Inclusion Plan and Updates
Information relating to ongoing inclusion efforts across groups on campus.
DePauw University's values are reflected in its 1837 charter, which declared that it was to be an institution "for the benefit of the youth of every class of citizens, and of every denomination, who shall be freely admitted to equal advantages and privileges of education." In the 21st century, these values of equity and inclusion require ongoing, committed, and disciplined effort. Valuing, respecting and engaging in difference makes DePauw and its students better citizens of the world. As DePauw looks toward the beginning of its third century and reflects upon its campus culture and values by considering who we are and who we want to be, this ambitious engagement must extend beyond the demographic makeup of the campus population. Successful leaders understand the value and contributions of diverse perspectives and practice inclusive excellence.
We aim to create a campus that encourages examination and dismantling of the historical, systemic and social barriers that inhibit inclusion and to respect and value the contribution of each person’s unique and multifaceted identity to the DePauw community. To reach these goals, DePauw aspires to provide a diverse and inclusive learning and living community that supports critical thinking and encourages all of its members to bring their own identities and life experiences to campus to engage actively, intentionally and respectfully with one another.
Campus Inclusion plan
Developed under the direction and leadership of the University's Diversity and Equity Committee, the campus inclusion plan for the 2015-2016 academic year was formally endorsed by the University's Board of Trustees in May of 2015.
- Update on Campus Inclusion Plan (Fall 2017)
- Update on Campus Inclusion Plan 2015-16 (May 2016)
- Building an Inclusive Community: DePauw University Campus Plan (June 2015)
- Executive Summary - Update on 2015-2016 Campus Inclusion Plan (December 2015)
- Update on 2015-2016 Campus Inclusion Plan (December 2015)
The DePauw Experience
Create an inclusive and welcoming experience for all members of a diverse student body that covers their entire journey as a member of the DePauw community from the time they are prospective students through their lives as engaged alumni/ae.
- Explore and implement methods to meet full demonstrated financial need (2016-17)
- Evaluate and modify multicultural recruitment process and experience and increase geographic diversity (2016-17)
- Conduct annual diversity, equity, and inclusion training for Admission staff (Ongoing)
- Incorporate diversity and inclusion and cultural competency in First-Year Orientation and Sophomore Institute programs
- Students in the class of 2020 participated in First-Year Programs
- Conduct annual cultural competency training for First-Year Orientation and Sophomore Institute staff (By Spring 2017 and Ongoing)
- Refine and deliver exit interviews (2017-18)
- Explore methods to target upper-class retention (2017-18)
- Identify alternative ways to enhance social opportunities and cross-organizational programming/events (2016-17)
- Develop educational programs and policies for inclusive philosophy in Greek Organizations (2016-17)
- Review and assess effectiveness of inclusiveness and cultural competency events and programming (2017-18)
- Gather data and develop plan to meet student needs with regard to cultural centers (Complete by 2018-19)
- In Progress
- Identify student social space for programs and events (2019-20)
- Compile demographic data on alumni participation in programming and giving
- Ongoing through the work of the Alumni Engagement Index (AEI)
- Conduct diversity, equity and inclusion training for Development Staff (2016-17)
- Conduct survey on alumni experiences with diversity and inclusion and outline a plan for more inclusive experiences (2017-18)
- Examine new ways to engage underserved alumni (August 2020)
Faculty efforts span every department and program, including the College of Liberal Arts, the School of Music and Honors and Fellows programs. In order to develop a more diverse faculty at all levels, but particularly in tenure-track positions, the University is committed to efforts that support faculty with ongoing professional development opportunities, not only in support of the curriculum, but also for pedagogical renewal and ongoing cultivation of inclusive classrooms.
- Review and update search procedures for faculty positions (2016-17)
- Academic Affairs and faculty committee are in process of updating procedures
- Require departments/programs to demonstrate efforts to increase diversity of candidate pools (2017-18)
- Work with Consortium for Faculty Diversity (CFD) to host 3 CFD scholars per year
- Began May 2016
- Develop relationships/reconnect with Historically Black Colleges and Universities (HBCUs) (Begin May 2016)
- Offer recommendations on alternative hiring strategies in support of diversity and inclusion (December 2016)
- Provide $30,000 per year for grants and programming to develop Power/Privilege/Diversity (PPD) course and inclusive pedagogies/classrooms (2016-19)
- Identify funding for future diversity and inclusion programming (2018-19)
- Include annual opportunities to develop knowledge and skills related to inclusive pedagogy and classrooms in faculty development events
- Identify future funding in support of International Experience (IE) Requirement (2018-19)
- Provide annual funding for faculty participation in Anti-Racist pedagogy across the Curriculum Workshop
- In place and ongoing – read write up from ARPAC Workshop here
- Develop process to gather information on term faculty member experience (2016-17)
- Provide supervisory training on team-building, conflict management, cultural competency and inclusion skills (2017-18)
- Provide annual workshop on cultural competency and/or conflict management/resolution (2018-19 and Ongoing)
- Review faculty awards and promotions to evaluate trends with gender and race/ethnicity (2018-19)
DePauw will work to attract a diverse pool of candidates for staff positions at all levels within the university, particularly in senior-level positions. Staff will be presented with annual and ongoing opportunities to participate in training, programs, and campus events, which support a climate of valuing diversity, equity and inclusion.
- Identify ways to recruit a diverse applicant pool. Provide plan and guidance to hiring teams emphasizing commitment to diversity, equity and inclusion. (2016-17)
- Measure and report annually on institutional and department progress on applicant pool diversity (2016-17 and Ongoing)
- Gather feedback and implement revisions annually to improve search and hiring processes (2017-18 and Ongoing)
- Provide consistent and regular training on hiring best practices and how to access cultural competency to staff departments conducting searches (2018-19)
- Develop instruments to identify turnover and create more effective exit interviews. (December 2016)
- Create and implement annual supervisory training on team-building, conflict management, cultural competency and inclusion skills (2017-18 and Ongoing)
- Provide annual workshops on cultural competency and/or conflict management/resolution (2018-19 and Ongoing)
- Review staff promotions to evaluate trends with gender and race/ethnicity (2016-17 and Ongoing)
- Offer, encourage and support participation in annual professional development opportunities, including those related to diversity, equity and inclusion (May 2017)
Review, recommend and implement new model of staff performance appraisal system (2018-20)
In addition to initiatives focused on specific groups on campus, an overall institutional approach to inclusion will encourage the entire community to come together in a shared sense of the importance of developing our capacity to live, learn and work together inclusively.
- Craft a new vision and mission statement
- In progress as part of strategic planning
- Implement DePauw Dialogue as an annual event planned by faculty, staff and students to develop cultural competency skills
- Administer annual student campus climate survey, including diversity and inclusion efforts. Review and enhance assessment tool and methods of communicating results as needed.
- Began 2015-16 academic year and ongoing
- Review faculty/staff campus climate survey results and provide recommendations
- Task force assembled and work is ongoing
- Administer biennial faculty/staff campus climate survey, including diversity and inclusion efforts. Review and enhance assessment tool and methods of communicating results as needed
- Completed and ongoing. Presented preliminary results in many sessions offered to faculty and staff 2015-16 academic year.
- Next climate survey to be administered during 2017-18 year
- Release report of safety concerns and initiatives undertaken to enhance safety (Summer 2017)
- Work with Greencastle community to create committee on safety and a plan to communicate its work
- Campus Community Liaison Committee created and meeting
Explore potential initiatives to positively impact health of employees (loan forgiveness, short term disability) (2017-18)
Curricular and Graduation Requirements
The University will provide support to faculty and a robust array of courses across the curriculum that will satisfy the Power Privilege and Diversity and International Experience requirements, strong enrollments in these courses.
- Develop criteria for identifying courses that satisfy PPD and IE requirements
- Complete and listed as such in course listings
- Submit courses to be considered for PPD and IE designation
- Complete and ongoing
- Offer funding and programming for new PPD course development and to develop curricular and pedagogical expertise
- May 24-27, 2016 Faculty Workshop. 30 faculty members attended four-day workshop.
- Leverage GLCA Global Crossroads Grant in support of IE requirement
- David Alvarez, Faculty liaison GLCA Global Crossroads Grant
- Report on students success in satisfying PPD/IE requirements, enrollments in PPD/IE designated courses, and number of students graduating with multiple PPD/IE courses (2017-18 and Ongoing)
- Requirement added 2016-17
Honors and Fellows Programs
Over the next five years, the top priority of the honors programs with regard to diversity and inclusion will be reaching a wider array of students with varied backgrounds and perspectives. Each program will hold the presence of a diversity of perspectives as a mark of excellence. In addition, programs will encourage faculty who teach in them to participate actively in professional development opportunities with regard to diversity and inclusion and will seek to give more diverse faculty members opportunities to teach in these programs, both to provide more varied perspectives in the classroom and to send more powerfully the message that these honors programs are open and welcoming to all students.
- Track diversity of applicants, interviewees, accepted and enrolled students as well as retention (2016-17)
- Honor Scholar program began this initiative 2016-17
- Consider messaging, application procedures, and criteria and process for extending invitations to interview and join program (2016-17)
- Consider strategic shifting of deadlines for application to coincide with other diversity initiatives (2017-18)
- Reach out to multicultural and international organizations to engage in intentional recruitment of lateral entries (2017-18)
- Review fall lateral-entry preview days and develop ways to draw more diverse students (2019-20)
- Consider creation of peer groups to positively affect retention of multicultural students (2019-20)
Each department and program and the School of Music will become actively engaged in considering the diversity and inclusivity of its curriculum, the inclusivity of pedagogies, and relationships between students and faculty and among faculty in the department and program, with a greater awareness of strengths and areas for improvement, and will develop plans for addressing areas for improvement.
- Provide departments, programs and the School of Music with demographic data on enrollments in majors and results of campus climate surveys and assistance in interpreting data (Annually)
- All areas should report annually on diversity and inclusion work (by 2021)
Provide a welcoming and engaging space for Greencastle residents, alumni and friends to interact on campus.
- Review and evaluate improvements to signage and accessibility. Identify ways to make campus more welcoming to Greencastle community.
- Ongoing. Signage is now in place on campus in a consistent manner.
Create a more detailed internal and external communications strategy to further enrich the relationships between invested constituencies, including but not limited to alumni, friends, faculty, staff, students and the wider Greencastle community.
- Rebuild University website to clearly state mission and vision of the University
- Part of current strategic planning initiative during 2016-18
- Conduct best practices assessment of internal communications and draft plan to identify internal and external communications strategies
- Part of current strategic planning initiative during 2016-18
- Administer survey on external communications preferences and conduct benchmarking and/or best practices assessment for external communications (2016-17)
- Implement updated external communications strategy incorporating inclusive practices (2017-18)
- Create working groups to address overscheduling and duplicity of University and student organization events and consider opportunities to create calendar of events that is accessible to all DePauw community members and the wider Greencastle community
- Working group created and meeting regularly
Promoting Learning and Community
Provide opportunities for campus groups and individuals to interact and learn with one another about the importance of diversity, equity and safety for all members of our community.
- Explore opportunities for partnering with local business leaders and organizations for activities that mutually engage DePauw and the surrounding community (2016-17)
- Explore incentivizing engagement in local community and school functions with measurable and positive impact on reviews (2016-17)
- Examine feasibility of incentivizing program for faculty and staff living in and near Greencastle (2018-19)
- Request establishment of local safety council in partnership with Mayor of Greencastle and local emergency and law enforcement
- Campus Community Liaison Committee created and meeting
Use campus climate surveys and safety statistics to assess trends regarding perceived safety and make suggestions to Diversity and Equity Committee (biennially)
Additional Action Items
Safety and Security
- $200,000 allocated to replace and update cameras and lighting on campus
- A Memorandum of Understanding with the City of Greencastle is in the final stages of completion and has been approved by the Univeristy’s Insurance provider and will soon be presented to the City of Greencastle Department of Public Works for approval by the City of Greencastle.
Prevention and Awareness
- Training for Administration will take place November 2016 and will be held annually
- DePauw Public Safety and local law enforcement has been invited to crowd control and demonstration training occurring in November 2016
- Student Athlete NCAA Presidential Pledge
Updates and modifications to the Association of African American Students house are beginning 2016-17 as well as other cultural spaces
Ongoing Diversity and Inclusion fundraising effort on behalf of the Office of Development and Alumni Engagement
- Re-consider alert system with communicated protocol including secondary system as well as direct communication with identity groups when an incident targets them
- In progress and currently under review
- Cameras in common areas of residence halls
- Recommendation being considered
- Conversations in all first year halls when an incident occurs
- VPAA VPSAL and Dean of Students met with RAs and students
- Session about bias incidents during Day of Dialogue 2016
- Emmett Riley will be conducting a session entitled “Implicit Bias on College Campuses” and Jeannette Johnson-Licon will be conducting a session entitled “What is the Bias Incident Response Team and How does it Function”
- Email to faculty/staff with instructions on how to support students in the wake of an incident
- Under consideration
- Increased training and education
- Ongoing. See 2016-21 Plan
- BIRT should follow up with students who report
- BIRT protocols found here
- Revise new-student orientation to include community and culture expectations
- Hold students accountable
- Students identified for University misconduct are held accountable through Community Standards Procedures found here
- Publicize BIRT system
- BIRT policies found here
- Jeannette Johnson-Licon will be conducting a session entitled “What is the Bias Incident Response Team and How does it Function” during DePauw Dialogue 2016
- Cancel classes after an incident of bias occurs
- The course and calendar oversight committee determines the academic calendar
- Policy revision to include a Policy on Procedures on Racial Misconduct, Racial Harassment, and Discrimination Statement
- Will be reviewed during summer policy revisions
- Office of Admission incorporate culturally-relevant admission essays for prospective students
- The President has requested the VP of Enrollment Management to review
- Required cultural competency training for student leaders
- Currently being reviewed and considered by VPSAL