Goal 1: Sustain an institutional commitment to diversity, equity, and inclusion to ensure our values, practices, protocols, and policies reflect this commitment.
- Develop an institutional definition for diversity, equity, and inclusion. Fall 2021
- Ensure college mission statement, strategic plan and other planning documents clearly articulate a DEI commitment and/or goals. Ongoing
- Foster open lines of communication on campuses for constructive feedback including dialogues, summits, town halls, and forums (Call to Action: campus leaders must host open dialogue and address campus climate). Ongoing
- Host annual diversity, equity and inclusion summit. Spring 23
- Conduct campus climate surveys for faculty, staff and students. Develop strategies based on climate survey results. Spring 23
- Design ongoing professional development opportunities for all employee groups. Fall 2022
- Review college/district practices, protocols, and policies through a DEI lens. (SEAP, SSEC, Student Services, Management Team (Ongoing)
- Conduct an inventory and document into one of the proposed goals all existing strategies, programs and resources to acknowledge the work already in progress. Fall 2021
Goal 2: Ensure student equity in access and achievement. (Ongoing)
Define and develop strategies as reflected in IVC’s 2020-2025 Strategic Plan, Goal 1: Ensure equity in access and achievement.
1.1 Reduce and eliminate the achievement gap among underrepresented students (VFS)
1.2 Reduce and eliminate the achievement gap for completion rates in transfer-level math and English. (VFS) (SEAP goal)
1.3 Reduce and eliminate the achievement gap between online and traditional classroom classes
1.4 Increase equity of access into college
1.5 Reduce and eliminate student Fall to Spring and Fall to Fall retention equity gaps
1.6 Cultivate a culturally responsive and inclusive learning and working environment free from explicit/implicit bias Spring 23
1.7 Cultivate a culturally responsive and inclusive learning and working environment free from institutional bias Spring 23
Goal 3: Create a faculty inspired and driven action plan to sustain inclusive classrooms and culturally competent/anti-racist curriculum. (Ongoing)
- Design professional development workshops to increase knowledge and understanding of cultural competency and diversity. (Ongoing)
- Faculty leaders engage in a comprehensive review of all courses and programs, including noncredit, adult education and workforce training programs (CCCCO Call to Action). (Ongoing)
- Determine effective practices and strategies to evaluate classroom and learning cultures, curriculum, lesson plans and syllabi, and course evaluation protocols. To include designing inclusive curriculum, evaluating courses for diversity of representation and culturally relevant content (CCCCO Call to Action). (Ongoing)
Goal 4: Ensure our workforce reflects the diversity of our students.
- Develop culturally responsive faculty and staff (classified and administrators) recruitment strategies. Spring 2023
- Ensure cultural competency and implicit bias training for all new employees and members of search committees. Spring 2023
- Ensure diverse representation on hiring committees. (Ongoing)
- Implement innovative hiring and outreach practices focused on diversity such as advertising faculty openings in websites, publications, professional associations in specific disciplines, and other groups targeted towards underrepresented academic communities.
- Revise procedures that address diversity, equity, and inclusion to reduce bias in the hiring process. Ensure supplemental interview materials are job relevant (to avoid inadvertently disadvantaging candidates). Establish culturally responsive screening criteria and interview questions.
- Design and implement “pipeline activities” to mentor underrepresented adjunct faculty.(Ongoing)