversity, equity and inclusion are a part of the curriculum, and formulated recommendations to be submitted to the CPCS Academic Affairs Committee.
      • Hired a full-time, BIPOC Assistant Dean for Undergraduate Programs, who has overseen the recruitment of six new BIPOC adjunct faculty.
      • Inaugural CPCS UPRC and guiding document drafted. Will be vetted to ensure processes and procedures are in place for faculty promotion and retention that are aligned with CPCS DEIB ideals.
    • School of Social Work
      • SSW’s Curriculum Committee conducted an audit of all courses offered to evaluate content on DEIB and anti-racism.
      • In 2021-2022 academic year, the entire SSW curriculum will be revised in preparation for re-accreditation.
      • The Social Action committee organized social action activities for all BSW and MSW students focusing on racial justice as part of students’ co-curricular activities
      • Members of the Anti-Racist Task Force were involved in organizing the following school community events targeting students, alums etc:
        1. “Stop AAPI Hate: A Forum to Address Racism and Xenophobia”
        2. “Women, Power, and Leadership in the Face of Social Justice”
        3. Dean’s statement in response to the Atlanta/anti-Asian violence
        4. “Don’t Touch My Hair”—an event organized and sponsored by the Manhattan Center SW Program for the SSW community.
        5. Supported a student-led group, Adelphi Students for Change, that organized and moderated an event on Trans Awareness. The event, “Becoming an Ally and Understanding the Transgender Community,” featured a keynote speaker and panelists.
        6. Supported a student-led group, Adelphi Students for Change, that organized and moderated an event on mass incarceration and reintegration.
  4. Conduct surveys and focus groups at the department and college/school levels.
    • OARAA has reviewed and updated the University’s survey calendar with items related to the University’s anti-racism agenda.
    • OARAA presented results from the Higher Education Research Institute (HERI) faculty survey to a faculty open forum in October.
    • OARAA administered the Student Experience Survey (SES) and space planning surveys in March
  5. Implement diversity training for departments with reoccurring patterns of Title IX offenses.
    • Five programs were designed earlier in Fall 2020 that can be customized to schools and departments:
      • Behavioral Styles
      • Interpersonal Communication
      • Inter-generational Communication and Values
      • Facilitated Conversations
      • Racism, Bias and Microaggressions.

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, inclusion and belonging. Reform any security procedures that are found to be unconsciously or consciously biased regarding race, religion, sex, and/or gender expression.
    • Captain Shaun Kelly has been named the department’s DEIB officer. He has been added as a member to the AU Diversity Council.
    • All officers and supervisory staff have completed a foundational session exploring DEIB engagement.
  2. Conduct a campus-wide survey to gather information on perceptions of public safety.
    • To be completed during the 2021-2022 academic year
  3. Form a public safety steering committee with an agenda on anti-racism.
    • To be completed during the 2021-2022 academic year

Timeline: November and ongoing

  1. Implement implicit bias and diversity training for all department chairs.
    • All department chairs have been encouraged to sign up for the Diversity Certificate Program.
    • All departments have been asked to take an Implicit Bias and Microaggression workshop
  2. Continue implicit bias training for all faculty selection committees.
    • All active faculty search committees have taken the training.
  3. Implement implicit bias training for all administrative and staff selection committees.
    • Implicit bias training was provided for the FCRTP, all UPRCs, and for all faculty search committees.
  4. Ensure Board of Trustees, Deans, Executive Leaders, Deans, and Associate Deans complete diversity training.
    • The Board of Trustees engaged in multi-session diversity training.
    • DEIB Training was conducted for the President’s Cabinet (Executive Leaders/Deans/Associate Deans)
    • In addition, some deans have taken the Cultural Competence in Higher Ed workshop.
  5. Require all deans to ensure diversity in recruiting of faculty and staff
    • The dean and the search chair/committee review the position ad for DEIB language and discuss the parameters of position before it is approved for posting
    • Sample DEIB language provided to the search committee and deans by the provost’s office
    • Publication outlets reviewed for diverse placementsAll Faculty Ads include DEIB language
    • Dean and Search committee collaborate with School/College Diversity Council
  6. Continue to focus on diversifying the Board of Trustees.
    • Five members of underrepresented backgrounds joined the Board
  7. Include diversity training for employees of University partners including dining and bookstore partners.
    • All staff completed the Follett and NY State Diversity and Harassment training
    • All 50 associates and 13 managers and supervisors completed the Chartwells training
    • Any new hires will go through training prior to being assigned work shifts
  8. Continue to use diverse suppliers and subcontractors for construction projects.
    • A concerted effort to use diverse suppliers and subcontractors for every aspect of outsourced University business is done.
  9. Make diversity training available for all alumni leaders, and require it for those alumni who interact with students.
    • Unconscious Bias workshop presented to Alumni Council, Regional Chapters, and Affinity Group leaders as part of January 26th Alumni Advisory Council Meeting.
    • The Unconscious Bias workshop was presented to all alumni volunteers. 27 alumni leaders completed training to date.
  10. Conduct pay equity studies for faculty and staff positions.
    • Estimated completion date, Summer 2021.

Timeline: Implementation to span September through August.

  1. Raise awareness of test optional policies, contributing to increased student access.
    • Test optional review for fall 2021/spring 2022 approved by Faculty Senate;
    • Various units adjusted policies to accommodate test optional (i.e. Honors, LGSP, STEP, JDP)
  2. Invite prospective students to experience multicultural events hosted by Adelphi, virtually or in-person.
    • Formal promotion of International Education Week events and Women’s Leadership Conference to prospective students completed Nov 2020. Events are ongoing throughout the year. Hispanic Partnership Program confirmed for July 2021.
  3. Expand diversity and inclusion efforts in hiring and retaining admissions’ student ambassadors.
    • Full hiring did not take place fall 2020 due to scaled down visitor program/reduced in-person capacity.
  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.
    • College Awareness Day (CAD) was converted to virtual format and promoted to national audience. Attracted 10 schools; 47 students and 15 faculty spanning AZ, HI, and NY.
    • Hispanic Community Partnership Program scheduled for July 19-23, 2021; Program will be held virtually from 10am -12pm each day. Program will host up to 50 students this year.
    • Pre-College Certificate Program scheduled for Summer 2021 in online format at a low-cost ($50), allowing students who cannot attend an in-person program (due to geographical location, cost, time-commitment, etc.) to participate in alternative summer engagement opportunities.
    • University Admissions offered a virtual Spanish Information Session on 10/29/20. Spanish-translated Admissions presentation created as well as Spanish financial aid brochure.
    • University Admissions has participated in 11 panels/presentations (additional forthcoming) pertaining to college readiness.
  5. Expand fundraising for the President’s Student Success Scholarship and Multicultural Scholarships.
    • Added President’s Student Success scholarships to Giving Tuesday as well as Giving Day/One Day to Give campaigns.
    • Added MCC campaign to One Day to Give and continuously working with MCC to expand their programming and fundraising.
  6. Develop a one-stop shop to support students and make help more accessible, avoiding an unnecessary run-around.
    • Created a task force to develop a One-Stop Student Services.
    • Developed an organizational chart and physical space schematic.
    • Virtual one-stop to be available Summer 2021.
  7. Develop and implement a Student Success Coaching Model among diverse populations.
    • Launched coaching program in September 2020.
    • Projected net yield is 85 students for first year.
  8. Expand and promote multicultural clubs and organizations as well as multicultural counseling support.
    • Ongoing introductions and regular communication with student clubs and organizations are in progress.
    • Student groups can request microagression and implicit bias training and request the training as needed, and receive tailor made support.
  9. Support the efforts of the LGBTQ+ Task Force, as we work to increase our Campus Pride index.
    • Created a process for transgender students who have not legally changed their names to have the ability to have the name they go by on their ID cards
    • Created a process for transgender employees who have not legally changed their names the ability to have the name they go by on their ID cards, electronic and print directory listings, and email name
    • Established scholarship opportunities for LGBTQ+ students and their allies
    • Established annual specific awareness and educational programs for LGBTQ+ students on healthy same-sex relationships
    • Created ongoing specific training for students and staff to identify at-risk students inclusive of LGBTQ+ individuals for depression, suicide, and mental health issues
    • Created empowerment groups specifically for trans and gender non-conforming students and queer people of color in addition to the LGBTQ+ Empowerment Group and LGBTQA+ First-Year Experience Cohort
    • The following are benchmarks still in progress to improve our Campus Pride Index score:
      • Create and introduce an LGBTQ+ Minor, certificate program, or other area of study (Academic Life)
      • Paid staff with responsibilities for LGBTQ+ support services (Support & Institutional Commitment)
      • Establish new all gender restrooms with showers in at least half of the residence halls on campus (Housing & Residence Life)
      • Resource center/office with responsibilities for LGBTQ+ students (Support & Institutional Commitment)
      • LGBTQ+ living space, theme floors and/or living-learning community (Housing & Residence Life)
      • LGBTQ+ organizations (Student Life)
      • Social Fraternity/Sorority
      • Academic resources, social support and inclusive programming for LGBTQ+ people with disabilities (Academic Life, Student Life, Support and Institutional commitment)
      • Programming and outreach to LGBTQ+ international students (Student Life)
      • LGBTQ+ and ally graduate student organization
      • Specific academically-focused LGBTQ+ student organizations (e.g., LGBTQ+ Medical Association, oSTEM, Out Lawyers Association) (Academic Life)
      • Annual funding that is ongoing and committed specifically to student leaders for attending statewide, regional and/or national events for LGBTQ+ awareness, personal development, enrichment and leadership (such as conferences, trainings, camps, etc.) (Student Life)

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.
    • Purchased a significant number of materials, including books, journal titles, audio/video collection.
    • New LibGuide: Adelphi Libraries’ Diversity, Equity, Inclusion, and Access Resources.
  2. Promoting the creative and scholarly work by our BIPOC community members, especially those works that discuss the subject of racism.
    • Purchased a significant number of materials, including books, journal titles, audio/video collection.
    • New LibGuide: Adelphi Libraries’ Diversity, Equity, Inclusion, and Access Resources.
  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.
    • Fall 2020:
      • Presented in a university-wide forum.
      • Designed virtual template and began creating content for a TRHT Campus Center website.
  4. Identify partnership opportunities between the University and community organizations that are working to advance justice for Black people.
    • Spring 2021:
      • Launched Adelphi’s TRHT Campus Center’s website
      • John Hope Franklin Distinguished Lecture, a virtual lecture Still Moving Toward Freedom: Black Lives Matter and the Truth, Racial Healing and Transformation Movements, presented by Dr. Charmaine DM Royal of Duke University
      • Undergraduate students register for a virtual Rx Healing Circle. Began facilitated student TRHT Rx Healing Circles on February 26, 2021, scheduled additional student only Rx Healing Circles each last Friday in the month through the end of April. Co-facilitated with Reverend Jermaine Pearson, Associate Chaplin at Brown University.
      • A virtual Rx Healing Circle. Facilitating faculty-only TRHT Rx Healing Circles in late April 2021.
      • Staff to register for a virtual Rx Healing Circle. Will begin facilitating staff-only TRHT Rx Healing Circles in early June 2021.
  5. Produce an annual report that shares progress on these important anti-racist, diversity, equity, and inclusion initiatives.
    • Data Analytics met with Office of Diversity, Equity, Inclusion and Belonging and is reviewing DEIB goals and identifying metrics for the report.

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.
    • Completed the external review of systems, March 2021.
  2. Ensure people know how to report and where to report; consider a streamlined reporting process.
    • Creating a centralized complaint office with an assigned case manager.
  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.
    • Creating a centralized complaint office with an assigned case manager.
  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.
    • As an outcome of the external review of systems, the Office of Diversity, Equity, Inclusion and Belonging will be supporting the work of the centralized office on this initiative.

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

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