Themes and action steps
1) Theme: Students, faculty and staff should all feel part of the community at Elon and we should respond to acts that limit inclusion and belonging.
Action: We created new bias, discrimination and harassment procedures and trained education and response teams. We created two new positions related to this work, in Human Resources to investigate claims of harassment and discrimination and a university wide position coordinating our inclusive campus climate efforts.
2) Theme: Develop coordinated efforts across campus and commitment from senior leadership.
Action: Created the Presidential Diversity Council, the diversity and global engagement committee of the long range planning committee, and the Bias and Discrimination Council. Merged all three into one Inclusive Community Council. Senior Staff created a vision for diversity and global engagement as well as personal and organizational Themes under this Theme. Created Associate Provost for Inclusive Community position.
3) Theme: Create more opportunities for student expression on campus.
Action: Removed registration for student protests that do not include amplification and outside groups. Student life committee is examining the posting policy.
4) Theme: Develop clear plan for diversity and global engagement.
Action: Created the diversity and global engagement strategic plan with action steps for the next 4 years. Divisions and units created their own plans. Plans were discussed in forums across campus. Diversity has been the topic of two Numen Lumen sessions, four public campus wide forum discussions and a series of focus groups and online feedback opportunities in the past two years.
5) Theme: Support LGBTQ students and colleagues and create campus resources on sexual and gender identity.
Action: Created LGBTQ resource room, Safe Zones program, Gender and LGBTQ Center and Director.
6) Theme: Direct financial resources to Theme One.
Action: Theme one is the most expensive priority in the strategic plan. A few examples, we are building a Numen Lumen Pavilion as a several million-dollar structural commitment to religious diversity as well as a financial commitment to the Center for the Study of Religion and Culture. The University is making an $80 million decade long commitment to our first generation and low-income merit scholarship programs. We’ve invested $500,000 in the past three years in our opportunity fund to increase faculty diversity. We hired two new colleagues in the multicultural center and created four new positions: An assistant director of Human Resources, a coordinator of university wide bias and discrimination teams, a director of the domestic study away efforts and an Associate Provost for Inclusive Community.
7) Theme: Examination hiring protocols and increase representational diversity in faculty, staff and senior leadership.
Action: Elon adjusted our hiring protocols across campus with an increased focus on the diversity of the applicant pool.
Increased faculty from diverse backgrounds (international colleagues and underrepresented racial and ethnic groups on campus) campus from 9% to 14% and staff from 18% to 22% over three years.
Created a new position in Human Resources to address strategic hiring at Elon.
Discussed ways to expand perspectives on the senior staff including an executive intern program and an Associate Provost for Inclusive Community position that sits on senior staff.
8) Theme: Create long-term leadership for this agenda.
Action: Created Associate Provost for Inclusive Community position to serve on Senior Staff.
9) Theme: We have world-class teachers at Elon, but we need more focus on creating a classroom environment inclusive of everyone.
Action: We created a new inclusive classroom website and are hosting facilitated conversations as part of ongoing work about inclusive pedagogy. Academic Council is creating a menu of efforts across campus. The Academic Diversity Fellow is working on several projects related to this goal. See more here http://www.elon.edu/e-web/academics/teaching/inclusive%20classrooms/default.xhtml.
10) Theme: Impact all our students in the curriculum with student learning outcomes related to diversity.
Action: A team of faculty and staff is working on a pilot concept for Elon 101 that was piloted in 2012 with a central focus of exploration of student’s multiple identities and the resources at Elon as a way to understand self and your university and cement the academic advising relationship. Our first winter term theme around difference was launched in winter 2013 and we will continue with that theme in 2014. Conversations are happening all around campus specific to multi section courses and in individual departments. Other teams are exploring dialogue pedagogy concepts for small and large campus groups. Please check out our diversity infusion grants to see all the ways that faculty are infusing diversity into their courses: http://www.elon.edu/e-web/academics/teaching/diversity.xhtml.
11) Theme: Hold each other accountable for the diversity Themes in this document.
Action: All supervisory staff report their professional development Themes related to Theme one in performance evaluations. Academic departments tie their plans in with the Elon Strategic plan including theme one with examples of possible activities in hiring, curriculum, pedagogy, retention efforts, departmental communications etc. Diveristy plans university wide are posted at http://www.elon.edu/e-web/administration/president/strategicplan2020/diversity/diversity_plans.xhtml.
There are inherent and perhaps constant tensions in this work and the feedback we hear from campus and consultants. We acknowledge those tensions and will continue to navigate conflicting feedback in our work. Please contact Brooke Barnett, Interim Associate Provost for Inclusive Community, to share your feedback.