Dean of Students Office
Anti-Racism Plan Framework
Annual DEI training on inclusion through the Office of Diversity, Equity and Inclusion for the professional staff associated with the Dean of Students Office.
Encouragement and support of DEI training for all student leaders, student employees and other volunteers connected to the Dean of Students Office by working with DoSO family departments.
Creation and marketing of a Dean of Students Office diversity, equity and inclusion statement by the end of FY 2022.
Review the office's core values and integrate DEI statement utilizing team and community feedback.
DEI efforts as a standing agenda item at all Dean of Students Office family and departmental meetings.
Community feedback mechanisms are created (electronic feedback form on office webpage, qualitative feedback from student interactions).
Identify community feedback review team, including Dean of Students Office staff members and community partners.
Community feedback team meets regularly to hold a comprehensive review of our policies and practices.
Dean of Students Office documents adjustments made as a result of feedback.
Create a DoSO family DEI advisory board comprising students, staff and faculty.
Creation and execution of at least two DEI initiatives each academic year.
Advisory board members have been identified, nominated and recruited.
Advisory board has received a clear charge and has begun regularly meeting.
Community therapist of color in the Shapiro Campus Center.
Prioritizing allocation of space.
Continue to market and educate the Brandeis community about CARE team and the resources available for our community in regards to mental health.
Actively engage in ongoing conversations around well-being checks and frequency of in-person interactions with students in crisis.
Community therapist of color is made available and accessible at the Shapiro Campus Center.
Utilize data of community therapist visits in order to adjust promotional efforts and support for our students.
Collaboration with campus partners to review survey data to inform our promotional efforts, support structures and policies.
DEI efforts as a component of conversation for annual reports and evaluations.
Adding DEI expectations to all job descriptions.
Work with the Brandeis University Staff Advisory Committee as it develops new evaluation criteria to make sure that DEI expectations are noted in evaluation process.
Annual evaluations job description review.
Annual review of DoSO DEI statement.
Ongoing meetings with BUSAC representatives scheduled and held.
Placing a physical symbol of inclusion, e.g., a fountain, in Chapels Field to commemorate the contributions of BIPOC to the legacy of Brandeis.
Work with Institutional Advancement to cultivate a donor for the community symbol.
Plan an annual day of recognition that commemorates and uplifts the contributions of BIPOC individuals to the Brandeis community.
Students actively involved in the planning of annual commemoration event.
Funding/donor is identified and plan created.
Diversity, Equity & Inclusion