Fall 2020

Ohlone College: Vision for Success Diversity, Equity and Inclusion Task Force College Strategies

Dr. Eric Bishop | Superintendent/President Ohlone College Vision for Success Diversity, Equity and Inclusion Task Force Local Strategies

Preface

In spring of 2020 the California Community College Chancellor’s Office released the report of the Vision for Success Diversity, Equity and Inclusion (DEI) Task Force. Later in the spring, reacting to a national calling for the end of systemic racism and a barrage of racially based assaults, the Chancellor issued a Call to Action. The Call to Action directed colleges to advance the review and implementation of the DEI Task Force Recommendations. The strategies and associated activities were written and presented from a state-wide perspective. As our college community works to become a fully diverse, inclusive and equitable institution throughout, this document serves as a tool to validate the work of the DEI Task Force and to localize the recommendations and strategies so that they apply to Ohlone College. Operationalizing activities into our culture is a method of ensuring we can fully be a DEI institution in which students, faculty and staff feel unconditionally welcome. Utilizing the work of the task forces also allows the college to be inline with state initiatives. This document does not operationalize every activity and recommendation listed in the full DEI report. A number were directed towards the Chancellor’s Office, but it does create a framework for planning and collaboration that moves us toward our calling.

Dr. Eric Bishop Superintendent/President

Ohlone College Vision for Success Diversity, Equity and Inclusion Task Force Local Strategies | Page | 2

VISION FOR SUCCESS DIVERSITY, EQUITY AND INCLUSION TASK FORCE BACKGROUND: During the November 2018 Board Meeting, the Board of Governors for the California Community Colleges started examining this issue and saw the Campaign for College Opportunity’s report Left Behind as a call to action. As a result, they asked for a more formal examination of this issue in the college system. To address the fact that faculty and staff are not representative of the racial and ethnic diversity of the students that they serve, the Board requested that the Chancellor’s Office establish a Faculty Diversity Task Force, now renamed the Vision for Success Diversity, Equity and Inclusion Task Force (DEI Task Force) in November 2018.

CALIFORNIA COMMUNITY COLLEGE CHANCELLOR’S OFFICE DEI TASK FORCE MEMBERSHIP

Hildegarde Aguinaldo Ebony Lopez Board of Governors Member Diversity Task Force Liaison CCCCO Dr. Edward Bush Marissa Perez President, Cosumnes River College CCLC CEO CCLC Trustee Board Member Board Member Irma Ramos Mayra Cruz ACHRO/EEO Member, Vice Chancellor of HR at North Academic Senate for California Community Orange County Community College District Colleges Greg Smith Sandy Fried ACHRO/EEO Member, Associate Vice President of HR Executive Director of the Success Center for at Shasta College California Community Colleges Dr. John Stanskas Dr. Martha Garcia Superintendent/President of Academic Senate for California Community Colleges Imperial Valley College and CCLC CEO Board President (Co-Chair) Member Dr. Loren Steck Dr. Daisy Gonzales CCLC Trustee Board Member Deputy Chancellor CCCCO (Co-Chair) Fermin Villegas Dr. Devon Graves General Counsel CCCCO Research Fellow, Success Center for California Community Colleges Alexis Zaragoza Board of Governors Student Member Nadia Leal-Carrillo

Director of Policy Development, Success Center for California Community Colleges

Ohlone College Vision for Success Diversity, Equity and Inclusion Task Force Local Strategies | Page | 3 IMPLEMENTATION STRATEGIES: SNAPSHOT EXAMPLES

Institutional

Vision for Success Commitment 2: Always design and decide with the student in mind

Strategy A: The California Community Colleges Chancellor’s Office (Chancellor’s Office) to engage and collaborate with statewide stakeholders to implement the systemwide integration plan for diversity, equity and inclusion. • Tier 1 Activity: Board of Governors to establish an accountability body to monitor the implementation of the systemwide diversity, equity and inclusion integration plan. Strategy B: Develop culturally responsive faculty and staff (classified and administrators) recruitment strategies. • Tier 1 Activity: HR and Academic Senate for California Community Colleges (ASCCC) to establish first-year experience support structures for employees.

Individual

Vision for Success Commitment 2: Always design and decide with the student in mind

Strategy A: Provide campus-wide cultural competency and implicit bias training. • Tier 1 Activity: Chancellor’s Office create an online module on cultural competency, implicit bias, and longitudinal analysis to upload to the Vision Resource Center and any relevant websites. • Tier 2 Activity: Association of Chief Human Resource Officers (ACHRO), Association of California Community College Administrators (ACCCA), Association of Chief Business Officers (ACBO), ASCCC, classified senate leaders and union leaders to develop principles to integrate cultural competency into all existing statewide association certificate programs.

Ohlone College Vision for Success Diversity, Equity and Inclusion Task Force Local Strategies | Page | 4 INTRODUCTION: The DEI Task Force report provides a number of activities to be completed in a prioritized manner, and those were created with the following guidance: Tier 1 Activities are those the task force believes can be achieved in a one-two year timeline and with existing resources. Tier 2 Activities are those that the task force believes can be achieved in a three-five year timeline and require additional funding. The plan concludes with a list of best practices associated with these activities. The below Vision for Success Commitments are taken as presented and in the order of the original task force recommendations.

LIST OF INSTITUTIONAL DIVERSITY STRATEGIES

VISION FOR SUCCESS COMMITMENT 2: ALWAYS DESIGN AND DECIDE WITH THE STUDENT IN MIND

Strategy Tier Activity Responsible Party Require recordkeeping of hiring Strategy A: Use data process decisions to allow for to understand specialized statistical analysis of key present and future 1 hiring to measure impact and Human Resources local workforce progress towards increasing the needs. diversity of faculty and staff (classified and administrators) Expand longitudinal data analysis requirements to include measurement of specific selection VPAA, Program 2 criteria for adverse impact. [Embed Review Committee, measurement criteria into Ohlone Faculty Senate College’s Program Review and Program Initiation processes. STRATEGY B: THE COLLEGE ADMINISTRATION TO ENGAGE AND Board of Trustees and COLLABORATE WITH President/Superintendent to establish an COLLEGE-WIDE accountability body to monitor the 1 Board of Trustees STAKEHOLDERS TO implementation of the college-wide IMPLEMENT A COLLEGE- diversity, equity and inclusion WIDE INTEGRATION PLAN integration plan. FOR DIVERSITY, EQUITY AND INCLUSION.

STRATEGY C: DEVELOP HR to establish first-year Human Resources, 1 CULTURALLY RESPONSIVE experience support structures for Professional

Ohlone College Vision for Success Diversity, Equity and Inclusion Task Force Local Strategies | Page | 5 VISION FOR SUCCESS COMMITMENT 2: ALWAYS DESIGN AND DECIDE WITH THE STUDENT IN MIND

Strategy Tier Activity Responsible Party FACULTY AND STAFF all employees. Development (CLASSIFIED AND Committee, College ADMINISTRATORS) Council RECRUITMENT The college will review desirable Human Resources, STRATEGIES. qualifications for EEO Advisory intentional/unintended hiring Committee, Faculty barriers. Senate Disseminate information on how Human Resources, selection committees may utilize College Council, EEO minimum and desirable Advisory Committee qualifications to select candidates.

VISION FOR SUCCESS COMMITMENT 4: FOSTER THE USE OF DATA, INQUIRY, AND EVIDENCE

Strategy Tier Activity Responsible Party

Strategy A: The Ohlone College Board of Trustees will publicly review Equal Employment The Board of Trustees will adopt Board of Trustees Opportunity (EEO) 1 plans as an action EEO plans as an action item in a and Human item and review public meeting. Resources progress towards activities associated with the District EEO plan.

VISION FOR SUCCESS COMMITMENT 5: TAKE OWNERSHIP OF GOALS AND PERFORMANCE

Strategy Tier Activity Responsible Party Human Resources, Review existing evaluation Strategy A: Encourage Bargaining Units, procedures. diversity-focused Faculty Senate 1 criteria in employee Review faculty, administrator and Human Resources, evaluations and tenure staff evaluation procedures using Bargaining Units review. Encourage existing consultative structures.

Ohlone College Vision for Success Diversity, Equity and Inclusion Task Force Local Strategies | Page | 6 VISION FOR SUCCESS COMMITMENT 5: TAKE OWNERSHIP OF GOALS AND PERFORMANCE

Strategy Tier Activity Responsible Party boards to include Create processes where Human Resources, diversity performance conversations about racial and equity Bargaining Units, criteria in their self- literacy and cultural competencies can Faculty Senate, evaluation. happen outside the evaluation College Council process. Develop performance evaluation Human Resources, criteria model and professional Bargaining Units, 2 development opportunities to Faculty Senate, successfully expand employee’s College Council capacity to serve students. Strategy B: Maintain an active EEO committee to ensure continual review of local diversity efforts. Strategy C: Implement Develop model job descriptions, innovative hiring and vacancy announcements, screening Human Resources, criteria, interview questions and EEO Advisory outreach practices 1 focused on diversity other employee selection procedure Committee, such as targeting language to successfully serve College Council advertising faculty diverse student populations. Research and explore creation of openings in websites, Human Resources, graduate internship opportunities publications, Bargaining Units professional and/or programs. associations in specific Outreach to industries (for career disciplines, and other education) and other institutions (Historically Black Colleges and Human Resources groups targeted Universities) for graduate internship towards 2 opportunities. underrepresented Create media campaign (specific academic website, marketing materials, social Human Resources, communities. media) that highlights diversity, Marketing & equity, inclusion resources, events Outreach, College and recognition for students, faculty, Council staff and communities. Strategy D: Diversify Develop guidance on including staff Human Resources, representation in and students from other disciplines, College Council, search committees. departments, divisions, etc. on Faculty Senate 1 hiring and screening committees. Collaborate to create a tool to assess Human Resources, diverse representation on Institutional screening/search committees. Research, College

Ohlone College Vision for Success Diversity, Equity and Inclusion Task Force Local Strategies | Page | 7 VISION FOR SUCCESS COMMITMENT 5: TAKE OWNERSHIP OF GOALS AND PERFORMANCE

Strategy Tier Activity Responsible Party Council Strategy E: Require diversity statement Human Resources, and commitment from Develop new standards to require a 1 EEO Advisory applicants and diversity statement of applicants. Committee statewide leaders.

Strategy F: Adopt a college-wide diversity statement and Adopt a statement on diversity, 2 Board of Trustees incorporate as part of equity and inclusion publicly. the mission statement.

VISION FOR SUCCESS COMMITMENT 6: ENABLE ACTION AND THOUGHTFUL INNOVATION

Strategy Tier Activity Responsible Party Human Resources, Evaluate the 2nd minimum Bargaining Units, qualification for faculty and staff. Faculty Senate Strategy A: Revise procedures that 1 Review the minimum qualifications Human Resources, address diversity, and preferred qualifications to EEO Advisory equity and inclusion ensure diversity related experience Committee, to reduce bias in the and skillsets are preferred Bargaining Units, hiring process. Ensure minimum qualification. Faculty Senate every step of the Develop model job descriptions, hiring process relates vacancy announcements, screening to minimum criteria, interview questions and Human Resources, qualifications. 2 other employee selection EEO Advisory procedure language to establish Committee the ability to successfully serve diverse student populations. Strategy B: Imbed diversity, equity and inclusion into any Executive Dean of faculty and staff Reframe any college awards to 1 Diversity, Equity & (classified and ensure they have DEI components Inclusion administrators) awards.

Ohlone College Vision for Success Diversity, Equity and Inclusion Task Force Local Strategies | Page | 8 LIST OF INTERACTIONAL DIVERSITY STRATEGIES

VISION FOR SUCCESS COMMITMENT 2: ALWAYS DESIGN AND DECIDE WITH THE STUDENT IN MIND

Strategy Tier Activity Responsible Party

Strategy A: Host open houses for Update faculty hiring procedures Human Resources, prospective 1 and methods to include open Faculty Senate candidates with houses. panels of current faculty and deans. STRATEGY B: Design professional Create workshops and development professional development models workshops to EEO Advisory for faculty, staff, administrators increase knowledge 1 Committee, College and managers to understand and and understanding of Council see the value of inclusive cultural competency behaviors. and diversity.

VISION FOR SUCCESS COMMITMENT 5: TAKE OWNERSHIP OF GOALS AND PERFORMANCE

Strategy Tier Activity Responsible Party

Strategy A: Advertise jobs via diversity- oriented channels.

STRATEGY B: Review supplemental Develop an Employee Human Resources, interview materials 1 Diversification component as part EEO Advisory to ensure they are of their EEO Plan. Committee always job relevant.

STRATEGY C: Establish a Review the faculty, managerial, Human Resources, diversity component and staff evaluation tools. Bargaining Units in faculty and staff Human Resources, 1 evaluations. Provide guidance for evaluation Faculty Senate, and tenure review committees. Faculty Bargaining Unit

Ohlone College Vision for Success Diversity, Equity and Inclusion Task Force Local Strategies | Page | 9 VISION FOR SUCCESS COMMITMENT 5: TAKE OWNERSHIP OF GOALS AND PERFORMANCE

Strategy Tier Activity Responsible Party Create a model for performance Human Resources, evaluation criteria that holds all EEO Advisory employees accountable for Committee, College successfully serving diverse Council, Bargaining student populations. Units Strategy D: Conduct Develop language for exit exit interviews of interviews to assess perspectives faculty and staff who on how the prevailing culture leave. impacts diversity, attitudes towards diverse student and Human Resources, employee groups, awareness and EEO Advisory success of diversity programs, Committee 1 likelihood of recommending districts to diverse job applicants, impact of current level of diversity on decision to leave. Collect data about those exit Human Resources, interviews to inform strategies for Institutional improving retention. Research Strategy E: Provide Create a procedure for equivalency guidance equivalency committees to receive Human Resources, and professional 1 the same training as hiring Faculty Senate development. committees.

VISION FOR SUCCESS COMMITMENT 7: LEAD THE WORK OF PARTNERING ACROSS THE COLLEGE

Strategy Tier Activity Responsible Party Create guidance on hiring Human Resources, Strategy A: Diversify committees: examples to diversify EEO Advisory hiring or screening committee, what these committees Committee, College committees with should look like, and models for Council members of diverse candidate evaluation. 1 educational Develop model job descriptions, Human Resources, background, gender vacancy announcements, screening EEO Advisory and ethnicity. criteria, interview questions, and Committee, College other employee selection Council, Faculty procedure language to establish Senate

Ohlone College Vision for Success Diversity, Equity and Inclusion Task Force Local Strategies | Page | 10 VISION FOR SUCCESS COMMITMENT 7: LEAD THE WORK OF PARTNERING ACROSS THE COLLEGE

Strategy Tier Activity Responsible Party the ability to successfully serve diverse student populations as a true minimum qualification for all positions. Focus on student engagement, retention and responding to student needs. Revise hiring policies and procedures every 5 years and include cross-functional staff in Human Resources, 2 hiring and screening committees Board of Trustees, (i.e. including staff from other College Council disciplines, departments, divisions, classified staff, etc.).

LIST OF INDIVIDUAL DIVERSITY STRATEGIES

VISION FOR SUCCESS COMMITMENT 2: ALWAYS DESIGN AND DECIDE WITH THE STUDENT IN MIND

Strategy Tier Activity Responsible Party

Strategy A: Provide campus-wide Superintendent/President, cultural Implement cultural competency 1 Executive Dean of Diversity, competency and and implicit bias training. Equity & Inclusion implicit bias training.

STRATEGY B: Provide professional support for classified staff to Imbed cultural competency build capacity and and equity training in Human Resources, EEO 1 career growth with classified professional Advisory Committee an emphasis on development equity and diversity.

Ohlone College Vision for Success Diversity, Equity and Inclusion Task Force Local Strategies | Page | 11 VISION FOR SUCCESS COMMITMENT 2: ALWAYS DESIGN AND DECIDE WITH THE STUDENT IN MIND

Strategy Tier Activity Responsible Party STRATEGY C: Encourage and facilitate dialogue between the Develop model performance District and the evaluation criteria and Bargaining Units on procedures to hold all Human Resources, evaluation 2 employees accountable for Bargaining Units processes to successfully serving diverse demonstrate student populations. continued commitment to diversity.

VISION FOR SUCCESS COMMITMENT 3: PAIR HIGH EXPECTATIONS WITH HIGH SUPPORT

Strategy Tier Activity Responsible Party

Strategy A: Establish Research and explore creation of pipeline programs to Human Resources, 2 graduate internship opportunities diversify the faculty Bargaining Units applicant pools. and/or programs.

STRATEGY B: Provide faculty and staff (classified and Research and explore creation of administrators) Human Resources, 2 mentoring opportunities and/or mentoring Bargaining Units programs. opportunities at colleges.

Ohlone College Vision for Success Diversity, Equity and Inclusion Task Force Local Strategies | Page | 12 VISION FOR SUCCESS COMMITMENT 5: TAKE OWNERSHIP OF GOALS AND PERFORMANCE

Strategy Tier Activity Responsible Party

Strategy A: Celebrate the diversity of Ohlone College.

STRATEGY B: Provide mentoring and professional Research and explore creation Human Resources, development to 2 of mentoring opportunities Bargaining Units diverse and/or programs. populations.

Strategy C: Foster open lines of communication on Superintendent/President campus for creates regular Listening Tours constructive 1 across the college to elevate Superintendent/President feedback including dialogue on diversity, equity and dialogues, inclusion. summits, town halls, and forums.

VISION FOR SUCCESS COMMITMENT 6: ENABLE ACTION AND THOUGHTFUL INNOVATION

Strategy Tier Activity Responsible Party

Strategy A: Recognize and support faculty and staff (classified and administrators) contributions to diversity through Superintendent/President their mentoring efforts and community involvement.

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