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2016-2017 Inclusivity Annual Report

President’s Advisory Committee for Inclusivity
2016-17 Report

August 2017

Complete report is below. To view these results in pdf form, please download here.


2016-17 Committee Members

Chair:  Christine Gregory, Chief Diversity Officer

Faculty:
Lauren Brown, History, Philosophy and Religious Studies
Diertra Hunter-Romangoli, Sciences
Peter Naccarato, English and World Literature
Sarah Nelson Wright, Communication & Media Arts
Surinder Singh, Business
Antonio Suarez, Fine & Performing Arts

Staff:
Bree Bullingham, Human Resources
Olivia Des Chenes, Student Development and Activities
Briana Fitzpatrick, Student Development and Activities
Karl Hinze, Institutional Advancement
Paul Maniaci, Career Services
Erica Pepe, Admissions
Rebecca Pinard, HEOP (Higher Education Opportunity Program)
Kanny Rodriguez, Human Resources
Michael Salmon, Academic Advisement

Students:
Ryanna Brown, Black and Latino Student Association
Cody Gambino, Gender & Sexuality Studies
Taishae Haughton, Student Government Association
Jillann Mahmoud, Muslim Student Association
Dana Rand, Student Government Association
Guadalupe Robledo, Marymount Christian Fellowship
Dalton Young, Resident Advisor


President’s Charge:

  • Advise and make recommendations to the President on issues of diversity and inclusion.
  • Facilitate partnership and collaboration opportunities for students, faculty and staff with diversity related leadership roles, scholarly interests and administrative responsibilities.
  • Create a forum for students, faculty and staff to raise concerns about campus inclusivity.
  • Coordinate and publicize diversity-related events and programming on campus.

The membership of the President’s Advisory Committee for Inclusivity includes students, faculty, and staff at Marymount Manhattan College. Students who are selected for the Committee serve as the diversity chair for their student organization or as the president of an identity-based club. Faculty and staff on the Committee have social justice-related administrative responsibilities or interests, and represent various departments and divisions within the College.

The Committee meets monthly by sub-committee. Any member of the MMC community may submit their concerns about the campus climate for diversity directly to Christine Gregory, Chief Diversity Officer and Committee Chair (cgregory@mmm.edu), or to any other member of the Committee.


Accomplishments in 2016-17

In 2016-17 the Committee was organized into three sub-committees: (1) Professional Development; (2) Campus Climate; and (3) Educational Experiences. Overall, the Committee set 15 goals for the academic year. I’m pleased to report that the committee has made significant progress on each of them.  Below is a summary of our work. In addition, the Educational Experiences Sub-Committee has prepared a special report on faculty recruitment and retention, as well as recommendations for steps going forward. This special report follows the Sub-Committee Reports.

Sub-Committee Reports:

I. Professional Development- Charged with increasing inclusivity training opportunities for the College community, with special emphasis on staff development.

Goals

Status on Goal Completion

Time Frame for Implementation

Cost to Implement

1. Create “onboarding” materials for new employees that will provide information and resources about diversity at MMC

New onboarding materials were created. Will be provided to all new hires.

Short term -Spring 2017

None

2. Create new staff professional development training that covers diversity

Two new diversity themed trainings will be offered every year to staff: “Communication to Build Team Cultures and Managing for Inclusivity.

 

Short-term Spring 2017

No new costs.  The training will be folded into the general slate of professional develop workshops offered through the HR Department.

Implicit bias training for hiring committees and managers

Short term - Summer 2017

No new costs.  Christine Gregory will lead these sessions.

3. Bring Intergroup Dialogue to MMC

This goal is being taken up by the Educational Experiences Sub-Committee as it requires faculty approval

Transferred to Educational Experiences Sub-Committee

N/A

 

II. Campus Climate - charged with identifying ways to better serve underrepresented groups on campus, with emphasis on political, ethnic, racial, religious identities as well as physical and learning disabilities in our community.

Goals

Status on Goal Completion

Time Frame for Implementation

Cost to Implement

Political Identity

4. Increase constructive political discourse on campus

There is increased involvement in the Every Wednesday program series.

 

Immediate – Spring 2017

None

Student and Academic Affairs are working to develop more and ongoing forums for diverse political discourse on campus.

Ongoing

None

Racial and National Identity

 

5. Raise the importance of the Black Lives Matter Movement

Student Development and Activities (SDA) hosted the Annual Leadership Summit in February 2017 which focused on protests and movements, including Black Lives Matter.

 

Immediate – Spring 2017

Medium

Additionally, SDA is hosting a Black Lives Matter documentary film screening April 19, 2017.

 

 

Immediate – Spring 2017

Medium

6. Provide a forum for international students to share their experiences on campus

Student and Academic Affairs held an International Student Talk Back in March 2017, as well as a Global Citizens Salon at the President’s house.

 

Immediate – Spring 2017

Medium

Religious Identity

 

7. Highlight the religious diversity at MMC

 

Student Development Activities has sponsored and co-sponsored numerous religious programs this academic year, including Shabbat Dinner, Diwali, Eid, Sukkot, Easter, Passover Seder, Lunar New Year, National Hijab Day, and Islamic Awareness Week.

 

Immediate and Ongoing – Spring 2017

Medium

Physical and Learning Difficulties

 

8. Develop workshops on ability for the community

Student Development and Activities and Academic Access and Disability Services developed Ability 101, an interactive workshop on ableism and stigma. This will be piloted during Ally Week in April 2017.

Spring  2017

Medium

 

III.     Educational Experiences - Assess and improve student and faculty experiences with inclusivity, diversity and equity in the classroom, with the following long-term goals:

(a) Continually assess students’ experiences around inclusivity, diversity and equity in the classroom

(b) Facilitate faculty trainings and provide resources that equip professors with inclusivity and diversity pedagogical skills

(c) Recommend best practices to adopt in order to increase full-time faculty diversity

(d) Keep better data about faculty diversity at MMC

(e) Bring Intergroup Dialogue to Marymount

Goal

Status on Goal Completion

Timeframe for Implementation

Cost to Implement

9. Define Inclusivity at Marymount so we can better work towards and assess inclusivity goals

Completed.  Christine Gregory took leadership. A new, revised diversity statement is now on the Colleges website.  It was co-authored by Inclusivity Committee members.

NA

NA

10. Assess experience of international students at Marymount

Drafting a survey for international students and faculty that teach international students. 

Fall 2017

Low Cost

11. Host C-TIE training on inclusivity

Completed.  We held a successful session led by Christine Gregory, Rebecca Sperling, Surinder Singh and Sarah Nelson Wright.

NA

Low Cost

12. Facilitate session at Faculty Development Day that addresses experience of International students at Marymount

We will present on the data from our survey of International students and have a faculty working group brainstorm ways to improve the international student experience at Marymount in preparation for the January training

Immediate – Spring 2017

Low Cost

13. Prepare a report on faculty diversity at Marymount to establish a baseline for recruitment and retention.

 

An outline of recommendations and research is included in this report. 

Immediate – Spring  2017

Low cost

14. Identify regular opportunities for Marymount faculty to receive support for inclusive pedagogy

Implement a short training before each semester with Christine Gregory to discuss best practices for fostering an inclusive classroom at the beginning of the semester (work with Faculty Development Committee)

 

Fall 2017

Low Cost

Start a once or twice a semester Inclusivity drop in training, facilitated by Christine Gregory, to discuss issue that come up in the class room (work with Faculty Development Committee)

 

Fall 2017

Low Cost

Provide One-to-World training at end of January 2018 (Carol Jackson and Faculty Development Committee)

 

Spring 2018

Medium Cost

Work with C-TIE to offer a mid-semester inclusivity assessment (voluntary), using the survey piloted last year

Spring 2018

Low Cost

15. Bring Intergroup Dialogue to Marymount

Write a grant to send a team to the University of Michigan Intergroup Dialogue Institute in June 2018; pilot a group with faculty in fall 2018; and offer a course at Marymount in Spring 2019

Short and Long Term – Spring 2017-Spring 2019

 

High Cost

16. Keep better data about faculty diversity

HR should continue to work with the subcommittee to get the remaining faculty to report race and ethnicity on ADP.  For all new hires, they will collect and enter this data on orientation day.

Immediate

Low

Start collecting data on faculty retention and achievement of tenure and/or promotion in terms of race and ethnicity to track if there are structural disparities.

Immediate

Low

Assess racial/ethnic data on part time faculty

Immediate

Low

Keep longitudinal data on full-time faculty diversity starting in the 2017-2018 school year and make measurable improvement goals we can work towards and track.

Fall 2017

Low

 

Collect data on other types of diversity in all faculty members, perhaps through a regular and mandatory climate survey (with providing any identity information is always optional, per law).

Fall 2017

Low

17. Keep data about diversity of hiring pools

HR should work with inclusivity to design and implement a streamlined, legal, digital way to track the diversity of job applicants for full time faculty positions, completely untied to their employment application.  Many schools do this.

Immediate

Low

If searches are not recruiting diverse pools, faculty charged with recruiting will devise new strategies.

2017-2018

Possibly Medium to High

18. Improve search process

One member of each search committee should be trained in best practices for inclusivity for hiring and should take leadership on these issues during the search.

Implemented

Low

All search committee members should be briefed on implicit bias.

Implemented

Low

During on campus visits, every candidate should be given a meeting to discuss inclusivity and diversity topics, questions or concerns at Marymount

2017-2018

Low

Open full time faculty lines that have focus on scholarship on race and ethnicity.  This would particular benefit the new Racial and Ethnic Perspectives AIP requirement in the Gen Ed

2018-2019

High

A major issue we found in our information gathering is the timeline of Marymount’s search is behind most other schools due to the way the budgeting process is structured.  Marymount should restructure the timeline of approval for new fulltime faculty lines to be competitive with other schools.

2017-2018

Possibly High

Offer more competitive salaries.

2018-2019

High

Devise a system to assess and improve mentoring and retention of diverse faculty.

 

2017-2018

Medium to High


Diversifying Marymount’s Faculty: Recommendations
from the Educational Experiences Subcommittee
President’s Advisory Committee on Inclusivity

Prepared by Subcommittee Leader Sarah Nelson Wright in June 2017

Committee Members: Peter Naccarato, Michael Salmon, Surinder Singh, Antonio Suarez, Deirtra Hunter, (student) Ryanna Brown, (student) Guadalupe Robledo

“We recognize the regrettable role that higher education has played in reinforcing inequality in our society, and we believe that our College has a special responsibility to prevent those same inequalities from being perpetuated in our campus community.”
- Marymount Manhattan College Inclusivity Statement

In service of Marymount Manhattan’s commitment to inclusivity, the Educational Experiences Subcommittee on the President’s Advisory Committee on Inclusivity has prepared a list of initial recommendations for addressing disparities in faculty racial and ethnic diversity.

As of May 2017, Marymount Manhattan College employs 94 full time faculty members.  Of these, 61 are women and 33 are men.  With the help of HR, the subcommittee worked to get a more complete picture of the racial and ethnic diversity of Marymount’s fulltime faculty.  While 22 have not yet reported, of those who reported, 63 reported White, 8 reported Asian, and one reported “two or more races.”  Therefore, of those reporting, 87.5% report White as their racial and ethnic category.  Given the diversity of the globalized world, our country and in particular our home in New York City, Marymount should take active steps to increase the racial and ethnic diversity of its fulltime faculty.

The committee recognized that race and ethnicity represent only one type of many diversities and that fulltime faculty do not comprise all faculty at the college.  However, given our position as a U.S. college, operating in the context of U.S. history and structural inequality in U.S. higher education, we would like to begin improving faculty diversity by making recommendations to assess and increase racial and ethnic diversity on the fulltime faculty.  In addition to research that shows that (a) there are barriers to obtaining tenure track positions for faculty who are not white, and (b) educational outcomes improve as schools’ communities become more diverse, there is also an ongoing call from Marymount students and eagerness from most faculty and administration to address this issue.

To view this report in pdf form, please download here.