Diversity, Equity, Inclusion, and Belonging

Tasks

• Incorporate readings on historic and present examples similar organizations being racist and being anti-racist; prioritize time in team meetings and retreat to discuss these readings and brainstorm our own needed changes.

• Invite external review of our website, policies and other materials for examples of bias and oppression.

• Host at least one feedback forum each semester.

Cost impact: Once safely allowed in person, feedback forums will be hosted over a meal.

Criteria

• Review and process responses to anonymous feedback survey.

• Success for feedback forums will be measured by attendance, particularly of those who have not engaged with PARC previously.

Tasks

• Quotes, videos, statistics, readings and more will be intentionally sourced from BIPOC voices.

• Before any event or new training curriculum, PARC staff will review the content to ensure it meets the criteria.

Criteria

• All trainings and events will contain at least 50% quotes, videos, readings and/or statistics centered on minoritized identities as relevant for the subject.

• At least 50% of invited guests to team meetings, panels and other events will be BIPOC.

Tasks

• Recruitment for new team members will intentionally target populations underrepresented on our team through email outreach, soliciting nominations and more.

• The application and interview process will continue to center questions around privilege and recognition of bias as it applies to PARC's work; answers to these questions will continue to weigh heavily in decision-making.

• PARC will launch the PARC Accountability Process for working through conflict and harm between members of the team, including but not limited to in regard to race. (Completed February 2021.)

Criteria

• During each hiring process, PARC professional staff will review team member demographics and compare to current Brandeis demographics.

• PARC will continue to use the PARC Accountability Circle process and solicit feedback from participants afterward.

Tasks

• Collaborate with at least three units or clubs on events or initiatives each semester.

Criteria

• Solicit feedback from attendees at events and from collaborators after the events.

• Internally debrief all events and initiatives with regard to how BIPOC voices were centered and BIPOC individuals were included (or not).

Cost impact: PARC will contribute financially to these events and programs as relevant.

Tasks

• Review internal policies and materials for bias, oppressive language and other systemic racism.

• Professional and student staff will be asked to attend at least two professional-development events on these topics each semester, including but not limited to webinars, symposium, lectures and book clubs.

Criteria

• Policies, presentations, documents and other materials will continue to be reviewed on an annual basis, acknowledging that there will always be opportunities for change and improvement.

• Development for team members will be ongoing.