Diversity, Equity, Inclusion, and Belonging

Create a protocol and policy for managing cases of systemic racism. Utilize the policy steering committee to review and approve.

In partnership with the Office of Diversity, Equity and Inclusion, expand the diversity training, implemented in 2019, to provide mandatory anti-bias training, equity training and search and selection training for employees.

Enhance communication methods to all university populations to remove language barriers for key university communications.

Policy created, communicated and used by all faculty and staff in their work and interactions and by Human Resources in enforcing compliance.

Deploy required training to existing and new employees. Make this a requirement for all employees and a component of the performance review process for managers and staff.

In conjunction with the Office of Communications, create and distribute key communications in English and Spanish (initial phase).

Implement cultural competencies associated with diversity and inclusion into 1) performance reviews and 2) job descriptions.

Create a network of sources to recruit a diverse candidate pool and develop partnerships with external organizations and affinity groups that represent diverse candidates and/or college graduates.

Implement "bias interrupters" into the recruiting process to identify and mitigate the potential for bias in any form.

Adjust job descriptions and performance review process to incorporate specific cultural competencies.

Implement protocol to post all positions on at least one diversity-focused site, either centrally or through department access.

Implement "blind search" protocols that:

• Asks all applicants to omit their names and the names of their schools from their résumés.

• Asks all candidates the same interview questions.

• Creates a search and selection toolbox for staff hires and search committees.

Ensure an equitable allocation of university resources to departments and research centers to address and eliminate systemic racism.

Develop and communicate metrics and dashboard data (in partnership with the Office of Diversity, Equity and Inclusion and the Office of Planning and Institutional Research) to help the university manage diversity goals.

Track the diversity in food offerings available throughout campus in the dining halls and at retail venues and catered events.

Engage external Brandeis partners and vendors that are actively committed to eliminating systematic racism by expanding the criteria for awarding contracts to include established workforce diversity metrics.

Finance and Administration leadership to identify and enhance through internal review/auditing existing procedures, protocols and/or policies to support diversity, equity and inclusion and eliminate the potential for racism or bias in any form.

Create and define a process to ensure an equitable allocation of university resources to departments.

Create, deploy and communicate dashboard, including minority retention and promotion, in phased approach.

Continue to conduct satisfaction surveys each semester with questions specific to meeting food preferences. Adjust food offerings as needed.

Ask all partners and vendors to submit written statements/plans of their organization's plans, including key diversity metrics. Make this step part of all bid or RFP processes for new business and for contract renewal.

Review, evaluate and revise Finance and Administration policies in accordance with the established anti-racism criteria.

Ensure that all Brandeis University Police Department policies and procedures are reviewed annually by department leadership and updated as needed.

Develop a community policing and engagement model, including greater collaboration in the shared responsibility for public safety with campus partners and key stakeholders.

Improve communication and transparency regarding trainings, policies and procedures through social media, outreach and web content.

Achieve community consensus on the role, mission, vision and values of public safety at Brandeis.

Review and update all policies, procedures and practices in Public Safety on an annual basis.

Form an ongoing Public Safety Community Advisory Group initially charged with policy review, making recommendations for transparency and communication, and identifying opportunities for differential response.

Build the infrastructure for greater departmental engagement and outreach in collaboration with the Office of Communications.

Complete a comprehensive search for the next director of public safety/chief who will guide the development of a strategic plan for campuswide public safety, continue relationship building with campus partners and students, and lead the implementation of differential response.