Adding Diversity and Inclusion to Your Strategic Plan
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1 Adding Diversity and Inclusion to Your Strategic Plan Shani Barrax Moore Chief Diversity and Inclusion Officer Tarrant County College District
2 Today we will Explore the evolution of diversity, inclusion, and equity Examine the impact of intentional inclusion on organizational climate Hear Tarrant County College s strategic diversity and inclusion plan implementation
3 Diversity: From Then to Now Affirmative Action: Compliance Required federal legislation, not transformative Diversity: Representation From people of color and women to broader definition Inclusion: Experiences, Practices How do ALL groups experience the library? Diversity + Inclusion = Equitable Climate Identities affirmed, building community for support, full engagement Obligatory to Strategic POLL: Where do you think your library is?
4 Diversity s New Definition Gender Race Ethnicity Religion Age Ability Sexual Orientation Socioeconomic Status Veteran Status Linguistic Heritage Cultural Expression From singular focus to intersectionality and dimensions of identities Many are hidden; makes active inclusion imperative
5 Dimensions of Diversity Primary Dimensions Gender Race Religion Age Sexual orientation Ethnicity Physical or other ability Appearance Poll: Hidden vs. Visible? Secondary Dimensions Socioeconomic status Veteran status Education Marital status Geographic location Parental status Personality Belief systems and values Attitudes, habits Tertiary Dimensions Hobbies and interests Job or career Nonprofit or volunteer involvement Political or social cause involvement Life experiences (ex. Abuse or illness survivor) Talents
6 Inclusion as Climate Management Requires personal and institutional self-reflection, bias awareness, and power sharing Affirms dimensions, experiences, perspectives, abilities of a person or group Should be active and intentional to facilitate culture change Expressed in policies, practices programs and people Evident through values, composition, cultural norms, communication Active inclusion and culture change require full participation and change leadership
7 Chat: What do you think this means? Colorblindness Applicable to any diversity dimension or identifier
8 SEE differences WITHOUT the stereotypes
9 Cultural Humility* Allows culturally competent individuals to identify the presence and importance of differences between their orientation and that of each person they interact with and to explore compromises that would be acceptable to both. A lifelong process of self-reflection and self-critique. *J. Murray-Garcia, MD & M. Tervalon, MD, Journal of Health Care for the Poor and Underserved. 1998
10 HOW IS THIS INSTITUTIONALIZED?
11 Equality vs. Equity: What s the Difference? (Chat) 20 th Century 21 st Century
12 How do we achieve equity? Assessment Who are we (diversity) and what is the climate (inclusion)? Engagement How do we develop people towards intentionally inclusive behavior? How do we facilitate culture change? Accountability How do we facilitate an institutional commitment to maintaining an intentionally inclusive environment? What role can you play in achieving institutional equity?
13 Case Study: Tarrant County College Campus interviews by Chief Diversity Officer, employee and student focus groups Qualitative and Quantitative Assessment Input on questions from students, faculty, staff and administrators via districtwide advisory committee Survey distribution to all students and employees Part of Vision 2015 Strategic Plan
14 Survey Questions Role of diversity and inclusion Practices Climate & personal experiences Access to resources Cultural competence and humility Demographics/ Hidden Identifiers Several parallel student and employee questions
15 Strategic Plan for Diversity and Inclusion Based upon data from survey and focus groups Collaborative: question and plan input from faculty, staff, students, administrators; PR and marketing input Institutional Infrastructure and Practices Three goals: Employee Training and Development Institutional Climate and Intergroup relations Curriculum Enhancement in Vision 2020 after districtwide capacity building Faculty, Staff, Students, Administrators, Boards
16 Strategic Plan for Diversity and Inclusion Design and implement an accountability system to ensure responsibility and evaluation to achieve climate, compositional, and competency-based diversity and inclusion goals Evaluate methods of attracting diverse pools of applicants, how such diversity is measured, and who assesses applicants experiences with diverse populations Engage the Chancellor s Executive Leadership Team (CELT) in both the implementation and monitoring the progress of the Strategic Plan for Diversity and Inclusion Institutional Infrastructure and Practices Develop, cultivate, and integrate partnerships with external and existing institutional resources in order to strengthen and support diversity and inclusion goals and initiatives Incorporate diversity and inclusion initiatives as part of TCC s marketing strategy Also looking at internal vs. external demographics
17 Strategic Plan for Diversity and Inclusion Determine desired D&I competencies for faculty, staff, supervisors and administrators and develop a training and development series Require diversity and inclusion training for employees Employee Training and Development
18 Strategic Plan for Diversity and Inclusion Build capacity for students, employees and boards to lead and champion diversity and inclusion initiatives Create council of identity-based student organizations and host annual summit Provide opportunities for meaningful dialogue around concepts of diversity and inclusion that facilitate awareness of one s own and others identities and perspectives, and builds cultural humility Institutional Climate and Intergroup Relations Create employee resource groups (ERGs) and staff association Facilitating critical-self reflection, broad engagement, and awareness
19 Diversity and Inclusion Councils Faculty, staff, students, administrators on each campus and district office Council training and development series to facilitate selfawareness, cultural humility, and accountability Use of campusbased survey data for action planning Serve as ambassadors of Office of Institutional Diversity and Inclusion 100+ foot soldiers across the district from all levels
20 Foundations of Diversity and Inclusion Module 1: Data and Definitions Diversity and Inclusion Survey Data and introduction to diversity and inclusion concepts. Module 2: New Employee Orientation - Free to Be Me at TCC Introduction to TCC s approach to diversity and inclusion, individual and collective identity, and application to TCC. Module 3: Bias Awareness, Socialization, and Identity Development Exploration of biases via Harvard Implicit Association Tests, how biases are socialized and manifest, introduction to identity development models. Module 4: Inclusive Language, Communication, and Triggers The role of language as triggers and microaggressions in creating environments, communication intent vs. impact, inter-group and intra-group communication styles and norms. Module 5: Privilege, Oppression, and Collusion Systems and theories of privilege and oppression, anatomies of collusion and allyship, and application to TCC. Module 6: Change Leadership and Visioning Change visioning, leadership, and spheres of influence applied to facilitating TCC towards an inclusive and multicultural organization. 24 hours of training for employees
21 Implementation and Accountability Executive-level participation in training, awarenessbuilding, and messaging Diversity and inclusion part of senior-level discussions and strategic decisionmaking Alignment of D&I with institutional goals and initiatives Involvement encouraged at all levels, support for council members leadership and others participation D&I Councils given license to address difficult topics How will we make inclusive culture change stick?
22 Is your institution ready? Things to Consider Are the support systems, resources, and infrastructure in place to support active and intentional inclusion? Has the impact on institutional climate been articulated? Are you willing to use your sphere of influence to facilitate change? Who else do you need to engage?
23 THANK YOU! Questions?
24 For More Information Shani Barrax Moore Chief Diversity and Inclusion Officer
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