In the DSA Diversity Council’s first year, planning surrounding several initiatives commenced and programs were offered in three broad categories—Training, Competencies, and Onboarding.
- Offered several training opportunities throughout the spring semester.
- Implicit Bias overview during a Division-wide meeting on January 30, 2019.
- Building Bridges: Exploring identity, power, and privilege in order to better serve students on March 27, 2019.
- Using Inclusive Language in the Workplace on April 16, 2019.
- The Council sought to develop competencies that could be utilized as part of the performance evaluation period on UPO-31s. To accomplish this, the National Association of Student Personnel Administrators’ (NASPA) and Association of College Personnel Administrators’ (ACPA) competencies on social justice were reviewed. The work surrounding competencies was put on hold after speaking to the Director of Human Resources, as well as the Vice President for Equity and Diversity.
- The Council will ask all supervisors to add a competency to UPO-31s during the 2020 evaluation period related to attending trainings that advance knowledge of inclusive and equitable practices.
- A sub-committee met to discuss what we want all staff to receive and feel when they start at UNT. Some of these included: a sense of belonging, statistics on staff within our Division, information on employee resource groups, as well as resources in our community (Denton County and Collin County), and trainings to help all of our staff have consistency in training. As a result, the Staff Development Committee has added information to New Employee Orientation on student and staff statistics and they have developed an Ambassador Program where staff can receive a mentor based on a variety of desired demographic traits.
During the Council’s second year, they accomplished the following:
- Have all DSA staff complete 3 mandatory trainings through the Learning Bridge by June 1, 2020. It is the aim to have new employees complete the training within the first three months of their employments. Additionally, the Diversity Council will seek options offered in Spanish so all of our staff can participate.
- By June 1, 96% of division employees completed the required trainings. Supervisors are following up with staff who have not completed the trainings to ensure accountability.
- Develop guidelines and best practices for Affirmative Search Processes
- Develop a 15-minute Implicit Bias training to offer to search committees at their first meeting.
- In collaboration with DSA leadership, recommend and develop exercises for DSA Director’s reading of “Why Are All The Black Kids Sitting Together in the Cafeteria.”
- Directors are currently reading this book and will have facilitated discussions around it.
- Offer open Diversity Council meetings twice a semester so that staff can hear updates from the Council and provide feedback on issues they feel need addressing. The first open meeting is scheduled for July 2020.
- Develop a facilitation guide for Council members to meet with departments after incidents occur to help staff process their feelings and how to create change within their roles.
Year Three Goals:
- Assess the Diversity Council to ensure staff feel we are effective.
- In partnership with ODA’s training series, develop a guide for best practices for accessibility.
- Focus on retaining staff:
- Create a diversity and inclusion onboarding plan for the Division.
- Create a dialogue series to encourage small group discussions across Division staff.
- Analyze findings from climate survey focus groups and develop appropriate goals and next steps.
- Assess effectiveness of 2020-2021 diversity and inclusion professional development plans and trainings that were consistent across staff.