Gallaudet University

Belonging and Equity Imperatives

Division of Equity, Diversity, & Inclusion AntiRacism Plans
Public Comment Period: September 17, 2020 to September 30, 2020

Social Justice and Anti-Racism Leadership Development and Capacity Building

Timeframe: January 31, 2021

Goal:

  • Gallaudet University (GU) particularly the Division of Equity, Diversity, and Inclusion (EDI) execute the Anti-Racism plans.

Proposed Metric

1.a) GU hires the consultants to do the work and ensure that consultants stay in place to support the Anti-Racism Agenda until December 2022.

1.b) EDI develops an action plan to support Gallaudet University’s Multicultural Organization Development (MOD) vision by the end of FY 21.

1.c) EDI recruits an internal team of experts to carry out the Anti-Racism plans by the end of FY 21.

1.d) By the end of FY 2021, EDI develops an action plan to engage all stakeholders in a variety of conflict resolution processes that foster listening and productive growth from difficult situations. (EDI Objective Four – Foster relationship building and deeper community development).

1.e) By the end of FY 23, 80% of university and Clerc Center leaders will demonstrate understanding of and commitment to the institutional MOD vision as measured by focus group interviews and surveys. (EDI Objective Two – Create Multicultural Organization Development (MOD) framing and tools necessary to enable each Division to develop their roadmap to becoming more diverse, inclusive, and equitable)

Timeframe: January 31, 2021

Goal:

  • Various constituents including BIPOC DDBDDHH* students, faculty, and staff representatives serve on a University-wide racial and social justice committee to examine concerns, policies, and procedures related to injustices and make recommendations.

Proposed Metric

2.a) Constitute the University-wide racial and social justice committee by November 30, 2020

2.b) The University-wide racial and social justice committee establishes a published charter by the end of January 2021.

*BIPOC DDBDDHH – Black, Indigenous, Persons of Color, Deaf, DeafBlind, DeafDisabled, & Hard of Hearing

Timeframe: Ongoing

Goal:

  • Students, faculty, and staff are aware of their bias and values, are culturally sensitive to others, and recognize and appreciate differences and commonalities.

Proposed Metric

3.a) In collaboration with MCTI faculty and our antiracism consultants, EDI provides 15 dialogues and 15 implicit bias/diversity training sessions to each following group: students, faculty, staff, alumni, and administrators by May 2021. 

3.b) EDI and MCTI faculty provide orientation including implicit bias/diversity training to new students at the New Student Orientation (NSO) and Graduate Student Orientation (GSO), to new faculty at the New Faculty Orientation (NFO), and to new staff at the Office of Human Resources Orientation. 

3.c) 80% of University students and employees will participate in cross-cultural conversations and other diversity training by the end of FY 2023.

3.d) By December 2024, at least 450 participants will have engaged in Turning A Page Together (TAPT).

3.e) By December 2024, 80% of TAPT participants will demonstrate increased awareness of diversity issues and appreciation of different cultures.

(EDI Objective One – Create a safe and welcoming community for all)

improving campus experience and climate

Timeframe: End of FY2022

Goal:

  • The Department of Public Safety (DPS) engages with different aspects of the Gallaudet community.

Proposed Metric

4.a) The Division of Operations obtains the annual DPS engagement scores by different targeted population (Students, Employees, Visitors, & Alumni)

4.b) Calculate the annual percentage of DPS calls on closed cases without adverse action. 

4.c) Obtain the annual numbers of hours per DPS officer’s participation in student/employee events.

4.d) Increase the annual percentage of DPS officers attending sign language classes and completing and passing ASLPI requirements.

4 e) Increase the percentage of DPS officers completing annual training.

4.f) Reduce the annual average of DPS headcount turnover.

Timeframe: End of FY2022

Goal:

  • The Office of Human Resources (HR) becomes a strategic partner to support the GU antiracism agenda.

Proposed Metric

5.a) Reduce overall HR ‘Time to Hire’ (Time from posting of job position to time employee starts job)

5.b) Target and increase the percentage of internal job postings. 

5.c) Increase the funds annually or skill development (positions to attract talent to focus on competencies vs. skills).

5.d) Obtain the annual employee onboarding engagement scores.

5.e) Obtain the annual first year employee engagement scores.

5.f) Obtain the annual institution engagement scores.

5.g) Invest money annually for professional development.

5.h) Review the annual average time of last promotion. 

5.i) Review the annual cost of HR Per employee.

5.j) Review the annual ratio of HR professional to employee.

5.k) Review the annual ratio of HR business partners per employee.

5.l) Finalize the annual number of applicants by demographic variable.  

5.m) Review the cost of payroll per Employee

5.n) By the end of FY 2021, EDI develops a mentoring program to support the advancement of staff, faculty, and teachers from historically under-represented groups.  

5.o) By the end of FY 2021, the Equal Opportunity Program, under EDI, develops an online training for screening committees that will require renewal once yearly. (EDI Objective Three – Chart the course for equitable access and outcomes)

Timeframe: End of FY2022

Goal:

  • BIPOC DDBDDHH leaders and managers provide diverse perspectives and support BIPOC DDBDDHH students in higher education.

Proposed Metric

6.a) GSC will be provided training or guidelines to better facilitate the leadership opportunities of BIPOC staff.

6.b) In collaboration with the HR, GSC, and OESOC, EDI develops a mentoring program for BIPOC DDBDDHH staff that create more opportunities for continued engagement, provide coaching, support, and consultation, combat the isolation, discrimination, other isms, and phobias, groom future leaders, retain the diverse workforce, and build bridges with senior leadership.

Timeframe: May 2021

Goal:

  • Gallaudet University enforces an antiracist policy statement with the support of the Board of Trustees (BOT)

Proposed Metric

7. The University-wide racial and social justice committee announces a new antiracist policy statement by May 2021

Timeframe: Ongoing

Goal:

  • CBDS and the Kendall Division II Memorial provides a historical perspective on the experiences of Black Deaf People.
  • CBDS and the Kendall Division II Memorial provide space for Black Deaf people.
  • the Kendall Division II Memorial provides a tour on campus.
  • EDI and GU Library provides antiracism resources for students, faculty, staff, and other stakeholders.

Proposed Metric

8.a) CBDS expands its Black Deaf Studies curriculum and hosts events, e.g. unveiling Black Deaf stories in a public format, collecting videos of stories told by members of Black Deaf Community and inviting Black Deaf people to give guest lectures, workshops, and training, in collaboration with the Kendall Division II Memorial.

8.b) Invite Black Deaf people to share their stories in person at the CBDS and the Kendall Division II Memorial.

8.c) Commence next phase of implementation of vision for memorial, specifically, develop and start a sustainable fundraising and programmatic plan that connects the memorial to key academic affairs functions, most notably the Center for Deaf Black Studies, and establishes it as the first phase of the place-making experience on the Gallaudet campus as we continue to develop the plans for Creativity Way/6th street development.

8.d) By December 2024, at least 450 participants will have engaged in the EDI Turning A Page Together program (TAPT). 80% of TAPT participants will demonstrate increased awareness of diversity issues and appreciation of different cultures. (EDI Objective One – Creating a safe and welcoming community for all)

8.e) EDI engages all Inclusive Excellence Ambassadors and other university stakeholders in Restorative Justice training by the end of FY 2021. (EDI Objective Four – Foster relationship building and deeper community development)

8.f) GU Library creates the Black Lives Matter resources guide on the library website. (https://libguides.gallaudet.edu/c.php?g=1054741&p=7664850). All ASL and English bilingual resources are provided.

Timeframe: Ongoing

Goal:

  • GU buildings, monuments, and campus areas are appropriately named or renamed.

Proposed Metric

9.a) In collaboration with the EDI, Division of Academic Affairs, and Clerc Center, the GU Recognition committee conducts extensive study on names of campus buildings, monuments, and areas, and history of the land on which campus was built upon. Removal of names that have oppressive histories with a process to appropriately rename.

9.b) By the end of FY 2021, EDI develops an action plan to engage all stakeholders in a variety of conflict resolution processes that foster listening and productive growth from difficult situations.

9.c) EDI engages all Inclusive Excellence Ambassadors and other university stakeholders in the Restorative Justice training by the end of FY 2021.

(EDI Objective Four – Foster relationship building and deeper community development)

improving Student Experience and Sense of Belonging

Timeframe: Ongoing

Goal:

  • Student financial services provide financial aid awards that support equity and allow for support of BIPOC students.

Proposed Metric

10.a) The Office of Student Success and Academic Quality (SSAQ) provides and shares institutional reports specifically on Students of Color (SOC) populations with the goal to identify demographic shifts and trends in postsecondary success and retention including areas to close the equity gap. 

10.b) SSAQ continuously conducts a study on financial aid award procedures that support equity and allow for support of BIPOC students 

Timeframe: July 2021

Goal:

  • The Greek Life task force collaborates with the Division of Student Affairs (SA) to monitor fraternities and sororities.

Proposed Metric

11.SA produces a comprehensive report on the role and responsibilities of the Greek Life Task Force and recommendations including timelines of communication with the community, selection of task force co-chairs (one staff and one faculty), and selection of task force members.

Timeframe: October 2020

Goal:

  • SA provides support for Students of Color organizations.

Proposed Metric

12.a) SA hosts monthly meetings, starting 10/2020, with 50%+ representation of students of color organizations.

12.b) SA utilizes 50% of its time to collaborate with students of color organizations.

Timeframe: December 2020

Goal:

  • The Students of Color Resource Center (SOCRC) provides resources and support to BIPOC students.

Proposed Metric

13. In collaboration with the ALLSTAR program and EDI Multicultural Student Development and Mentoring Program (MSDM), SOCRC provides resources to BIPOC students. SOCRC has a computer lab and is in close proximity with the Center on Black Deaf Studies and future multicultural centers.

Creating Welcoming and Stronger Multicultural Learning Experiences & Research and Discovery Opportunities for Faculty and Students

Timeframe: Ongoing

Goal:

  • BIPOC DDBDDHH faculty are equally hired at Gallaudet.

Proposed Metric

14.a) Faculty positions are designed to allow for larger pools of applicants.

14.b) In collaboration with HR and EDI, the Division of Academic Affairs (AA) disseminates job advertisements to BIPOC and BIPOC DDBDDHH organizations and HBCU programs.

14.c) AA allows for flexibility in the interview timelines.

Timeframe: Ongoing

Goal:

  • BIPOC DDBDDHH faculty provide diverse perspectives and support BIPOC DDBDDHH students in higher education.

Proposed Metric

15.a) The increasing number of ASL proficient BIPOC DDBDDHH faculty is hired annually, which better reflects the diversity of student populations. 

(EDI Objective Three – Chart the course for equitable access and outcomes)

15.b) A Non-Tenure Track (NTT) position is automatically converted to a Pre-Tenure Track (PTT) position when NTT faculty is accepted into a doctoral program.

15.c) By the end of FY 2021, EDI develops a mentoring program to support the advancement of faculty from historically under-represented groups in collaboration with AA.

Timeframe: End of FY2021

Goal:

  • Faculty administrators and faculty are aware of their biases and values, are culturally sensitive to others, recognize and appreciate differences and commonalities, and are skilled in their expertise.

Proposed Metric

16.a) By the end of FY 2021, EDI develops an action plan to engage all stakeholders in a variety of conflict resolution processes that foster listening and productive growth from difficult situations.

16.b) EDI engages all Inclusive Excellence Ambassadors and other university stakeholders in Restorative Justice training by the end of FY 2021.

(EDI Objective Four – Foster relationship building and deeper community development)

Timeframe: Ongoing

Goal:

  • CUE and CGE curriculum committees review courses every semester to reflect additional breadth and depth of conversations and research around topics of race, racism, other isms, phobias, antiracism, and diversity.

Proposed Metric

17.a) Center for Black Deaf Studies, EDI, and AA provides consultation to CUE, CGE, school directors, and program directors.

17.b) By the end of FY24, implement MOD action plan by requiring and embedding diversity, inclusion and climate content in division, school, and program training and workshops, especially for those in teaching, supervisory, student-facing, customer service and decision-making roles. (EDI Objective Two – Create Multicultural Organization Development (MOD) framing and tools necessary to enable each Division to develop their roadmap to becoming more diverse, inclusive, and equitable)

Timeframe: Ongoing

Goal:

  • BIPOC DDBDDHH career and academic advisors, student success coaches, and tutors provide support services.

Proposed Metric

18.a) Undergraduate and graduate programs hire tutors, and 50% of tutors in each school are BIPOC DDBDDHH.

18.b) Total number of student success coaches is increased from 4 to 6, and 50% of coaches are BIPOC DDBDDHH. At least one coach serves DeafBlind students.

18.c) 40% of career/academic advisors are BIPOC DDBDDHH.

(EDI Objective Three – Chart the course for equitable access and outcomes)

Timeframe: Ongoing

Goal:

  • BIPOC DDBDDHH scholars collaborates with Center for Black Deaf Studies and future Centers for Multicultural Deaf Studies to teach, research, and lead intellectual discussions

Proposed Metric

19.a) Center for Black Deaf Studies is established in Fall 2020.

19.b) In collaboration with the AA and EDI, the Development Office makes fundraising efforts to create endowed positions for visiting BIPOC DDBDDHH scholars.

19.c) Multicultural Deaf Studies Centers will be established in the next 5 years

Accountability and Investing In Our Anti-Racism Commitment

Timeframe: Ongoing

Goal:

  • In collaboration with the Division of Operations (DO), EDI, AA, SA, Development Office, and Clerc Center, the proposed University-wide racial and social justice committee presents an annual report to the community in September

Proposed Metric

20.a) By the end of spring 2021, DO and EDI create a system to document participation by units and academic departments to enhance engagement and accountability.

20.b) DO, EDI, AA, SA, Development Office, and Clerc Center submit annual racial and social justice progress reports to the proposed University-wide racial and social justice committee by July 1st.

20.c) The University-wide Racial and Social Justice Committee shares a comprehensive racial and social justice progress report with the community in September, using a chart of the GU EDI Belonging and Equity Imperatives, priorities, and plans.

Timeframe: January 2021

Goal:

  • The University-wide Racial and Social Justice Committee monitors the progress of racial and social justice

Proposed Metric

21.a) The Equal Opportunity Program, under EDI, implements a Hate/Bias Reporting Protocol by end of FY 20.

21.b) The Office of Human Resources (HR) revises University Bullying Policy by end of FY 20. (EDI Objective One – Create a safe and welcoming community for all)

21.c) DPS, Integrated Response Team, and AntiRacism Commitment Team (ARCT) present monthly reports to the University-wide Racial and Social Justice Committee.

21.d) DO presents monthly progress reports on HR Transformation and DPS Assessment to the University-wide Racial and Social Justice Committee.

21.e) Equal Opportunity Program and ADA Compliance Program, which both are under EDI, present monthly progress reports to the University-wide Racial and Social Justice Committee.

Timeframe: End of FY2022

Goal:

  • Gallaudet hires BIPOC DDBDDHH vendors, contractors, and suppliers

Proposed Metric

22. DO recruits and maintains a list of diversity vendors, contractors, and suppliers. 30% of diversity vendors, contractors, and suppliers are BIPOC DDBDDHH.

Timeframe: Ongoing

Goal:

  • GU Library provides online antiracism resources for students, faculty, staff, and other stakeholders

Proposed Metric

  1. GU Library creates the Black Lives Matter resources guide on the library website.

(https://libguides.gallaudet.edu/c.php?g=1054741&p=7664850) All ASL and English bilingual resources are provided.

Timeframe: Ongoing

Goal:

  • GU Office of Development collaborates individually or collectively with DO, EDI, AA, SA, Center for Black Deaf Studies, and Kendall Division II Memorial committee to execute fundraising strategies.

Proposed Metric

24. GU Office of Development collaborates individually or collectively with DO, EDI, AA, SA, Center for Black Deaf Studies, and Kendall Division II Memorial committee to identify and implement fundraising strategies.

Community Relations, Communications and Admissions

Timeframe: End of FY2020

Goal:

  • The Division of Operations (DA) maintains partnerships internal and external to Gallaudet University that are of benefit to the University

Proposed Metric

25. In collaboration with the EDI, DA creates partnerships with external organizations particularly BIPOC DDBDDHH organizations.

Timeframe: Ongoing

Goal:

  • The Office of University Communications and Marketing demonstrates cultural competence.

Proposed Metric

26.a) The Office of University Communications and Marketing collaborates with the Division of Operations (DA) to retrieve data from higher education to revise hiring policies. 

26.b) The Office of University Communications and Marketing hires BIPOC DDBDDHH staff that reflect the diversity of the student body.

26.c) CBO collaborates with the Office of University Communications and Marketing to provide cultural diversity training.

26.d) Eighty percent of University students and employees will participate in cross-cultural conversations and other diversity training by the end of FY 2023. (EDI Objective One – Create a safe and welcoming community for all)

26.e) By the end of FY24, implement MOD action plan by requiring and embedding diversity, inclusion and climate content in division, college, school and department trainings and workshops, especially for those in teaching, supervisory, student-facing, customer service and decision-making roles. (EDI Objective Two – Create Multicultural Organization Development (MOD) framing and tools necessary to enable each Division to develop their roadmap to becoming more diverse, inclusive, and equitable)

Timeframe: Ongoing

Goal:

  • The Office of University Marketing and Admissions demonstrates cultural competence

Proposed Metric

27.a) The Office of University Admissions and Marketing hires BIPOC DDBDDHH staff that reflect the diversity of the student body.

27.b) CBO and EDI collaborates with the Office of University Admissions and Marketing to ensure that admissions and marketing services are culturally competent.

Timeframe: Ongoing

Goal:

  • EDI communicates the progress of AntiRacism Priorities with the community monthly.
  • Spotlight diverse student, faculty, and staff weekly on a rotational basis, highlighting the contribution they make to the larger Gallaudet community
  • EDI staff rotate making a public statement once a month at various events, reminding the community of Gallaudet’s AntiRacism expectations and goals
  • Diverse students and the community at large make a public statement at their events.

Proposed Metric

28.a) EDI collects progress reports from the Clerc Center, and executive team monthly, starting September 2020.

28.b) Diverse students, faculty, staff, and administrators are selected to share success stories monthly, starting October 2020.

28.c) EDI makes a public statement monthly during various events to remind the community of expectations and goals, starting October 2020.

28.d) Diverse students and the community at large rotate public statements during their events on a biweekly basis, starting October 2020.

In addition to these imperatives, the EDI will also continue to address other pressing issues around equity and inclusion, including but not limited to those which impact DeafBlind and other Deaf + students in collaboration with the Division of Academic Affairs and the Division of Student Affairs.

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