Goal 6 Initiatives

Green Dot 

#5 Comprehensive Review of All Existing Policies & Practices

A proposal to review thoroughly all existing policies and practices in order to ensure diversity best practices are met.

Research needed on staffing and financial resources necessary to complete this initiative. We propose that the DSPC cost-out and flesh-out two possible avenues for this initiative – a) using an external consultant and b) using internal resources. We affirm the importance of this comprehensive review, and want to ensure that it will occur internally, even if the DSPC determines that it is not possible to hire an external consultant to perform this review.  This initiative very powerfully advances goal #6 and will have broad and deep impact on campus.

Green Dot

#14 External Auditors

Proposal to hire a professional, neutral and experienced external consulting group to oversee and possibly implement the phases of this initiative. Consultant(s) would consult with many College stakeholders as part of this audit.

Research needed on cost of external consultant.  This initiative very powerfully advances goal #6 and the College’s mission and will have broad and deep impact on campus.

Green Dot

#35 Intergroup Relations Program

The Intergroup Relations Program, a partnership of the Provost’s Office and the Office of Multicultural Life, would work to foster conditions for intergroup contact that include ‘equal status between the groups, opportunities for self revealing interactions, and equalitarian norms endorsed by relevant authority.’ Additionally, the IGR would seek to create shared knowledge and vocabulary around intergroup relations more generally.

Research needed on staffing and financial resources necessary to complete this initiative. This initiative very powerfully advances goal #6 and will have broad and deep impact on campus.

Green Dot

#65 Diversity Assessment Mechanisms

Regularly assess campus climate, diversity-related programming and student learning using a variety of surveys, community conversations, and other tools.

This initiative very powerfully advances goal #6. Research needed on staff/financial resources needed.

Green Dot

#56 Assessment of DSPC Goal #2: “Actively recruit and retain a student body with increasing numbers of students from historically underrepresented and marginalized groups.”

Assess Admissions recruitment practices, support structures and retention of students.

Research needed on staffing and financial resources necessary to complete this initiative. This initiative very powerfully advances goal #6 and will have broad and deep impact on campus.

Green Dot

#63 Assessment of DSPC Goal #3: “Actively recruit and retain more faculty and staff from those racial and ethnic groups that have had limited access to careers in higher education.”

Assess hiring practices, support structures and retention of faculty and staff.

Research needed on staffing and financial resources necessary to complete this initiative. This initiative very powerfully advances goal #6 and will have broad and deep impact on campus.

Green Dot

#67 Diversity Office/Administrator

Appoint central office & person to collect, organize, and disseminate all campus-wide programming, HDGE courses, activities and events in the Lehigh Valley, and training opportunities, that are distinctly connected to diversity.

This initiative powerfully advances Goal 6 and will have broad & deep impact on campus. Research needed on potential staffing configurations and costs.

Green Dot

#68 Diversity Public Relations

Develop effective internal and external communication efforts that signal a clear message that diversity is a core institutional value

This initiative powerfully advances Goal 6 and will have broad & deep impact on campus. Research needed on staff and financial resources needed to fulfill initiative.

Green Dot

#70 Further Funding for Diversity Initiatives

Develop financial resources that will enable the College to fully meet its diversity strategic planning goals.

Research needed on how necessary to complete this initiative. This initiative very powerfully advances goal #6 and will have broad and deep impact on campus, especially over the long run.

Yellow Dot

#10 Diversity Component to Teacher Evaluations Yellow

This initiative proposes the addition of a diversity component to end-of-semester course evaluations.

Exploration needed on various instructor evaluation options and related costs. Integration with DLE and HERI surveys important. DLE and HERI surveys can provide institutional longitudinal assessment of new initiatives or faculty development approaches.

Yellow Dot

#69 Diversity & Equity Committee

Create a Committee on Diversity and Equity, including members of the Board, employees, alumni, and students to oversee and make recommendations about engagements with diversity in hiring, admission, development, curriculum, and campus life.

Further research needed on this initiative to assess the potential for broad/deep impact and potential cost.

Red Dot

#45 Promotion of Diversity-Related Events Red

A proposal to provide incentives for students to attend diversity-related events, such as extra credit or class requirements.

This initiative is not feasible because we cannot insist that faculty require their students to attend diversity events. The core concern of this initiative – encouraging students to attend events – can be accomplished in other ways. 

We did not evaluate the following initiatives because they seem more closely aligned with other goals:

  • #8  Diversity Appreciation Requirement
  • #16  Faculty Diversity & Safe Space Training
  • #20  Full-time personnel to assist Multicultural Life
  • #39  Meeting Points Series