Diversity, Equity, Inclusion, and Belonging

Form an internal Diversity, Equity and Inclusion Advisory Group to create and lead programs for Institutional Advancement staff.

ODEI-trained IA staff members will lead Affinity Group training to all IA staff who choose to participate.

Hold four all-staff mandatory training programs yearly, utilizing existing resources from the Office of Diversity, Equity and Inclusion and the Office of Human Resources, and featuring external speakers or trainers where appropriate.

Consider an annual focus group, facilitated by the Office of Diversity, Equity and Inclusion to gather information about Institutional Advancement staff comfort in speaking about racial justice and allyship of white colleagues, to complement the Office of Planning and Institutional Research university-wide survey.

Five to seven members of IA staff volunteer to join the Advisory Group.

The percentage of IA staff who sign up to participate in voluntary programs (including but not limited to spring 2021 affinity groups, subject-specific discussion groups and training) increases each quarter, reaching 50% participation of staff in at least one voluntary program by fiscal year 2022, 80% participation of staff in at least one voluntary program per year by fiscal year 2023, and 95% participation in at least one voluntary program in fiscal year 2024.

Collected feedback after future all-staff training shows a deeper engagement with content than feedback from FY21 foundational training.

BIPOC colleagues report an increased ability to comfortably (without burden) speak up and participate in all IA meetings, and white colleagues create space to amplify the voices of BIPOC colleagues.

Encourage BIPOC staff to address microaggressions directly with white colleagues, and white staff to accept feedback with grace, admit errors and pledge improvement. BIPOC colleagues will report via an anonymous survey instrument positive outcomes of conversations (We expect this goal will not be achievable until Year 3.)

Distribute leadership roles during programs, panels and events to BIPOC alumni, parents and friends whenever possible.

Include active outreach by lead staff to Brandeis alumni of color in event recruitment plans.

Embed DEI expectations in all annual event and communications plans, and in job descriptions for volunteers who have roles in planning and executing events

A 20% increase in the numbers of BIPOC event hosts and speakers from fiscal year 2021 to fiscal year 2024.

A 20% increase in giving, both in the number of gifts and in total dollars raised, for university-wide DEI-related initiatives from FY21 to FY24.

Revised mission statement that commits Institutional Advancement to being an anti-racist division, as presented by the division's DEI Working Group, vetted by the Office of Diversity, Equity and Inclusion, and approved by the Institutional Advancement Committee of the board of trustees.

Utilize recruitment channels and networking platforms with higher rates of participation of BIPOC job seekers.

Develop IA diversity internship opportunities for Brandeis students and alumni and/or in partnership with organizations that serve BIPOC young adults in Greater Boston.

Ensure that there is a greater BIPOC representation across IA upper management.

Provide BIPOC employees access to leadership trainings, mentorship programs, etc. to ensure access to career growth and internal promotion opportunities.

Measure and compare annually the racial diversity of IA staff to the student and alumni body and Brandeis staff overall.

Regularly measure and compare the racial diversity of Advancement staff with racial diversity statistics for the field of higher education advancement, as published by three professional organizations, including the Council for Advancement and Support of Education.

BIPOC staff are represented on all Institutional Advancement hiring committees.

A greater representation of people of color across all departments, grade, and position levels in Advancement will be demonstrated as the staff grows and evolves.

Department managers across the division are better trained to support and actively implement strategies to enhance the professional development and growth of BIPOC staff and interns.

Annual confirmation that BIPOC staff in Institutional Advancement are paid equitably.

BIPOC staff report a decrease in microaggressions from others, and zero biased statements from their managers by FY22.

DEI cultural competencies are incorporated into job descriptions and performance reviews, as recommended by the Office of Human Resources.