Goals
The following tabs delineate our five goals and contain more detail in terms of the types of specific steps we plan to take in continuing to grow toward our overarching goal of a more diverse, equitable and inclusive college. Below these steps, are metrics we will use to chart our progress. This will allow us to continue to make data-driven decisions to achieve our pursuits.
Goal 1: Recruit
a diverse group of faculty, students and staff who value and are invested in cultural competence
Prioritize knowledge of DEI and specialized skills related to cultural competence in hiring decisions for faculty and staff (e.g., experience working with underrepresented groups; bilingualism)
Implement search committee training and practices that avoid bias and encourage broad representation on search committees for faculty and staff
Build relationships and pipelines with outside organizations and the greater university that increase diversity in applicant pools for faculty, staff and students
Include college value for diversity, equity and inclusion in all marketing and outreach materials
Continue to expand and support college and university cluster hiring initiatives (e.g., thematic and field-specific)
Metrics
- Increased representation of DEI curricular knowledge and specialized skills related to DEI across departments
- Increased diversity in applicant pools and hires/yield
- Increased proximity to reflection of the population of the state of California within our student body
- Increased diversity and DEI expertise in search and recruitment committees
- Increased referrals for staff and faculty from organizations with diverse populations
- Expanded visibility of a diverse population and visible value of DEI within marketing materials
Goal 2: Retain
a diverse group of faculty, students and staff who value and are invested in cultural competence
Offer mentoring opportunities for faculty and students via formal and informal programs
Enhance opportunities for communities to engage in collaborative work related to efforts in diversity, equity and inclusion
Increase equity in faculty-to-student ratios regarding social identity groups
Offer and support culturally-responsive care on campus (childcare, counseling, advising, equitable HR practices, etc.)
Expand outreach and public engagement efforts to strengthen partnerships with communities of color in our local area, while working to cultivate more positive experiences for underrepresented groups off campus
Metrics
- Increased retention rates for faculty and staff in underrepresented groups
- Increased success of underrepresented faculty in the transition from assistant to associate to full professor
- Increased professional development opportunities related to DEI provided to staff
- Increased retention of underrepresented people in community services connected to the college (e.g., counseling, childcare and advising)
- Increased satisfaction of college and local climate and sense of belonging for faculty, staff and students of color
- Increased support and resources for culturally taxed faculty (via service commitments)
Goal 3: Provide
explicit college support and value for training and education related to DEI issues
College support and encouragement for engagement in on-campus opportunities aimed at development and maintenance of inclusive teaching skills (e.g., CTLT, orientations) and/or general cultural competence (e.g., implicit bias trainings, accessible professional development opportunities)
Offer college support for engagement in off-campus professional development opportunities aimed at development and maintenance of inclusive teaching and cultural competence (e.g., conferences, resources)
Provide and encourage broad offerings in DEI-focused curriculum and training opportunities for all students across majors
Make international and global experiences more accessible to all students
Demonstrate explicit value for DEI knowledge, awareness, and skills for all officially representing the college (e.g., CLA ambassadors, advancement staff, alumni outreach, academic staff, those working with community organizations)
Metrics
- Increased self-efficacy in inclusive teaching
- Increased percentage of college representatives with demonstrated training in DEI
- Increased percentages of diversity in student groups involved in study abroad and other global activities
- Increased faculty and staff evaluation and recognition for inclusive teaching, mentorship, or advising
- Demand for staff diversity training outpaces its current capacity
- Improved measurement of DEI orientation to assess gaps within programs and design targeted and differentiated opportunities for DEI growth and development
Goal 4: Develop
institutionalized practices and policies that increase equity across the college and university
Integrate college value for diversity, equity and inclusion more visibly in the retention, promotion and tenure process
Development of best practices for RPT committees regarding recognition of culturally inclusive teaching, including identification of bias in student evaluation and assessment
Provide regular opportunities for assigned time related to DEI-relevant extra service load
Retain standing status of faculty, staff, and student diversity committees and advisory role to the dean
Involve evaluation of Diversity Learning Objectives in the curricular process
Metrics
- Increased visibility of assessment of the extent to which DEI is addressed in the RPT process
- Increased awareness of the impact of bias in evaluations and assessments
- Increased equity in assigned time vs. service load with regard to demographics
- Increased value of awareness, knowledge and skills in DEI in selection of leadership positions in the college
- Increased use of rubric assessment of the Diversity Learning Objectives in curricular process
- Accountability of departments and units for end of year reports’ inclusion of achievements and goals for DEI
Goal 5: Eliminate
graduation rate gaps between underrepresented students and non-underrepresented students
Provide explicit support for first-generation college students and transfer students to ensure success
Continue to enhance and fund programs such as the Multicultural Scholars Program and Underrepresented Students Network
Provide accessibility to high impact opportunities for all students (e.g., research with faculty, mentoring from faculty, internships)
Provide explicit college advising outreach to students in other campus programs (CP Scholars, EOP, TRiO, athletics) upon entering junior year
Expand datasets, research methods, and types of analyses related to academic achievement and graduation rate gaps
Metrics
- Annual decrease of gap between URM and non-URM students in both 4-year and 6-year graduation rates
- Increased visibility of support for first generation college students and transfer students on website and marketing
- Increased number of students and faculty in CLA affiliated with BEACoN
- Increased college and department resources dedicated to funding student research and ability to take unpaid internships
- Increased numbers of all students in utilization of advising and orientation classes