DEI Council

DEI Council Goals

  • DEI
  • 18 September 2019
 
 

 

The Diversity, Equity and Inclusion Council is responsible for leading in the development, implementation, and monitoring of the university’s diversity strategic action plan. Council members are comprised of representatives from the following groups:

Division of Academic Affairs
Faculty Center for Teaching and Learning
Assessment
Library Services
International Center
Office of the Provost
Library Services
Bantivoglio Honors
Rohrer College of Business
College of Education
Henry M. Rowan College of Engineering
College of Humanities and Social Sciences
College of Performing Arts
College of Science and Mathematics
School of Earth and Environment

Administration
Public Saftey
Athletics
Center for Sports and Social Impact

Alumni Engagement/Advancement

Copper Medical School of Rowan University

Division of Diversity, Equity and Inclusion
Office of Student Equity and Compliance
Achieving Success through Collaboration, Engagement and Determination
Social Justice, Inclusion and Conflict Resolution

Facilities, Planning and Operations

Faculty Senate

Finance Division

General Council’s Office

Graduate School and Biomedical Science

Information Resources and Technology

Division of Student Affairs
Academic Advising
Admissions
Academic Success Center
Financial Aid
Global Learning and Partnerships
Office of Career Advancement
Student Engagement
Strategic Planning and Management
Student Enrollment
Strategic Enrollment Management
Wellness Center

School of Osteopathic Medicine

Student Government Association

Undergraduate and Graduate Students

University Relations

 

Strategic Priority Comittee 1: Creating a more inclusive and equitable campus community

Focus: Rowan Employees and Campus Community Environment

Co- chairs: Rihab Saadeddine & Chris D’Angelo

Goal 1 – Hiring Practices/Checklist

  • defining vacant positions/attention to the language used in job descriptions/diversity statement
  • diversity in job posting/posting in journals/recruiting for a diverse applicant pool
  • interviewing and hiring processes/interview questions connected to DEI
  • ongoing review of practices with regard to diversity/on-campus visit guidelines
  • on-boarding process and orientation
  • diverse search committee
  • diversity training for search committees
  • what expertise and talent our institution needs

Goal 2 – Professional Development

  • core values/competencies: our community not only need to reflect a variety of diverse backgrounds but also develop diversity and inclusion competencies.reinforced through basic training, orientation for new employees, general versus tailored trainings, diverse delivery methods (language, computer skills)
  • build capacity
  • examples: ensuring access; practicing equity and fairness by examining processes, procedures, practices, space allocation, budgets; asset based thinking/incorporate into departmental meetings and trainings/ongoing managerial level trainings
  • current HR Training: Unconscious Bias as part of the Leadership certificate and search committee training contains some diversity pieces.
  • what it means to be culturally responsive

Goal 3 – Ensuring an Inclusive Campus Climate

  • inclusive workplace, living, and learning environments where everyone thrives and feels welcome, supported, included, and valued
  • complexity of diversity: all in relation to the different identity groups; intersectionality of diverse identities
  • affirming culture and climate
  • equitable opportunities
  • building capacity for inclusion
  • building community through dialog and respect
  • what framework we are using (social justice framework)

Strategic Priority Committee 2: Recruiting, retaining and supporting a more diverse campus community

Focus: Student Outcomes and Support

Chair: Jeff Bonfield

Priorities:

  • examine student admissions patterns and provide recommendations
  • examine patterns of recruitment of underserved populations and provide strategies to increase eligible student recruitment from each segment of the population
  • evaluate retention and graduation gaps and recommend university wide strategies and opportunities to strengthening support structures designed to increase retention and graduation rates
  • evaluate financial aid awarding structure, unmet need cliff, and financial barriers and provide recommendations to address issues of college affordability

Strategic Priority Commitee 3: Promoting and Supporting Inclusive Teaching, Scholarship and Professional Development

Focus: Faculty/Staff

Co-chairs: Stephanie Farrell & Dawn Singleton

Priorities:

  • offer professional development opportunities for faculty and staff through the faculty center
  • create a repository of external grant opportunities and publication venues in the areas of diversity, equity, and inclusion
  • explore opportunities to incorporate diversity throughout the curriculum
  • provide access to inclusive pedagogy resources to all faculty
  • provide access to diversity and inclusion training resources and professional development opportunities for staff

To get involved in the DEI Council, please contact DEI@rowan.edu