Diversity, Equity, and Inclusion

Update DCL Health and Safety Check Procedures in two ways:

1. DCL staff will not enter rooms
2. room checks will be at times that students can sign up for

1. Holistic review of mental health needs

2. Equity staffing and transparency
   1. Ombuds hiring
   2. Public release of data

Item a: Completed.

3. Student Conduct Board will:
   1. Conduct outreach for membership.
   2. Provide training.

4. Update DCL Policy on room inspections

5. Update Policy on Banners and Campus Protests

6. Brandeis Policy on classified research.

7. Increase transportation equitability and accessibility by:
   1. Sensitive options other than police
   2. Open transportation routes during breaks
   3. Expand transportation routes to Market Basket Plaza

Item a,b,c: Completed.

8. DCL and Public Safety Accountability by:
   1. End excessive policing of student of color organizations via hiring students for student activities
   2. Monitor social media sites that target members of our community

Item b: Completed Ongoing.

1. Double “underrepresented” full-time faculty by 2021. Baseline 2015: 10 T/TT and 9 Contractual URM faculty = 19 Total. Per agreement, URM is defined as Black, Latinx, Native American/Alaska Native, Native Hawaiian/Pacific Islander, and Two or More Races.
   1. This program will identify candidates who would have emerged as a top choice from any relevant national search that would have been undertaken
   2. This program will target the hiring of candidates outside the regular search process based upon their ability to meet our need to diversify the faculty or the curriculum in significant ways.
   3. Set aside funding for up to two tenure track hires/year in addition to regularly scheduled faculty searches targeting candidates who will diversify our faculty or curriculum in significant ways
   4. Establish Target of Opportunity (ToO) Program
   5. Retain through mentoring and career development (overseen by the Provost).
   6. Academic Deans will annually participate in training in diversity hiring best practices
   * At the time of agreement, URM was defined as Black, Latinx, and Two or More Races. For the purpose of clear comparison to staff, graduate student, and undergraduate student data, we are including American Indian/Alaska Native and Native Hawaiian/Pacific Islander henceforth.

In process. Fall 19 data indicate 21 T/TT and 5 Contractual URM faculty = 26.

T/TT only. 10 to 21 is more than twice the goal. Achieved.

For all Full Time Faculty: 19 to 26, 73% of goal. In process.

Faculty retention mentoring program initiated with Dr.

2. Implement best practices associated with the successful recruitment of staff of color. Though not a quantified goal as with faculty, it is reported here. Baseline 2015: URM staff = 143, 10.3%. For comparison, URM is defined as Black, Latinx, American Indian/Alaska Native, Native Hawaiian/Pacific Islander, and Two or More Races.
   1. Diversity representatives for ongoing searches will meet monthly to share successful approaches to (but not limited to):
      1. increasing the diversity of the pool of applicants
      2. working on job ads
      3. contributions to search committee discussions on search criteria for all searches
      4. “For each search committee constituted, the chair of the committee and the diversity representative will go through training in diversity hiring.”

2. BUSAC will undertake the work to focus on the recruitment and retention of staff of color with the VP of HR and CDO/VP.
3. VP of HR will initiate a program to recognize staff for success in DEI efforts on campus or providing support for students of color
4. Increase minimum wage for all Brandeis employees.

Fall 19 data indicate 179 URM staff, 13.3% of total.

Item a: Diversity Representative system replaced with ODEI Search and Selection Training.

Item b: In process.

Item c: Under review.

Item d: Completed.

3. Undergraduate Admissions will increase applications from underrepresented students of color by 5-10% annually starting Fall 2017. URM is defined as Black, Latinx, American Indian/Alaska Native, Native Hawaiian/Pacific Islander, and Two or More Races.
   1. Increase outreach to underrepresented students of color by an additional 5,000 students, a 30% increase
   2. Expand visits to high schools with high enrollment of underrepresented students of color
   3. Expand work with community-based organizations (CBO’s) serving underrepresented students of color
   4. Maintain MKTYP and Posse
   5. Baseline 2015: URM Undergraduate students were 544 students, 15.0% of undergraduates.

Items a,b, c: Apps and Admits: 2015/6 had or exceeded 5-10% increase. 2017/20 did not. 2019-20 show negative growth. 

Matrics: 2015/6  and 2018 had or exceeded 5-10% increase. 2017, 2019-20 show zero or negative growth. Over this time, we ceased "gapping" financial aid.

Item d: MKTYP and Posse continue.

Item e: Fall 19 data indicate 649 URM students, 17.6% of undergraduates.

4. Launch a Task Force in January 2016 to focus on community college recruitment to result in two community college partners by Spring 2017.
   1. Convene Task force under SVP Students and Enrollment to recommend and initiate changes to degree guidelines to align with models supporting transfer students (President’s Office to complete by January 2016)
   2. Identify academic programs with capacity that would be targets of opportunity for articulation agreements (SVP of Students/Dean of Admissions to complete by Fall 2016)
   3. Initiate articulation agreement negotiation (SVP of Students/Dean of Admissions to complete by Spring 2017)

In Dec 2016, signed agreement with Honors Transfer Council of California (HTCC). Not a significant pipeline.

Need to create new community college options.

5. For graduate students, all deans will prepare recruitment and retention plans to:
   1. Increase the diversity of applicant pools with emphasis on underrepresented students of color. Plans will identify recruitment opportunities, mentoring, career development.
   2. Establish GSAS DEIS Scholars
   3. Baseline 2015: URM Graduate students were 197 students, 9.2% of all graduate students.

Item a: Completed and Ongoing.

Item b: Completed and Ongoing. 

Item c: Fall 19 data indicate 231 URM students, 10.8% of graduate students.

6. Accountability and Reporting
   1. Develop “report card” or Diversity Dashboard for regular reporting
   2. Develop comprehensive DEI training
   3. Implement DEI training in faculty orientation
   4. Administer Climate Surveys
   5. Review and Update Compliance Infrastructure

Item a: In process.

Item b: OEO, PARC, GSC, and DEI TED have initiated the “Doing Better at Brandeis” training series. In process. OEO Equity Training is mandated at Brandeis. Other trainings are optional.

Items c, d: Completed and Ongoing.

Item e: Completed. 

7. Dean of A&S, with a task force, will review undergraduate degree requirements.

Completed. New General Education DEI requirement.

8. CTL and the Committee for the Support of Teaching will offer faculty workshops on diversity pedagogy.

Completed. Ongoing.

9. Hire a Vice President for Diversity, Equity, and Inclusion.

Completed.

10. Hire a temporary student Ombuds.

Completed.

11. DEI training for all members of the senior management team, deans, department chairs, program directors, and division heads.

Completed for Senior Mgmt. Not completed for other groups. 

12. Hiatt Career Center will:
    1. Provide workshops specifically tailored to address issues faced by underrepresented students of color, with at least 1 targeting Black students ( at least 5 per semester).
    2. Hire a career counseling/professional development professional with experience in programming for students of color.
    3. Establish professional development speakers of color database available for faculty or staff to use in classes/staff to use in programming.
    4. Develop a pilot program of mentorship/coaching for students of color and the Brandeis Alumni Association.

Item a: Completed, Ongoing

Item b: Position never funded in Hiatt, but new hires since then have this skill. 

Item c, d: Complete. 

13. BCC will:
    1. Annually assess its capacity to provide culturally relevant support to students of all backgrounds.
    2. Adjust training and hiring of staff accordingly.
    3. Embed two counselors in the ICC and GSC

Item a: Completed, Ongoing.

Item b: Completed, Ongoing.

Item c: Complete.

1. Assess Brandeis equity compliance structure and advocate for organizational change, if needed.

2. Establish a centralized Office of Equal Opportunity (OEO).

3. Fully staff the Ombuds office.

4. Establish and deploy equity training to the entire campus.

5. Establish DEI Office for Training, Education, and Development.

6. Assume responsibility for:
   1. Deis Impact
   2. Brandeis Bridges
   3. #TheDialogues

7. Establish ODEI Student Advisory Committee.

8. Provide search and selection training for all faculty hires.

9. Work with the faculty senate to establish the DEISJ faculty committee.

10. Work with the Board of Trustees to establish the DEI board committee.
    1. Ad hoc
    2. Standing

11. Establish an online “Diversity Dashboard.”

12. Organize student forums to learn how they perceive diversity and what they would like to see as part of the Brandeis curriculum.

13. Separate the Intercultural Center and Gender and Sexuality Center into two distinct units.
    1. Establish individual center accounts and operating budgets
    2. Hire a Director for the GSC

14. Support the implementation of faculty and staff affinity groups.

In process.

Established Brandeis Pride. The LGBTQ + Staff and Faculty Association

15. Work with each student union diversity officer when appointed.

16. Counsel for students who are under Deferred Action against Childhood Arrivals (DACA), are undocumented without DACA, or have Temporary Protected Status (TPS) as well as access to other resources.