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GOAL 3: CREATE A COLLEGE ENVIRONMENT THAT PROMOTES INCLUSIVE TEACHING AND LEARNING 1. Engage the campus community in advancing a culture of inclusion by 20% annually. Baseline data: Survey of existing programming and activities aimed at creating an inclusive campus. Strategy A Establish a range of opportunities for all areas of the College to engage in reflection, discussion, and action toward equity, diversity, and inclusion.
Initiative
1
Encourage academic
departments and administrative offices to have roundtable discussions
within each department/office to examine positive strategies for equity,
diversity, and inclusion appropriate to their field and/or discipline. Leader/Partners President’s Council on Diversity/Provost and Council of Deans, Vice Presidents, Chairs and Directors.
January 2009 – ongoing
Initiative
2
Through the Office of
Equity and Inclusion and the President’s Council on Diversity, develop
interactive presentations for each department or office on approaches to
advance equity, diversity, and inclusion. Leader/Partners Office of Equity and Inclusion and President’s Council on Diversity.
September 2008 – ongoing.
Initiative 3
Create a Speakers Series on equity, diversity, and inclusion to invite
researchers and experts in these areas to present and to engage the
audience and/or small groups in discussions and potential
research/scholarship endeavors. Leader/Partners Office of Equity and Inclusion and President’s Council on Diversity.
September 2008 – ongoing
Initiative
4
Present information to
the campus community as appropriate on the advancements,
accomplishments, and challenges in the areas of equity, diversity, and
inclusion. Leader/Partners President/Office of Equity and Inclusion.
September 2008 – ongoing
Initiative 5
Using the Study Circles model, organize theme groups on inclusive
teaching and learning (e.g., student-centered and inclusive curricula
pedagogies; and Claude Steele’s Stereotype Threat). Leader/Partners Deans, Chairs, and Office of Equity and Inclusion.
September 2009 – ongoing 2. Create new venues to develop skills and provide opportunities for inclusive learning, teaching, and scholarship to 20% of faculty annually. Baseline data: Survey of existing venues and collaborations, and document implementation of strategies and initiatives. Strategy A Create and fund the Institute for Inclusive Learning, Teaching, and Scholarship.
Initiative
1
Research different
center/institute models at other colleges and universities and make
recommendations for the ideal Institute for the College. Leader/Partners Team on Inclusive Learning, Teaching, and Scholarship (small team)/ Academic Affairs, Vice Presidents, and Office of Equity and Inclusion.
January 2009 – September
2009
Initiative
2
Have the Team on
Inclusive Learning, Teaching, and Scholarship (Initiative 1) work with
Academic Affairs and other pertinent College constituencies in the
establishment of the Institute. Leader/Partners Team on Inclusive Learning, Teaching, and Scholarship/College constituencies.
November 2009 – August
2010
Initiative 3
Create an online learning and teaching network that brings together
faculty, staff, and students to share expertise and resources. Leader/Partners Institute for Inclusive Learning, Teaching, and Scholarship/TLTC.
October 2010 – ongoing Strategy B Implement cultural competence professional development opportunities.
Initiative
1
Offer at least five
annual professional development opportunities on cultural competence and
effective classroom engagement practices (e.g., inclusive pedagogies
seminars, creating safe and respectful classroom environment). Leader/Partners Institute for Inclusive Learning, Teaching, and Scholarship and Office of Equity and Inclusion/pertinent College committees.
April 2010 – ongoing 3. Increasing by 25% annually both the recruitment and retention of AALANA faculty and administrators and individuals from identity groups, which due to privacy factors cannot always be identified. (see also Goal 1, Objectives 5a., 5b., 5c., and 6). Baseline data: 2006-07 pool of applicants who were qualified for full-time faculty positions. Baseline data: 2006-07 pool of applicants who were qualified for full-time staff and/or administrator positions. Baseline data: Short voluntary survey of full-time employees to self-identify some of the identity groups to which they may belong. Strategy A Institutionalize the best practices for the recruitment and retention of faculty and administrators from AALANA and other identity groups.
Initiative
1
Create at least four
post-doctoral fellowships or residencies for AALANA and other identity
group scholars in both academic areas and administration. Leader/Partners President and Academic Affairs.
September 2009 – ongoing
Initiative
2
Support appropriate
Employee Services and Academic Affairs staff to attend professional
development conferences/workshops annually to benefit Search Committees on
increasing faculty diversity recruitment Leader/Partners Employee Services and Human Resources and Academic Affairs.
April 2008 – ongoing
Initiative
3
Continue to provide
support to Employee Services to maintain and update the website already
in place for job applicants and hires. Leader/Partners Employee Services and President’s Cabinet.
June 2008 – ongoing
Initiative
4
Establish collaborations
to share best practices and experiences aimed at enabling search
committees/supervisors in the recruitment and hiring of AALANA faculty
and administrators. Leader/Partners Employee Services, Office of Equity and Inclusion, Academic Affairs, and Vice Presidents.
February 2008 – ongoing 4. Expand faculty efforts to infuse diversity, equity, and inclusion in their teaching and/or research by 25%. Baseline data: Survey faculty efforts and document implementation of the strategy and initiatives. Strategy A Create venues for faculty to be acknowledged for contributions to equity, diversity, and inclusion in their professional development, teaching, and/or research.
Initiative
1
Encourage the inclusion
of a brief narrative in Faculty Activity Reports on the ways the faculty
member incorporates diversity and inclusion in her or his professional
life, including teaching, professional development, and/or research. Leader/Partners Academic Affairs.
May 2010 – ongoing
Initiative
2
Increase the ways in
which departments acknowledge the contributions of faculty to diversity
and inclusion. Leader/Partners President and Academic Affairs.
June 2009 – ongoing 5. Increase participation opportunities for all students through courses, programs, and travel to enhance their abilities to live, work, and lead in a diverse world. Baseline data: 2008 – 09 availability of programs throughout the College. Strategy A Provide venues for students to acquire and/or strengthen their knowledge and skills to work, live, and lead in a diverse world.
Initiative
1
Increase the
opportunities for cultural competence skills acquisition and/or
enhancement within the student’s education. Leader/Partners Academic Affairs, Office of Equity and Inclusion, and student organizations/clubs.
September 2010 – ongoing
Initiative
2
Encourage AALANA and
first-generation students to explore the Honors Program and math and
science majors through venues such as receptions and information
gatherings for these students; roundtable discussions; research and
employment explorations; and an externally funded program similar to
PRČEPS (Preparation, Recruitment, Retention, and Excellence in the
Physical Sciences). Leader/Partners Academic Affairs, Office of Equity and Inclusion, and Multicultural Student Affairs, Student Development, and Grants Development Office.
February 2008 – ongoing
Initiative
3
Increase the number of
AALANA and first-generation students who major in math and science
and/or participate in the Honors Program. Leader/Partners Academic Affairs and Multicultural Student Affairs/Academic Departments and Advisors, Office of Admissions and Recruitment, Orientation, Educational Opportunity Program, and Academic Advisement.
March 2008 – ongoing
Initiative
4
Increase the visibility
of and knowledge about the Study Abroad Program at all pertinent College
events and activities, and have the Office of International Education
partner with academic departments to encourage students to view studying
abroad as a unique opportunity in their education. Leader/Partners Office of International Education and Academic Affairs, Registrar's Office, and Financial Aid.
August 2008 – ongoing
Initiative
5
Increase by at least two
the number of intersession trips. Leader/Partners Academic Affairs and Student Development.
September 2009 – ongoing 6. Increase Americans with Disabilities Act compliance of buildings and all classrooms by 10% by 2010. Baseline data: 2006-07 compliance data. Strategy A Continue to create a welcoming and safe campus for employees and students protected under the Americans with Disabilities Act.
Initiative
1
Issue annually a
campus-wide report on ADA compliance progress of current building
projects. Leader/Partners Associate Vice President for Facilities and Safety/Academic Affairs, Student Affairs, and President’s Cabinet.
September 2008 – ongoing
Initiative
2
Include at least two
representatives with personal experience in accessibility concerns for
those with disabilities on the Facilities Planning group. Leader/Partners Associate Vice President for Facilities and Safety/President’s Cabinet.
February 2008 – ongoing
Initiative
3
Offer training and
workshops through Student Disability Services for employees and students
on cultural competence aimed at creating a welcoming learning, teaching,
and working environment for persons with disabilities. Leader/Partners Student Disability Services. February 2008 – ongoing Table of Contents |
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SUNY College at Oneonta - Ravine Parkway - Oneonta, NY 13820 - 607.436.3500 |