In 2017 we changed our process and have long term rather than yearly goals for the ICC. These are our goals for the next several years.
- Assess the campus climate through the national surveys and other measures.
- Review and update university wide communications about inclusion, diversity, global engagement and equity.
- Become more familiar with student and colleague needs regarding intercultural knowledge and skill development.
- Deepen professional development efforts around cross-cultural engagement.
2016-2017 Priorities and Accomplishments
- Continue our efforts to better communicate across campus to hear about campus climate issues as well as test ideas to improve the campus climate. ( As a result of some student feedback, we created a specific listening session and a working group this year around Hispanic/Latino students and colleagues. We discussed the reports from the bias response system and ways to address patterns there including moves to focus more intentionally on gender equity and inclusion).
- Launch an inclusive community communications campaign (We partnered with Live Oak Communications. They created the #SeeMeElon campaign that launched in the spring).
- Check in on efforts with LGBTQIA, Black Communities, Hispanic/Latino, Fraternity and Sorority life and the Kernodle Center. (We received updates on each of these efforts and made suggestions about future plans).
2015-2016 Priorities and Accomplishments
- Continue our efforts to better communicate across campus to hear about campus climate issues as well as test ideas to improve the campus climate. (We conducted a series of interviews with students, faculty and staff about their experiences at Elon and used their responses to inform our work for next year. We hosted a number of visitors in ICC from diversity centers across campus).
- Launch an anti-bias communications campaign (We partnered with Live Oak Communications to create a strategy for this priority and are continuing our work with them in the fall. Also, the LGBTQIA task force and the CREDE both created inclusive language and terminology awareness campaigns).
- Establish community dinners (T.J. Bowie, coordinator for Residential Dining and Engagement, began this tradition and will continue it next year).
- Monitor progress on LGBTQIA, Black Communities and Title IX task forces. (We received updates on each of these efforts that will all continue into next year).
2014-2015 Priorities and Accomplishments
- Communication (listening, assessing and sharing). We hosted ICC on the road in Irazu and the Oaks in order to ensure that ICC members are out in the community sharing the work we are doing across campus as well as listening to community members, assessing the campus climate and needs and using that information to inform our work.
- Engagement. We updated our main landing website as a new way to brand diversity and inclusion work at Elon and engage members of our community in the diversity and inclusion work on campus including the many ways to gain knowledge, skills and behaviors that lead to more positive and meaningful interactions.
- Monitor progress across campus. We assessed progress on the LGBTQIA Task Force, Task Force for the Faculty, Staff and Student Black Experience, the Hispanic/Latino working group, Title IX and response to bias incidents. We also addressed other campus climate issues that arose during the year.
2013-2014 Priorities and Accomplishments
- Create action plans related to specific initiatives, programs and future plans to support Black/African American, Hispanic/Latino, LGBTQ, multiracial and emerging demographic groups on campus.In the summer an Inclusive Community Council committee worked to create plans for multiple groups on campus and met with three grassroots formed groups to talk about the needs of LBGTQIA, Black and Hispanic/Latino students. The Presidential Task Force for the Faculty, Staff and Student Black Experience recently provided recommendations for actions requested to be implementation in the next year. The task force will provide a full report with short and long term recommendations in December 2014. In addition to the task force , the new assistant director for the Multicultural Center is working on intentional development and support for the Black Cultural Society and held several town hall meetings for all black students and faculty/staff.The Gender & LGBTQIA Center (GLC) has created and partnered with dozens of students groups, academic departments, admissions, and various student life departments on programs and trainings this past year. These programs focused on “allyship”, leading several “A Campus of Difference” workshops , and other trainings and awareness programs. The GLC also hosted six nationally known speakers. The President’s LGBTQIA Task Force finished its report and made recommendations around support, education, communications, and creating a welcoming environment to improve the campus climate. This report was distributed to the campus and an implementation will be appointed this summer to layout a framework and timetable to begin implementing the task force’s recommendations.A campus committee has also begun to examine the Hispanic/Latino experience on campus. Focus groups were held with students to get feedback from both domestic and international Hispanic/Latino students. Discussions including admissions, student life, El Centro, and alumni programs have been held to begin making plans to enhance the experience for these students and future alumni. Over the summer the Higher Education Advisory Board will be conduct a study of best practices at other universities and data on the Hispanic/Latino/a population at Elon will be assembled to resume work in the fall to enhance services and actions to support this population. The Multicultural Center hosted the grand opening for the Hispanic/Latino Resource room on November 4th. The Hispanic/Latino Resource Room has been used by a variety of students and continues to be a great option for intentional student usage and student programming. We are opening the Asian/Asian American resource room this summer. The Multicultural Center is exploring programs for the fall to better support multiracial and emerging ethnic groups on campus.
- Implement communications messaging, broad training and dialogue plans to help create a more ideal campus climate that recognizes the challenge that human difference poses to building community an d actively seeks to become an institution that welcomes, supports, and respects the human dignity of each member of the community.Communication continues to be our biggest challenge. Presentations were shared at divisional and department meetings, living learning communities and student organizations across campus as well as faculty meeting, student government association and senior staff. Leigh-Anne Royster hosted fireside chats on the campus climate.We continue our work to create inclusive classroom s paces as well as events with on-going training and conversation.Elon provides various strategies and programs for furthering civil discourse and having productive, challenging conversations among persons of different perspectives. The list includes: Anti-Defamation League Campus of Difference programs, Campus Conversation held before Faculty Council meeting, Community Connections, Deliberative Dialogues, Crucial Conversations facilitated by Chaplain Fuller through the Office of Leadership and Professional Development, Difficult Dialogues facilitated by the Multicultural Center, and the Politics Forum organized by Safia Swimelar. We have just completed a report about beginning Intergroup Relations Dialogue on campus.Create campus messages that ensure the campus community has a basic understanding of our work around diversity and global engagement and how it relates to Elon’s core academic mission.Leigh-Anne Royster created a new clearing house website to gather our work across campus onto one site.Academic Diversity Fellow Crystal Anderson created a diversity course database, which is searchable by content and department.ICC members regularly serve on panels for admissions weekends.
- Revise protocols and definitions based on external reviewer and community feedback and then implement communications plan for Bias, Harassment and Discrimination policies and protocols. This report was submitted and we created a number of changes in our processes including a new online reporting tool and clearer communications among those involved in the protocol. These procedures will be evaluated and updated each summer and new communication strategies employed to ensure all new members are aware of our policies and protocols.
2012-2013 Priorities and Accomplishments
- Collaborate to work on a definition of diversity and/or aspirational statement and develop a program to ensure the campus community has a basic understanding of our work around diversity and global engagement and how it relates to Elon’s core academic mission. (Statement proposed and next year an ICC committee will engage the community in conversation around the statement)
- Develop a communications plan for new Bias and Discrimination policies in Fall and a communications infrastructure to support the diversity strategic plan in Spring. (A communications plan was created and will be implemented in the fall)
- Ensure that all people involved in the bias and discrimination process are fully trained, review our policies and protocols and ensure that the community understands them. (Trainings are being scheduled for summer and fall and have taken place throughout the year)
- Explore diversity and learning. Consider plan in Spring for a task force to examine initiation of diversity content in Elon’s curriculum. Support as needed the winter term diversity theme. Partner as appropriate with Academic Diversity Fellow. (Winter term 2014 planning is already underway. A diversity in the curriculum searchable site spearheaded by Crystal Anderson will be up in the fall. We hired two consultants to work on gender and sexuality in the curriculum and are developing a concept around assessment of student learning around diversity. The third year of diversity infusion grants were funded).
- Follow up on Anti-Defamation League (ADL) second level type training with education team. Work with existing expertise such as DEEP, Chaplain, International week, heritage and history months and the office of disability services. (Twenty – one colleagues were certified this summer to deliver the Campus of Difference Program ADL program and all its licensed material. We begin offering those workshops in August 2013).
- Assess campus climate reports and present findings to the council, i.e. student and faculty and staff survey, Title IX report, report from bias and discrimination coordinator, Cleary Act report, etc. (The campus climate results are part of a presentation that Brooke Barnett is now sharing across campus. The council will examine other reports as they are submitted each year).