Diversity, Equity, Inclusion, and Belonging

Engage in dialogue with campus partners, the Student Union and the Graduate Student Association to pursue funding (scholarships, work-study or other) for student leaders and volunteers.

Initiate conversations with the Student Union to ensure leadership, advising and adequate funding for all alternative break programs. Work through issues that limit participation, address white savior complex and explore new sites that may be of interest to BIPOC students.

Roll out an alumni fundraising campaign and/or research and apply for foundation or grant funding to sustain scholarships.

Creation of at least 10 work-study positions that are directly connected to Department of Community Service programs and community partnerships (FY 2024).

Enhance the current scholarships and/or new funding opportunities for alternative break program participants and advisers (FY 2024).

Pilot a scholarship and/or new funding opportunities for students to volunteer in and/or serve as leaders for affiliated service clubs (FY 2024).

Intentionally collaborate with the Intercultural Center; International Students and Scholars Office; Gender and Sexuality Center; and other campus partners to ensure all students from all identities are engaged and aware of the resources and programs within the department.

Conduct focus groups of all students, but also underrepresented students, to determine systemic or evolving barriers that may limit community engagement and necessary departmental resources.

Establish intentional leadership and community engagement programming for BIPOC students.

Ensure we have diverse student, staff and community partner representation on all Department of Community Service panels and committees.

Develop at least two collaborative partnership programs / initiatives with the Intercultural Center; International Students and Scholars Office; Gender and Sexuality Center; and/or other campus partners each year (FY 2022).

Facilitate the creation of a student-centered network of leaders across the Intercultural Center, service and activist clubs to increase awareness of and access to leadership opportunities and programs (FY 2023).

Conduct at least one annual survey and host at least one community listening session to measure progress and areas of growth on operations and anti-racist work (FY 2022).

Pilot the new Roses in Concrete BIPOC leadership series (with or without grant funding) for at least FY 2022 and FY 2023, and evaluate the program's impact through qualitative and quantitative assessment (FY 2023).

All selection committees, working groups and panels will have diverse representation across many social identities and experiences (FY 2022).

Establish a committee to review all policies and decisions made by the Commitment to Service Award Program to elevate the goals of the program while ensuring informed and
inclusive decisions.

Build framework and resources to support students who are engaged in activism and civic engagement efforts by expanding our definition of types of community engagement to be more inclusive of diverse student needs, cultural definitions, interest and abilities to engage.

Purchase new tracking hour software platform that will meet the evolving needs outlined within this plan.

Advocate for the sustainable inclusion of Racial Justice Grant applications in the Rich/Collins Community Leadership and Impact Fellowship Program.

Commitment to Service Award review committee meets at least three times annually to review and update policies and approve student requests (FY 2022).

Benchmark logged community engagement hours and types of service by those enrolled in CTSA program as compared to previous years (FY 2022).

Conduct at least one annual survey for participants and nonparticipants in the CTSA program, and include questions that elevate issues of racial justice and identity in service (FY 2022).

Evolving definitions and the process to determine them will be transparently provided to students on Department of Community Service website and service tracking website and announced in newsletters and email updates (FY 2022).

Secure funding for Rich/Collins Community Leadership and Impact Fellowship projects that advance racial justice (FY 2023).

Staff will participate in coordinated diversity, equity and inclusion trainings and professional development workshops and attend or facilitate trainings through Brandeis and external organizations.

Staff will participate in an annual book or article discussion series.

Share resources when all staff cannot attend sessions and report back at staff meetings on topics covered.

Coordinate at least two diversity, equity and inclusion trainings for all departmental student leaders.

Coordinate at least one training or curriculum for all community partners and co-educators for our signature programs.

Host an annual panel discussion or workshop on prejudice and racism in community engagement work.

All completed trainings and literature reviews will be outlined in the department's annual report (FY 2022).

Knowledge and perspectives gained and action steps will be measured by assessments following at least two trainings, during supervision conversations and at least a quarterly staff meeting (FY 2022).

A shared drive with diversity, equity and inclusion resources will be developed (FY 2022).

Student leaders will complete at least two Annual diversity, equity and inclusion trainings (FY 2024).

All volunteers will complete an all-volunteer training that will highlight diversity, equity and inclusion topics (FY 2023).

Provide honorarium to partners and speakers who facilitate training when within university funding guidelines (FY 2024).

Community partners will complete a departmental training that focuses on topics related to diversity, equity and inclusion (FY 2024).

Build or share resources to support students who are engaged in activism and community and civic engagement efforts.

Provide opportunities for students to reflect and grow through a variety of outlets that embrace learning styles, social identities and cultural practices.

Engage student leaders in conversation and assess the value of and need for affinity spaces for students engaged in departmental programs.

Ensure students are aware of resources for support (confidential and nonconfidential) to report discrimination, harassment or sexual violence they might encounter on campus or off-campus through community engagement work.

Host at least one training or workshop per semester focused on mental health and wellness resources for student leaders and volunteers in service (FY 2022).

Identify one dedicated staff liaison in the Brandeis Counseling Center to support students connected to the department (FY 2023).

Complete focus groups, review departmental surveys and complete a benchmark or affinity spaces for BIPOC students at peer institutions (FY 2023).

Provide confidential and nonconfidential information on the department's websites, during trainings and in email signatures (FY 2022).