Strategic Plan - Diversity & Inclusion

students riding bicycles

Team Roster

  • Robert Olsen, co-chair, Assistant Professor of Chemistry
  • Valerie Hayes, co-chair, Chief Officer for Diversity and Inclusion 
  • Helana Girgis, Assistant Professor of Psychology
  • Robert Gregg, Dean, School of General Studies
  • Jennifer Kosakowski, Director, Development
  • Rosa Perez-Maldonado, Assistant Dean, School of Arts and Humanities
  • Gail Rosenthal, Director, Holocaust Resource Center
  • Yatora Edwards, Student Delegate

Stockton is dedicated to building a community that values differences of race, religion, gender, ethnicity, national origin, socio-economic status, affectional or sexual orientation, gender identity or expression, marital status, age, ability, or disability.

We accept our responsibility to create and preserve an environment that is free from prejudice and discrimination, and to take actions that affirm our commitment to inclusivity and diversity.

We strive for a campus where all of our students, faculty, and staff know they belong, regardless of their race and ethnicity, age, religion, disability, socio-economic status, gender expression, gender and sexual identity, national origin, culture, or ideological beliefs.

To support this vision, Stockton’s curriculum and programs should reflect the diversity of our community and the wider world, and embrace inclusive teaching and learning styles. They should also foster a multicultural environment and cultural competence throughout the campus, and promote inclusive conversations concerning the advancement of the University. Finally, recruitment, hiring, and administrative practices should place high value on all aspects of diverse identities and experiences.

We will do this by developing strategies and tactics that:

  • Focus on recruiting, hiring, and retaining a high-quality and increasingly diverse faculty and staff.
  • Build enrollment strategies to reach students who have not previously seen Stockton as their academic home.
  • Ensure access to sufficient resources so that all students have the opportunity to participate in these foundational elements of Stockton’s liberal arts education.
  • Restructure institutional aid to better address financial need, thereby spreading available funds across a larger population of financially disadvantaged students.
  • Intentionally create culturally affirming learning opportunities and spaces that foster a sense of belonging, safety, and wellness for all students.

Implementation Goals & Accomplishments

FY-21

Lead Unit: General Counsel; Equal Opportunity & Institutional Compliance

Status: 100% complete

DEI connective action: n/a.

FY-21 Update

  • Policies and practices were revised in order to implement new Title IX regulations by the August 15, 2020 deadline.

FY-21, FY-22

Lead Unit: Atlantic City  Operations; Facilities & Operations; Student Affairs

Status: 40% complete

DEI connective action: Maintain a safe, respectful, and affirming environment (Equity).

FY-21 Update

  • Multicultural Center Planning Committee has been formed, comprised of a diverse group of faculty, staff, students, with an emphasis on racial and ethnic minority representation and engagement.

  • Minority owned and operated architect, landscape and engineering firms have been engaged for the design of the project. This is the first time the University has hired a minority architecture firm to design a project of this size and scope.  This experience has broadened the view of F&O to be more deliberate in engaging SBE, MBE, and WBE businesses.

  • Plans for the Center include development of a prominent space on campus which is specifically designed to support inclusive student success and offer engagement and support to minority and other culturally marginalized students and staff.

  • The prominence of the Center has influenced and expanded the original plans and will now include renovations of additional space within lower F Wing.

  • Center will serve as an anchor space on campus, with unique spaces including an outdoor garden plaza, offices, resource library, servery for cultural dining, and multipurpose space which will accommodate lounging and community gatherings, film screenings, live entertainment, lectures, and other types of cultural. programming. Project is projected to be completed in Spring 2022.

  • Developed draft mission, goals, and resource requests, including staffing, for the new Multicultural Center.

FY-21, FY-22

Lead Unit: Executive Vice President

Status: 75% complete

DEI connective action: Support the commitment to building a diverse and respectful community (Diversity).

FY-21 Update

  • Launched Alumni Conference on Diversity, Equity and Inclusion. This year-long initiative is a collaboration between the Director of Alumni Relations and the Chief Officer for Diversity and Inclusion. A steering committee of alumni selects program topics and panelists. Three panel discussions have been held, focusing on diversity and inclusion in higher education, freedom of speech and shared governance. The conference will continue through FY22.

  • The Scholarship Selection Committee has worked to expand the definition of “merit” beyond the grade point average to include a more holistic view of student achievement and involvement. References, extracurricular activities, community service and credits earned are considered part of the “merit” review.

  • Established a new giving campaign focused on “Advocacy for Social Justice.” Conducted a fundraising appeal during Black History Month benefitting Black faculty, staff and student initiatives. Conducted a fundraising appeal for Global Engagement Student Relief benefitting international students who were affected by COVID. Regularly circulate and solicit grants for diversity, equity and inclusion initiatives.

  • Coordinated and implemented advertising campaigns targeting underrepresented populations. Latinx results show an increase in applications of 7%.

  • Successfully developed, pitched and wrote web stories and news coverage to demonstrate and promote the diversity and inclusion among students, faculty and staff. Highlights include publicity for BOT resolution, new R-requirement, Black Lives Matter Lecture series and Stockton Promise.

  • Strengthened partnership with Production Services to review video projects that included students/faculty to ensure a wide range of backgrounds were represented. Examples include Black Lives Matters – What Matters Video Series, MLK Day of Service Video, Fannie Lou Hamer Social Tease, Stockton Diversity Social Badge

  • Led the development of the Campus Committee on Diversity and Inclusive Excellence Celebrate Diversity Digest, a monthly newsletter from the CCDIE providing news and resources about issues of diversity and inclusion at Stockton and within higher education. The first three issues drew more than 300 unique viewers each.

  • Established the #StocktonVoices social media series that the Digital Engagement team regularly adds to. About 50 posts have reached more than 250K on Facebook and Instagram. Created a web presence for the series to archive and continue to promote these features long-term, which has more than 700 pageviews.

  • stockton.edu still maintains industry leading Google Lighthouse scores in Performance, Best Practices, Accessibility and SEO.

  • Developed Diversity & Inclusion and Equal Opportunity & Institutional Compliance websites.

  • URM met bimonthly with the Student Senate Public Relations committee to discuss diversity communication and enhance communication and outreach with students.

FY-21, FY-22

Lead Unit: Human Resources

Status: 90% complete

DEI connective action: offer professional employee growth opportunities (Equity).

FY-21 Update

  • Employees received Discrimination Awareness in the Workplace training.

  • Cabinet received training for anti-bias, microaggression. 

  • Partnered with OEOIC to require all new and current university employees take Vector Solutions on-line training on both Title IX and Discrimination Awareness to help maintain and provide a university environment that is free from discrimination on the basis of sex, including gender.

New FY-22

Lead Unit: Administration & Finance

Status: Begins in FY-22

DEI connective action: Develop resource networks (Equity); active, intentional and ongoing engagement with diversity (Inclusion).

 

New FY-22

Lead Unit: Administration & Finance

Status: Begins in FY-22

DEI connective action: Support commitment to building a diverse and respectful community that values individual and group/social differences (Diversity).

New FY-22

Lead Unit: Human Resources

Status: Begins in FY-22

DEI connective action: Maintain a safe, respectful, and affirming environment (Equity).

 

FY-21, FY-22

Lead Unit: Diversity & Inclusion; Human Resources

Status: 50% complete

DEI connective action: Support commitment to building a diverse and respectful community that values individual and group/social differences (Diversity).

FY-21 Update

  • Talent acquisition continues to expand diversity sourcing capabilities by posting to sites that serve multiple diverse populations.

  • Increased the numbers and variety of diversity publications and diversity job boards used to attract underrepresented job candidates.

  • Purchased the JobTarget “diversity package” to ensure positions are posted to 60+ diversity job sites that specifically target ethnic minority groups, veterans, women, individuals with disabilities, the LGBTQ community as well as older workers.

  • Joined the Hispanic Association of Colleges and Universities as a first step toward becoming a Hispanic-Serving Institution (at least 25% Hispanic).

FY-21, FY-22

Lead Unit: Diversity & Inclusion; Human Resources

Status: 100% complete and ongoing

DEI connective action: Support commitment to building a diverse and respectful community that values individual and group/social differences (Diversity).

FY-21 Update

  • The Search Advocate Program has been enhanced to ensure that search advocates are involved in the search process at the earliest stage, which is when the job description/ad are developed.  Search advocates must approve the job description/ad before posting.  Also, if a search advocate is excluded from any part of the search process, the Chief Officer for Diversity & Inclusion may fail the search after consultation with the hiring manager and divisional executive.

  • Increased the number and variety of diversity publications and diversity job boards used to attract underrepresented job candidates.

  • OHR developed detailed EEO reports that provide key applicant data to hiring managers so that they can confirm that a fair and equitable search is being conducted by their search committee.  

  • The final job description and ad will not be finalized until there is input from the search committee, including the search advocate.

FY-21, FY-22

Lead Unit: Academic Affairs

Status: 50% complete

DEI connective action: Offer professional employee growth opportunities and develop resource networks capable of closing the demographic disparities in leadership roles in all spheres of institutional functioning (Equity).

FY-21 Update

  • Hired more than 40 new faculty and professional staff in FY21 and approved 14 additional faculty hires for FY22.  

  • Special attention has been given in both years to strategic hires that build diversity within the division. 

  • Funded training for 12 new search advocates trained to identify and mitigate unintended bias in the search process in Summer 2020; scheduled a comparable summer institute for up to 12 candidates for 2021.

FY-21, FY-22

Lead Unit: Academic Affairs; Diversity & Inclusion

Status: 25% complete

DEI connective action: Support commitment to building a diverse and respectful community that values individual and group/social differences (Diversity).

FY-21 Update

  • Revised University Procedure 6101 and search advocate documentation and training to explicitly designate search advocates as full members of all search committees.

New FY-22

Lead Unit: Information Technology

Status: Begins in FY-22

DEI connective action: Support commitment to building a diverse and respectful community (Diversity).

 

FY-21, FY-22

Lead Unit: Equal Opportunity & Institutional Compliance; Human Resources

Status: 90% complete

DEI connective action: Offer professional employee growth opportunities (Equity).

FY-21 Update

  • All new and current university employees are required to take Vector Solutions on-line training on both Title IX and Discrimination Awareness to help maintain and provide a university environment that is free from discrimination on the basis of sex, including gender.

  • Employees received Discrimination Awareness in the Workplace training. 

  • Cabinet received training for anti-bias, microaggression.

FY-21, FY-22

Lead Unit: Planning & Research

Status: 100% complete and ongoing

DEI connective action: Address equity issues; close achievement gaps in student success and completion (Equity).

FY-21 Update

  • Completed a comprehensive analysis regarding student responses to key BCSSE survey questions to better predict factors impacting third-semester retention rates. Shared results with Retention Working Group and SEMP Research team.

  • Enhanced term-over-term persistence rate analysis for first-time cohorts to include persistence by initial AGI range.

  • Continued efforts to ensure post-baccalaureate certificates are being awarded in a trackable and reportable manner.

  • Completed an in-depth analysis of “early alert form” recipients and their persistence and graduation rates. Shared results with Retention Working Group and SEMP Research team.

  • Piloted a text-message campaign to encourage students on a course waitlist to consider registering for the same course in a different term.

FY-21, FY-22

Lead Unit: Diversity & Inclusion; Human Resources

Status: 50% complete

DEI connective action: Support commitment to building a diverse and respectful community that values individual and group/social differences (Diversity).

FY-21 Update

  • A Diversity and Inclusion Educators Group was formed in September 2020 to bring together trainers in Human Resources, Student Affairs, and Diversity & inclusion to discuss and develop diversity training for employee populations.  The group is working on adapting for the workplace, the Step Up intervention program for students. 

  • The ADA-504 Steering Committee is working on a Blackboard Ally instructional guide for faculty to use in making more accessible their course materials. 

  • The President’s Cabinet has had three conversations on race since July 2021 facilitated by various faculty and administrators. 

  • Campus Police received a session on raising awareness of micro and macro-aggressions and bias (implicit and explicit). 

New FY-22

Lead Unit: Student Affairs

Status: Begins in FY-22

DEI connective action: structural, curricular/co-curricular, and interactional campus diversity (Diversity).