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Report on Diversity, Equity and Inclusion Efforts at the University of Colorado, 2020-2021

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Report on Diversity, Equity and Inclusion Efforts at the University of Colorado, 2020-2021 REPORT ON DIVERSITY, EQUITY AND INCLUSION EFFORTS AT THE UNIVERSITY OF COLORADO, 2020-2021 EXECUTIVE SUMMARY At the June 18, 2020, meeting of the University of Colorado Board of Regents, a resolution from Regent Jack Kroll prompted the regents to pass a motion tabling the resolution and referring it to a joint meeting of the Regents Governance and University Affairs committees to consider efforts to enhance of diversity, equity and inclusion (DEI) at CU. This meeting was held on Aug. 4, 2020, during which university leaders, including President Mark Kennedy, Chief Diversity Officer Theodosia Cook, and the campus chancellors, presented on recent activities and future plans to advance DEI at CU. This report provides a recap of those presentations and highlights deliverables the Board of Regents recommend be monitored in 2020-2021 to track and measure the progress of DEI efforts at CU. AUGUST MEETING OF REGENTS GOVERNANCE AND UNIVERSITY AFFAIRS COMMITTEES On Aug. 4, 2020, a joint meeting of the Regents Governance Committee, under the leadership of Regent Lesley Smith, and the University Affairs Committee, under the leadership of Regent Sue Sharkey, was held, during which system and campus leadership presented on their efforts to address DEI issues throughout CU. Kicking off the presentations on Aug. 4, President Mark Kennedy outlined achievements and current actions related to DEI at the system level, which include: CU Leadership Engagement: Efforts related to DEI are reflected in President Kennedy’s hiring of the CU system’s first chief diversity officer, who reports directly to him. Additionally, the executives responsible for diversity on the CU campuses report directly to Chancellors Michelle Marks, Don Elliman and Venkat Reddy. CU Boulder’s Chancellor Phil DiStefano has provided a substantive charge for meaningful action to his chief diversity officer. Diversifying System-Level Management Team: President Kennedy diversified CU’s leadership ranks, including hiring five women, four leaders of color and a veteran. Additionally, the management team includes significant diversity in gender, race, religion, political persuasion, national origin and sexual orientation. The CU Foundation 1 added three highly qualified board members – a woman and two leaders of color. Diversity, Equity, Inclusion and Access Part of Strategic Plan: Diversity, Equity, Inclusion and Access was adopted as one of the four pillars of the Leaning into the Future strategic plan, which will be finalized in 2021. Roughly one quarter of the metrics established address DEI, including increasing the percentage of students, faculty and staff from diverse communities; improving graduation rates overall and specifically, for those from diverse communities; and measuring the feeling of belonging at CU annually via a climate survey to be benchmarked against peer institutions to determine the degree every segment of our community feels accepted and supported. IMMEDIATE ACTIONS Additionally, during the Aug. 4 meeting, President Kennedy and the campus chancellors directly addressed eight immediate actions: 1. The president and campus chancellors will assess the “use of force” policies of CU campus police and ensure the policies, practices and procedures align with Colorado law passed during the 2020 legislative session. The campuses reported that they and their community partners are complying with the state's nation-leading law SB20-217. Among other things, the bill institutes immediate prohibitions on certain uses of force, such as chokeholds, and requires officers to report if they observe such tactics. The bill also requires use of body cameras by July 1, 2023. The campuses reported that their police have already implemented the required use of force and body camera policies and programs. Finally, the bill requires training on new procedures by Sept. 1, 2020. All campus police departments have completed or taken steps to implement new training requirements before the legislative deadline. The Auraria campus that includes CU Denver is establishing an advisory board for its police department. CU Denver's representative will be Omar Montgomery, head of Black Student Services. 2. The recently-appointed working group examining CU’s relationship with Colorado Correctional Industries shall provide recommendations on the future of this business relationship. Senior Vice President of Strategy, Government Relations and CFO Todd Saliman worked with shared governance groups to assemble a group comprised of faculty, staff and student representatives to explore how best to modify CU’s relationship with Colorado Corrections Industries to address community concerns. Following numerous meetings, including with CCI and Department of Corrections leadership, and inmates in the program, the CU working group recommended the university alter its relationship with CCI. As a result of this recommendation, CU will continue to consider CCI as a vendor for its furniture contracts, but the university will no longer use it as an exclusive provider. 2 Additionally, based on presentations made at the Aug. 14, 2020, University Affairs Committee meeting on higher education opportunities in the Colorado Department of Corrections facilities, CU Denver is beginning discussions for expanding the work of Professor Stephen Hartnett from the Department of Communications. The current focus is developing a third-party funding strategy to support a five-year pilot program offering a certificate in strategic communication. Initial campus meetings will take place in mid-September to be followed by meetings with Colorado Department of Corrections leadership. The timeline will depend on the pandemic subsiding and CU personnel being able to access correctional facilities. 3. The University of Colorado Foundation does not currently and shall not make any future investments in private prisons. The CU Foundation has no investment in private prisons. Investment in companies at least 50% owned by women and/or people of color represent 14.2% of investments by asset managers, significantly higher than the 1.3% national statistic. The Foundation’s exposure to companies that support hiring the formerly incarcerated has recently increased to 6.6%, up from 1.5%. 4. CU Denver and the CU Anschutz Medical Campus are pursuing federal designation as an Hispanic Serving Institution. Chancellor Michelle Marks will engage the board in discussions about how to achieve this designation. Chancellors Marks and Elliman have affirmed their commitment to take actions necessary to secure designation for CU Denver and CU Anschutz as an Hispanic Serving Institution once they qualify. 5. The admissions staff and our faculty will explore alternatives to the ACT/SAT standardized tests as an entrance requirement. (Will be considered at the University Affairs Committee meeting on October 15, 2020). Vice President for Academic Affairs Michael Lightner is leading an effort to explore whether standardized tests as an entrance requirement introduces bias into CU’s recruiting process and to consider alternatives. A recent state law change allows CU to suspend the use of these tests for the year ahead. Lightner will work with faculty and others who have a role in this decision to determine whether to seek longer term authority from the state for different admissions criteria. He is also exploring policies to ensure the use of digital tools to establish test integrity are not used in a manner that would cause bias. 6. The president will continue to find ways to invest Presidential Initiative funds in the realms of civic education, diversity and inclusion. Presidential Initiative funds are being used to advance DEI goals including supporting the efforts of CU’s chief diversity officer to coordinate diversity-oriented programs and initiatives in close collaboration with senior leaders and campus diversity officers; supporting the strategic planning process, one of the pillars of which is Diversity, Equity, Inclusion and Access; and funding pre-collegiate programs for underrepresented 3 communities, diversity summit expenses, the President’s Diversity Award, the annual climate survey, the forthcoming diversity marketing campaign, and various efforts on the campuses to expand diversity. 7. The president and the leadership team will undertake a review of all diversity-related training and professional development programs to determine their extent and effectiveness, and to develop new mandatory training programs for faculty and staff that focus on anti-racism and anti-bias. Vice President of Administration Kathy Nesbitt and Chief Diversity Officer Theodosia Cook have developed a framework for enhanced training programs to add climate training to our current compliance focused training. They are identifying available programs and hope to have a program in place by October 2020. 8. The president will form a committee of faculty, staff, students and alumni to review procedures for naming buildings and recommend a new name for Temporary Building 1 that honors the building’s significance in CU’s own civil rights challenges. Chancellor Phil DiStefano is seeking input on potential names for CU Boulder’s Temporary Building 1 and is likely to seek the regents’ approval under the regent naming policy that allows for honorary names in fall 2020. The Los Seis memorial art is under a temporary permit until the Art Committee Chancellor DiStefano appointed develops policies and procedures for art on campus. The committee’s efforts have been delayed due to COVID-19.
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