Year Three Outcomes
Our journey continues with actions to promote systemic change for equity and enhance sense of belonging for all, with emphasis on inclusive hiring, faculty development, and student access.
Â鶹ÊÓƵ Pushes Toward More Equitable Future
To continue to move the work forward, the second phase of the inclusive excellence plan lays out specific actions to advance equity, includes accountabilities for leadership, and identifies metrics to measure progress.
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Goal 1: Learning, Curriculum, and Professional Development
- 100% of Â鶹ÊÓƵ leadership (Board of Trustees, President’s Council, Senior Advisory Council) engaged in year-long training on racial literacy and intercultural competence
- 34% increase in faculty attending (from 283 faculty in AY 19–20 to 380 faculty in AY 20–21); 85% of faculty participants indicated they learned something they will use to make their teaching more inclusive
- 2 schools led antiracist curricular development projects (SOE, CAS)
- DEI training included in new staff orientation
- Launch of recurring inclusive hiring manager training and inclusive hiring toolkit
- 3 new academic programs launched focused on Latina/o/x studies; Asia, Pacific and diasporic studies; and disability, health, and bodies
- 100% of Â鶹ÊÓƵPD officers trained on implicit bias and fair and equitable policing
Goal 2: Campus Culture, Climate, and Community
- 1st Â鶹ÊÓƵ Black Affinity Housing launched
- 1 new Disability+ Faculty and Staff Affinity Group for a total of 6: Black, Latino and Hispanic, LGBTQ+, International, and People of Color groups
- 2 new partnerships to increase faculty and staff access to diverse mental health providers
Goal 3: Policies, Processes, and Procedures
- 1,959 students designated chosen names, pronouns, or gender identity in Â鶹ÊÓƵ’s new self-service tool
- 1 new Office of Equity and Title IX launched to centralize reporting and enhance response to all bias, discrimination and harassment complaints for students, faculty, and staff
- $13M additional financial aid support for AY 20–21 as part of Â鶹ÊÓƵ’s Community of Care
- 74 laptop loans and 164 internet stipendsÂ
- 194 students offered on-campus emergency housing in AY 20–21
Goal 4: Access and Equity
- 100% of senior leadership searches used inclusive hiring practices resulting in more diverse hires
- $1.35M raised for access and equity-focused student support and scholarships, Â鶹ÊÓƵ’s second-best year on record
- 1st Board of Trustees Diversity, Equity, and Inclusion committee established
- 1st Â鶹ÊÓƵ Supplier Diversity Program under development
- 4 therapy groups established for Â鶹ÊÓƵ students from marginalized communities, led by diverse Â鶹ÊÓƵ counseling center therapists
- 47% of Â鶹ÊÓƵ’s 30 new tenure-line faculty and 28% of Â鶹ÊÓƵ’s 54 new term faculty hired in Fall 2020 self-identify as faculty of color. Overall, 22% of Â鶹ÊÓƵ’s full-time faculty self-identify as faculty of color as of Fall 2020.
Goal 5: Research, Scholarship, and Creative Work
- 48+ Antiracist Research and Policy Center faculty affiliates from across Â鶹ÊÓƵ schools
- 1st graduate student fellowship established to study the history of slavery in DC
Â鶹ÊÓƵ Adopts Chosen Name and Gender Identity Policy
Keeping Equity and Inclusiveness at the Forefront of Hiring
First-Generation Students STEP into Life at Â鶹ÊÓƵ
New Swahili, Persian, Portuguese, and Hebrew Language Programs
