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EDIC Retreat Summary Report January 11, 2019

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EDIC Retreat Summary Report January 11, 2019 EDIC Retreat Summary Report January 11, 2019 Desert Research Institute - Las Vegas, NV Table of Contents I. Introduction and Attendees 2 II. Institutional Structure of Diversity Officers 3 III. EDIC Planning 4 IV. Roundtable with Chancellor Reilly 4 V. EDIC Suggestions on “Closing the Achievement Gap” Summit 5 VI. “Inclusive Excellence” Training Overview 6 VII. Roundtable with Regent Lieberman and Michael Flores 6 VIII. Summary of Discussions and Action Steps 7 Attachment 1: EDIC Retreat Agenda 8 1 (CULTURAL DIVERSITY COMMITTEE 06/06/19) Ref. CD-4b, Page 1 of 8 EDIC Retreat Summary Report January 11, 2019 Desert Research Institute - Las Vegas, NV I. Introduction and Attendees The NSHE Equity, Diversity, and Inclusion Council (EDIC) held its second annual retreat on January 11, 2019 at the Desert Research Institute in Las Vegas, NV. This important forum provided space for NSHE institutional diversity officers and representatives to discuss issues related to diversity, as well as hold roundtable discussions with NSHE representatives. Agenda attached for reference (Attachment 1). Attendees EDIC Chair: Yevonne Allen - Truckee Meadows Community College Incoming EDIC Chair: Dr. Edith Fernandez - Nevada State College Amey Evaluna - Nevada State College Dr. Barbee Oakes - University of Nevada, Las Vegas Benita Wolff - University of Nevada, Las Vegas; School of Medicine Christine Haynes - Nevada System of Higher Education Joi Holiday - Nevada System of Higher Education Kelsey Carter - Desert Research Institute Lilly Leon Vicks - Western Nevada College Maria Marinch - College of Southern Nevada Patricia Richard - University of Nevada, Reno Moderator: Ashton Ridley - College of Southern Nevada Scribe: Vincent Nava - Nevada State College Special Guests: Dr. Thom Reilly, NSHE Chancellor Sam Lieberman, NSHE Regent Michael Flores, NSHE Chief of Staff 2 (CULTURAL DIVERSITY COMMITTEE 06/06/19) Ref. CD-4b, Page 2 of 8 EDIC Retreat Summary Report January 11, 2019 Desert Research Institute - Las Vegas, NV II. Institutional Structure of Diversity Officers Attendees used flip-charts to illustrate and explain where diversity, equity, and inclusion efforts are housed within their institutions. This also included explanation of the campus diversity officer situation within the organizational chart. 1. College of Southern Nevada a. Diversity officer position - Executive Director / Chief Diversity Officer b. Diversity officer direct report to - President c. Includes Office of Multicultural Affairs 2. Desert Research Institute a. Diversity officer position - Employment Manager, Human Resources b. Diversity officer direct report to - Human Resources Director c. 15% of position dedicated to diversity initiatives 3. Nevada State College a. Diversity officer position - Associate Vice President b. Diversity officer direct report to - President c. Office of Community Engagement and Diversity Initiatives - 16 employees 4. Nevada System of Higher Education a. Diversity officer position - Chief of Staff and Senior Policy Analyst b. Diversity officer direct report to - Chancellor c. Liaisons for NSHE system office and BOR 5. Truckee Meadows Community College a. Diversity officer position - Program Manager b. Diversity officer direct report to - Vice President c. Sits of President’s Cabinet d. Equity, Inclusion, and Sustainability Office - 4 Faculty Diversity Advocates 6. University of Nevada, Las Vegas a. Diversity officer position - Chief Diversity Officer b. Diversity officer direct report to - Executive Vice President and Provost c. Sits of President’s Cabinet d. Office - 14 employees 7. University of Nevada, Las Vegas; School of Medicine a. Diversity officer position - Director b. Diversity officer direct report to - Associate Dean 8. University of Nevada, Reno a. Diversity officer position - University Diversity and Inclusion Officer b. Diversity officer direct report to - President c. Sits on President’s Council d. Office - 4 employees 9. Western Nevada College a. Diversity officer position - Coordinator b. Diversity officer direct report to - Dean of Students 3 (CULTURAL DIVERSITY COMMITTEE 06/06/19) Ref. CD-4b, Page 3 of 8 EDIC Retreat Summary Report January 11, 2019 Desert Research Institute - Las Vegas, NV Recommendations and Discussion: It is beneficial to the institution when the campus diversity officer sits on the President’s advisory board. There is no consistency regarding the campus diversity officer position. Each campus, including NSHE, would benefit from having a dedicated position to diversity, equity, and inclusion initiatives. III. EDIC Planning The following topics were highlighted during discussion for future EDIC planning: 1. Clear path to action needed a. Possibilities - President’s Council, CDC 2. Stakeholder buy-in a. Community member diversity roundtable 3. Visibility of EDIC a. EDIC promotion at events and BOR meetings 4. EDIC Actionable Items a. System-wide platform defining all demographics of students b. Identifying and closing achievement gaps c. Sharing best practices d. Involvement with other system stakeholders e. Accessible software purchasing enforcement IV. Roundtable with Chancellor Reilly The roundtable discussion with Chancellor Reilly and Chief of Staff Michael Flores included the following topics: 1. Decisions need to be data informed 2. Remedial courses a. Overpopulated with students of color b. Needs remodel 3. Scaling-up success a. Recourses needed 4. Community forum 5. More action items needed 6. Foster youth initiative possibly added to EDIC a. EDIC recommends this be a separate taskforce 7. Closing the Achievement Gap Summit a. EDIC would like to be utilized as subject matter experts b. April 18, 2019 summit c. EDIC input and direction on summit requested 4 (CULTURAL DIVERSITY COMMITTEE 06/06/19) Ref. CD-4b, Page 4 of 8 EDIC Retreat Summary Report January 11, 2019 Desert Research Institute - Las Vegas, NV V. EDIC Suggestions on “Closing the Achievement Gap” NSHE Summit EDIC suggestions were communicated to Chancellor Reilly via email memorandum. This memo included suggestions received after the Student Success Summit, in addition to the following items that were discussed at the retreat. EDIC members have provided a list of suggested agenda topics and resources for a successful summit. Note EDIC is well positioned to provide suggestions for the summit agenda. Limitations of EDIC include organizing and implementing the summit. Data and Measures 1. Identification of individual institution designated: a. Achievement Gaps i. Identification of root causes b. Achievement Successes 2. Disaggregate data used at the “Student Success” Summit a. Graduation and Persistence Rates i. Race/Ethnicity ii. Gender iii. Intersectionality of Race/Ethnicity and Gender iv. Full-time and Part-time designation v. 1st Generation status vi. Pell-eligibility 3. Advisor to Student Ratio 4. Faculty/Staff Demographics a. Full-time only b. Academic Faculty, Administrative Faculty, and Staff disaggregated 5. Remedial student demographic disaggregation and system-wide gaps a. Gateway courses b. NSHE system office to take lead 6. Profile of student body a. Not all metrics are numerical b. Not all underrepresented populations are tracked c. IPEDS data does not track all students Goals, Benchmarks, Timelines 1. Percentage of Achievement Gap closing 2. Identification of resources needed in order to close the gap 3. Advisor to Student ratio closing 4. Program highlights 5 (CULTURAL DIVERSITY COMMITTEE 06/06/19) Ref. CD-4b, Page 5 of 8 EDIC Retreat Summary Report January 11, 2019 Desert Research Institute - Las Vegas, NV Speakers/Additions 1. Speaker to address Institutional bias 2. CCA Presentation 3. Lumina Foundation 4. Dr. Shaun Harper – USC , Black Students at Public Colleges & Universities 5. Deborah Santiago- Excelencia in Education a. Action Network and Seal of Excellence b. Factors that influence Latino College Completion 6. Dr. Estela Bensimon – USC, Equity Scorecard 7. Dr. Robert Livingston - Harvard University 8. ASU & CSU panel 9. Dr. Victor Saenz - UT College Station, MALES Project UT 10. Dr. Luis Ponjuan- UT Austin and College Station, MALES Project UT 11. EDIC Member panel 12. EDIC & Chancellor’s Diversity Roundtable a. 1 - 2 hours b. Chancellor Reilly c. Each institution’s President and Diversity Officer d. Prompt to be determined by EDIC and Chancellor Summit Organization 1. Roundtable-Style a. BOR, Chancellor, NSHE Presidents b. NSHE Presidents focus on their identified achievement gap c. Discussion focuses on resources institutions need to close the gap d. Potential single-area focus could be men of color students VI. Inclusive Excellence Training Overview Maria Marinch, College of Southern Nevada, provided an overview of the institutional Inclusive Excellence CAPE Certificate program. Participants must complete an established number of courses, complete related trainings, or complete an approved project to receive the certificate. VII. Roundtable with Regent Lieberman and Michael Flores The roundtable discussion with Regent Lieberman and Chief of Staff Michael Flores included the following topics: 1. Regent Lieberman believes that conversation will be more open at the summits versus at the regular board meetings 2. Regent Lieberman charged EDIC with the following items a. Be host to all diversity b. Be proactive 6 (CULTURAL DIVERSITY COMMITTEE 06/06/19) Ref. CD-4b, Page 6 of 8 EDIC Retreat Summary Report January 11, 2019 Desert Research Institute - Las Vegas, NV c. Create an action item list d. Achievement Gap Summit 3. Accessible
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