Anti-Racism Efforts at Adelphi

1. Launch Academic Diversity Implementation Team.
   • TheAcademic Diversity Implementation Teamwas launched Fall 2020
2. 评估课程、通识教育和机会，以提高有关种族、多样性和社会不公的教育要求。
   • A task force was formed and it has met with the General Education Design Team, The Office of Diversity, Equity, Inclusion and Belonging, and Marsha Darling (as previous ADIT Faculty Chair).
   • 该工作组正在准备关于整个大学反种族主义课程的建议。
3. Make recommendations related to hiring, mentoring, and retention of diverse faculty (and staff).
   • In 2020, the deans created mentorship programs to help retain untenured faculty and clinical faculty with an emphasis on how to mentor faculty of color.
4. Track and address microaggressions in the classroom experienced by BIPOC faculty and students.
   • Microaggression and Implicit Bias workshops completed for faculty in College of Arts & Sciences, College of Nursing and Public Health, School of Social Work, Athletics, Robert B. Willumstad School of Business, and the Gordon P. Derner School of Psychology
5. Examine systems of power at Adelphi that perpetuate racism including University-wide systems, college/school systems, department systems, union systems, and faculty senate systems.
   • 90% of all members of FCRTP and UPRC committees have taken Cultural Competence and Implicit Bias and Microaggression workshops.

Timeline:建议将于十一月前形成，并于十二月至八月间实施。

1. Launch Equitable Adelphi Action team, a student centered council.
   • The Equitable Adelphi Action team was launched Fall 2020.
2. Solicit curricular recommendations from a student perspective for the Academic Diversity Implementation Team to consider.
   • Recommendations were made by The Equitable Adelphi Action team to the Office of the Provost to:
     • decolonize the curriculum
     • add multicultural offerings throughout coursework, and
     • offer additional trainings for faculty to address issues regarding classroom climate
3. 为学生提供一个场所，建议对政策和协议做出必要的改变，以打击种族主义和其他形式的压迫、隐性偏见和微侵犯。
   • The Equitable Adelphi Action Team serves as a venue for students to recommend changes in policies and recommendations.
4. Create a venue for students to recommend changes necessary to the student experience for Adelphi’s BIPOC students.
   • Recommended changes from the Equitable Adelphi have included a new diversity training requirement for student organization executive boards, implemented in Fall 2020.

Timeline:Recommendations to be formed by November, implemented between December and August.

1. Develop evidence-based strategic diversity plans (with diversity statements) in each individual college and school, focusing on anti-racism, hiring and retention of diversity faculty and staff, and recruitment and retention of diverse students.
   • ADITrecommends that the Unit Diversity Councils review their respective strategic plans and make sure there is a focus on anti-racism. ADIT recommends that all unit websites should include a diversity statement.
   • CNPHDEIB Council chartered. Mission and Vision established. Educational programming for faculty and staff underway.
   • LibrariesDEIB Council chartered with mission established. Organized multiple events titled:Critical Knowledge Forum.
   • SSWcreated an Anti-Racism Taskforce that comprises faculty and administrators. They are working on concrete DEIB initiatives for faculty, students and curriculum.
   • The task force developed a glossary of terms and definitions that was shared with the SSW community.
   • As part of the accreditation process, theSSW’s Curriculum Committee will undertake an audit of all courses offered to evaluate content on DEIB and anti-racism.
2. Each college/school and department will conduct diversity tours to examine cultural artifacts or symbols that do not support diversity, equity, inclusion, and belonging to remove these barriers.
   • The completion of this item is deferred until Fall 2021 or later, following the lifting of pandemic restrictions.
3. Each department will explore curricular enhancement as it relates to diversity, equity, inclusion, and anti-racism.
   • 单位多样性委员会正在与每个系的教员合作。
   • Some faculty have made curricular changes and included specific assignments to address DEIB/antiracism
   • College of Professional and Continuing Studies
     • 完成对CPCS课程描述和课程大纲的审查，以评估多样性、公平性和包容性是课程的一部分的程度，并制定提交给CPCS学术事务委员会的建议。
     • 聘请了一名全职的BIPOC本科生项目助理院长，负责BIPOC 6名新兼职教师的招聘工作。
     • Inaugural CPCS UPRC and guiding document drafted. Will be vetted to ensure processes and procedures are in place for faculty promotion and retention that are aligned with CPCS DEIB ideals.
   • School of Social Work
     • SSW’s Curriculum Committee conducted an audit of all courses offered to evaluate content on DEIB and anti-racism.
     • 在2021-2022学年，SSW的整个课程将被修订，为重新认证做准备。
     • The Social Action committee organized social action activities for all BSW and MSW students focusing on racial justice as part of students’ co-curricular activities
     • Members of the Anti-Racist Task Force were involved in organizing the following school community events targeting students, alums etc:
       1. “Stop AAPI Hate: A Forum to Address Racism and Xenophobia”
       2. “Women, Power, and Leadership in the Face of Social Justice”
       3. Dean’s statement in response to the Atlanta/anti-Asian violence
       4. “不要碰我的头发”——一个由曼哈顿中心SW项目为SSW社区组织和赞助的活动。
       5. Supported a student-led group, Adelphi Students for Change, that organized and moderated an event on Trans Awareness. The event, “Becoming an Ally and Understanding the Transgender Community,” featured a keynote speaker and panelists.
       6. 支持一个由学生领导的组织，“阿德尔菲学生变革”，组织和主持了关于大规模监禁和重新融入社会的活动。
4. 在院系和学院/学校层面进行调查和焦点小组。
   • OARAA has reviewed and updated the University’s survey calendar with items related to the University’s anti-racism agenda.
   • OARAA presented results from the Higher Education Research Institute (HERI) faculty survey to a faculty open forum in October.
   • OARAA administered the Student Experience Survey (SES) and space planning surveys in March
5. 对重复发生第九条违法行为的部门进行多元化培训。
   • Five programs were designed earlier in Fall 2020 that can be customized to schools and departments:
     • Behavioral Styles
     • Interpersonal Communication
     • Inter-generational Communication and Values
     • Facilitated Conversations
     • Racism, Bias and Microaggressions.

Timeline:Recommendations to be formed by November, implemented between December and August.

1. Examine campus security procedures and guidelines through the lens of diversity, equity, inclusion and belonging. Reform any security procedures that are found to be unconsciously or consciously biased regarding race, religion, sex, and/or gender expression.
   • 肖恩·凯利上尉已被任命为该部门的DEIB官员。他被任命为非盟多样性理事会成员。
   • 所有职员和主管人员已经完成了探索DEIB参与的基础课程。
2. Conduct a campus-wide survey to gather information on perceptions of public safety.
   • To be completed during the 2021-2022 academic year
3. Form a public safety steering committee with an agenda on anti-racism.
   • To be completed during the 2021-2022 academic year

Timeline:November and ongoing

1. Implement implicit bias and diversity training for all department chairs.
   • All department chairs have been encouraged to sign up for the Diversity Certificate Program.
   • All departments have been asked to take an Implicit Bias and Microaggression workshop
2. 继续对所有教员选拔委员会进行内隐偏见培训。
   • All active faculty search committees have taken the training.
3. 对所有行政和员工选拔委员会进行内隐偏见培训。
   • 内隐偏见培训提供给了FCRTP、所有的prcs和所有的教员招聘委员会。
4. Ensure Board of Trustees, Deans, Executive Leaders, Deans, and Associate Deans complete diversity training.
   • The Board of Trustees engaged in multi-session diversity training.
   • DEIB Training was conducted for the President’s Cabinet (Executive Leaders/Deans/Associate Deans)
   • 此外，一些院长还参加了“高等教育的文化能力”研讨会。
5. Require all deans to ensure diversity in recruiting of faculty and staff
   • The dean and the search chair/committee review the position ad for DEIB language and discuss the parameters of position before it is approved for posting
   • 教务长办公室向招聘委员会和院长提供DEIB语言样本
   • Publication outlets reviewed for diverse placementsAll Faculty Ads include DEIB language
   • Dean and Search committee collaborate with School/College Diversity Council
6. 继续致力于使董事会多元化。
   • Five members of underrepresented backgrounds joined the Board
7. Include diversity training for employees of University partners including dining and bookstore partners.
   • All staff completed the Follett and NY State Diversity and Harassment training
   • All 50 associates and 13 managers and supervisors completed the Chartwells training
   • Any new hires will go through training prior to being assigned work shifts
8. Continue to use diverse suppliers and subcontractors for construction projects.
   • 一个协调一致的努力，使用不同的供应商和分包商的外包大学业务的每个方面。
9. Make diversity training available for all alumni leaders, and require it for those alumni who interact with students.
   • Unconscious Bias workshop presented to Alumni Council, Regional Chapters, and Affinity Group leaders as part of January 26th Alumni Advisory Council Meeting.
   • The Unconscious Bias workshop was presented to all alumni volunteers. 27 alumni leaders completed training to date.
10. Conduct pay equity studies for faculty and staff positions.
    • Estimated completion date, Summer 2021.

Timeline:Implementation to span September through August.

1. Raise awareness of test optional policies, contributing to increased student access.
   • Test optional review for fall 2021/spring 2022 approved by Faculty Senate;
   • Various units adjusted policies to accommodate test optional (i.e. Honors, LGSP, STEP, JDP)
2. Invite prospective students to experience multicultural events hosted by Adelphi, virtually or in-person.
   • Formal promotion of International Education Week events and Women’s Leadership Conference to prospective students completed Nov 2020. Events are ongoing throughout the year. Hispanic Partnership Program confirmed for July 2021.
3. Expand diversity and inclusion efforts in hiring and retaining admissions’ student ambassadors.
   • Full hiring did not take place fall 2020 due to scaled down visitor program/reduced in-person capacity.
4. 扩大招募历史上人数不足的社区的项目，包括但不限于大学意识日、西班牙裔大学准备计划、大学预科虚拟证书计划、双语材料和社区参与。
   • 大学认识的一天(CAD) was converted to virtual format and promoted to national audience. Attracted 10 schools; 47 students and 15 faculty spanning AZ, HI, and NY.
   • Hispanic Community Partnership Program定于2021年7月19日至23日;活动时间为每天上午10点至下午12点。该项目今年将接待多达50名学生。
   • Pre-College Certificate Programscheduled for Summer 2021 in online format at a low-cost ($50), allowing students who cannot attend an in-person program (due to geographical location, cost, time-commitment, etc.) to participate in alternative summer engagement opportunities.
   • University Admissions offered avirtual Spanish Information Sessionon 10/29/20. Spanish-translated Admissions presentation created as well as Spanish financial aid brochure.
   • University Admissions has participated in 11 panels/presentations (additional forthcoming) pertaining to college readiness.
5. 扩大总统学生成功奖学金和多元文化奖学金的筹款。
   • 在“捐赠星期二”和“捐赠日”活动中增加了“总统学生成功奖学金”。
   • 将MCC的活动加入到One Day to Give中，并持续与MCC合作，扩大他们的项目和筹款。
6. 为学生提供一站式服务，让他们更容易获得帮助，避免不必要的浪费。
   • 成立专责小组，发展一站式学生服务。
   • Developed an organizational chart and physical space schematic.
   • Virtual one-stop to be available Summer 2021.
7. Develop and implement a Student Success Coaching Model among diverse populations.
   • 于2020年9月推出教练项目。
   • Projected net yield is 85 students for first year.
8. Expand and promote multicultural clubs and organizations as well as multicultural counseling support.
   • Ongoing introductions and regular communication with student clubs and organizations are in progress.
   • Student groups can request microagression and implicit bias training and request the training as needed, and receive tailor made support.
9. Support the efforts of the LGBTQ+ Task Force, as we work to increase our Campus Pride index.
   • Created a process for transgender students who have not legally changed their names to have the ability to have the name they go by on their ID cards
   • Created a process for transgender employees who have not legally changed their names the ability to have the name they go by on their ID cards, electronic and print directory listings, and email name
   • Established scholarship opportunities for LGBTQ+ students and their allies
   • Established annual specific awareness and educational programs for LGBTQ+ students on healthy same-sex relationships
   • Created ongoing specific training for students and staff to identify at-risk students inclusive of LGBTQ+ individuals for depression, suicide, and mental health issues
   • Created empowerment groups specifically for trans and gender non-conforming students and queer people of color in addition to the LGBTQ+ Empowerment Group and LGBTQA+ First-Year Experience Cohort
   • The following are benchmarks still in progress to improve our Campus Pride Index score:
     • Create and introduce an LGBTQ+ Minor, certificate program, or other area of study (Academic Life)
     • Paid staff with responsibilities for LGBTQ+ support services (Support & Institutional Commitment)
     • Establish new all gender restrooms with showers in at least half of the residence halls on campus (Housing & Residence Life)
     • Resource center/office with responsibilities for LGBTQ+ students (Support & Institutional Commitment)
     • LGBTQ+ living space, theme floors and/or living-learning community (Housing & Residence Life)
     • LGBTQ+ organizations (Student Life)
     • Social Fraternity/Sorority
     • Academic resources, social support and inclusive programming for LGBTQ+ people with disabilities (Academic Life, Student Life, Support and Institutional commitment)
     • Programming and outreach to LGBTQ+ international students (Student Life)
     • LGBTQ+ and ally graduate student organization
     • Specific academically-focused LGBTQ+ student organizations (e.g., LGBTQ+ Medical Association, oSTEM, Out Lawyers Association) (Academic Life)
     • Annual funding that is ongoing and committed specifically to student leaders for attending statewide, regional and/or national events for LGBTQ+ awareness, personal development, enrichment and leadership (such as conferences, trainings, camps, etc.) (Student Life)

Timeline:Implementation to span September through August.

1. Develop and expand a LibGuide to profile the work of our faculty on the topic of racism and inclusion.
   • Purchased a significant number of materials, including books, journal titles, audio/video collection.
   • New LibGuide: Adelphi Libraries’ Diversity, Equity, Inclusion, and Access Resources.
2. Promoting the creative and scholarly work by our BIPOC community members, especially those works that discuss the subject of racism.
   • Purchased a significant number of materials, including books, journal titles, audio/video collection.
   • New LibGuide: Adelphi Libraries’ Diversity, Equity, Inclusion, and Access Resources.
3. Begin role as a designated Truth, Racial Healing, and Transformation (TRHT) Campus Center, working to erase structural barriers to equal treatment and opportunity on campus.
   • Fall 2020:
     • Presented in a university-wide forum.
     • Designed virtual template and began creating content for a TRHT Campus Center website.
4. Identify partnership opportunities between the University and community organizations that are working to advance justice for Black people.
   • Spring 2021:
     • Launched Adelphi’s TRHT Campus Center’s websitetrht.adelphi.edu
     • John Hope Franklin Distinguished Lecture, a virtual lectureStill Moving Toward Freedom: Black Lives Matter and the Truth, Racial Healing and TransformationMovements, presented by Dr. Charmaine DM Royal of Duke University
     • 本科生注册一个虚拟Rx治疗圈。从2021年2月26日开始帮助学生TRHT Rx治疗圈，在4月底的每个月的最后一个周五只安排额外的学生Rx治疗圈。与布朗大学的牧师杰梅因·皮尔逊，卓别林合作。
     • A virtual Rx Healing Circle. Facilitating faculty-only TRHT Rx Healing Circles in late April 2021.
     • 员工注册一个虚拟Rx治疗圈。将于2021年6月初开始为员工专用的TRHT Rx治疗圈提供便利。
5. Produce an annual report that shares progress on these important anti-racist, diversity, equity, and inclusion initiatives.
   • 数据分析与多元化、公平、包容和归属感办公室会面，正在审查DEIB的目标并确定报告的指标。

Timeline:Implementation to span September through August

1. Conduct an external audit of the systems for reporting of discrimination, bias, and abuse, including an evaluation of student conduct, Title IX, HR, public safety, residence life, the hotline and any other area which may receive regular complaints or reports.
   • 2021年3月完成系统外部审查。
2. Ensure people know how to report and where to report; consider a streamlined reporting process.
   • Creating a centralized complaint office with an assigned case manager.
3. 制定跟进程序(无论结果如何)，让投诉人知道情况已被调查，并就结果作出一般陈述。
   • Creating a centralized complaint office with an assigned case manager.
4. Implement a regular report on complaints made to identify systemic issues that need to be addressed. Act accordingly on all systemic issues identified, putting in place training and action plans within problematic areas.
   • As an outcome of the external review of systems, the Office of Diversity, Equity, Inclusion and Belonging will be supporting the work of the centralized office on this initiative.

Timeline:Recommendations formed by November, implemented between December and August.