BIPOC Core Challenge #2
Goal 1:
Increased dedicated staff time, graduate work and/or equivalent work capacity for Multicultural Student Support via the DISC and/or a comparable office positioned to serve the entire campus.
- Better understand the process needed to secure this position within the DISC or equivalent
unit
- Explore approval via Graduate School; appropriate position that allows credits to be waived and a tuition stipend; standard GA requirements/standards?
- Explore options to increase staff position(s) to fulfill this capacity
- Secure soft-funding for a one-year pilot of the position, followed by an outcome assessment to evaluate the possibility of moving the position to base funding
- Provide more opportunities for students to interact with Black/BIPOC faculty and staff earlier on (in the semester), which will help to build a sense of community for Black/BIPOC students
- Dedicated to programming, scholarships, mentorship, support for students’ professional development/conferences; promoting BSU as a partner; academic support and advocacy
- Work with the Office of Financial Aid and other relevant stakeholders to evaluate the availability of current financial resources and any need for additional Emergency/Completion Grant funding for at-risk students and/or for underrepresented groups.
- Diversity and Inclusion Student Commons Program Manager
- Dean of Students Office and Dean
- Graduate School Dean
- Division of Student Success and VP
- Office of Student Engagement/ASMSU
- Financial Aid Director
Goal 2:
Increased opportunities for Black/African/BIPOC students’ voices and perspectives to be heard.
- Develop a BIPOC student committee within/reporting to ASMSU.
- Increase student and campus awareness of issues impacting Black/BIPOC students
- Division of Student Success and VP
- Office of Planning and Analysis
- Office of Student Engagement/ASMSU and Director
- Office of Institutional Equity and Director
- Office of International Programs
Goal 3:
Increased support for Black/African/BIPOC staff and faculty members.
- Further diversify staff and faculty hiring, with an emphasis on qualified Black/BIPOC staff and faculty hires
- Provide opportunities for Black/African/BIPOC faculty and staff to interact with one another earlier on (at start of hire), which will invoke a sense of community for Black/BIPOC staff and faculty; coordinate with GATHER in having regular meetings, opportunities for connection and community building among Black/African/BIPOC faculty and staff
- Dedicated to programming, research opportunities, mentorship, support for professional development/conferences; encourage academic support and advocacy for BIPOC students.
- Sustain and expand the Inclusive Excellence Faculty Hiring Initiative as one strategy for recruiting and hiring faculty with underrepresented identities
- Partner with recruitment committee in HR to examine equity in hiring practices
- Senior Diversity Officer
- Human Resources and CHRO
- Division of Student Success and Vice President
- Office of the Provost