May 25, 2016 CDI Retreat Meeting Summary
President’s Commission on Diversity & Inclusion Retreat
May 25, 2016
2. Members Present
Mary Ontiveros, Shannon Archibeque-Engle, Rebecca Atadero, Carolina Banuelos, Albert Bimper, Anita Bundy, Dan Bush, Lynna Dicamillo, Marco Durazo, Oscar Felix, Vanessa Hayward, Kay Holman, Pam Jackson, Bridgette Johnson, Alexis Kanda-Olmstead, Linda Krier, Kelly Long, Kyle Oldham, Arlene Nededog, Lisa Pappas, Diana Prieto, Jimena Sagas, Jennifer Schneider, Malcolm Scott, Herman Shelton, Katy Sisneros, Megan Skeehan, Ashley Stokes, Mary Stromberger, Leslie Taylor, Karen Tran, Ria Vigil, Cori Wong.
3. Group Formation
One of the students’ recommendations after the rally in November 2015 was the development of an advisory board. Tony Frank asked for this board to be a President’s Commission. The PCDI was formed in Spring 2016 by restructuring a former campus group called Diversity Initiatives. All colleges, divisions, employee councils and critical student organizations are represented on the PCDI.
4. President’s Charge
President Tony Frank gave a charge to the group noting that although progress has been made there is much work that is still to be done. He asked that the Commission understand the issues and commit to seizing the opportunity to move forward and make a difference. While the President’s Commission carries the imprimatur of that office, it is an independent body. And, as an arm of the University, it should hold everyone accountable including the President’s Office. It should become “an institutional conscience.” He thanked members for their time and service, recognizing that the debate of issues won’t be easy, but can make a difference.
5. Commissioner Identification of Issues
Commissioners brainstormed a list of issues on campus that speak to creation of the commission. Some of these included:
- Demand –Student movements are in the national spotlight.
- Different initiatives are happening in different areas on campus – we need to create a mission statement that will connect and celebrate what others do.
- What do we need to do as an institution to live our mission?
- Gaps – focusing on data – retention, graduation, 1st
- Employee level – differences gaps.
- How do we help others to see things differently? Experiential reality.
- Not seeing a holistic framing — affirming and valuing diversity.
- Students experience discrimination by faculty and other students. They need support in the classroom.
- Students are not aware of campus resources and where they can be heard.
- Creating safe places for people. What do we need to do to make that happen?
- Allies are important and we need their voices; how do we engage others.
- Inclusive learning as a requirement.
- Need to have long-term goals, but we also need some quick wins for diversity.
- Need to stay consistent – need some steps to change inclusion on our campus
- Succession plans for baby boomers — important catalysts who will be leaving us.
- We need to make changes. And create accountability measures for these changes
- Need to celebrate successes on campus – what are best practices?
- How can we expand this to include the community?
6. MCOD Model
MCOD Model was presented by Shannon Archibeque-Engle to the group.
7. Mission and Vision
The Commission reviewed and discussed the President’s Charge. Some points of discussion included:
- Need to establish benchmarks
- What survey analysis is needed/already exists? Campus climate survey, department surveys, etc.
- The Commission will create our conscience and hold everyone on campus accountable — how do we systemize that accountability?
- The goal of having graduation rates and retention rates with no gaps.
- Funding for academic support coordinators – what types of things will we offer? Incentives
- Teaching, research and service
- Celebration – Commission should celebrate what is being done on campus — best practices
- Welcomed, valued and affirmed – need to add all three words
- Need to build in the Principles of Community
A subcommittee was formed to work on the Mission and Vision Statement based on the charge. Members who volunteered include: Kay Holman, Arlene Nededog, Ria Vigil, Kelly Long, Ashley Stokes, Shannon Archibeque-Engle, Oscar Felix and Megan Skeehan.
8. Hiring Subcommittee Report
Charge: come up with recommendations which we review and forward to the President
There was discussion around the document Shannon presented:
- Recommendation was to hire professional EO directors
- Whose job is it on a search committee to advocate for diversity? The chair of the committee? A member?
- There is language that could be put into all job descriptions regarding diversity. Would like to make it a requirement. Is there an evaluation process for this?
- Training — Refresher training for all current EO directors. Could be best practices from other departments that are doing it well; Current search chair training could be extended and it could be incorporated.
- Add considerations for when a search fails.
- Include in job description What is Colorado State University; what does the institution stand for?
The Hiring Subcommittee will reconvene and develop a second draft
9. Next Steps
- Development of diversity plan – need volunteers – will ask at the next meeting
- Funding is needed for website, retreats, meeting rooms. Additional funding could be requested for professional development; bringing speakers to campus; supporting smaller efforts going on across campus; letting the campus know what is happening across campus (flier, video).