Your voice helps drive action. Our commitment to ongoing communication.

Actions & Initiatives Informed by Previous GVSU Climate Data


Actions & Initiatives Informed by myGVSU Climate Survey 2015 and Ongoing Campus Dialogue

The following provide status updates for campus climate related recommendations included in: (1) 2015-2016 Student, Faculty, and Staff Campus Climate Action Team Reports; (2) GVSU 2016-2021 Strategic Plan; and, (3) feedback and recommendations based on discussions, forums and feedback received by students, faculty, and staff in formal settings and through confidential communication when trends are identified that are supported by data collected in various ways. Ongoing updates will be provided on this website as well as the GVPlan website, as appropriate, but all members of the campus community are encouraged to contact inclusion@gvsu.edu with questions or requests for more information. All questions and information will be treated as confidential.


Theme #1: Improve communication related to historical reports and recommendations.

Recommendation

Status/Timeline

Responsible Parties

Additional Updates/Action

Embed actions into GVPlan and myGVSU climate website.

Currently available on myGVSU climate website; will be embedded in GVPlan in Fall 2018.

Special Projects Manager for Inclusion and Equity (Elizabeth Doyle)

 

Annual Inclusion and Equity forum.

To be planned with faculty and staff affinity groups on an annual basis.

Special Projects Manager for Inclusion and Equity (Elizabeth Doyle) & Director, Affirmative Action/EEO (Scott Ayotte)

 

Annual employee focus groups.

Plans still pending.

Assistant Vice President for Inclusion and Student Affairs (Marlene Kowalski-Braun)

 

Annual statement on the values of inclusion and equity.

Committed/Complete/Ongoing.

Vice President for Inclusion and Equity (Jesse Bernal)

 

Theme #2: Review and enhance inclusive hiring, promotion, and advancement practices for underrepresented employees.

Recommendation

Status/Timeline

Responsible Parties

Additional Updates/Actions

Create and I&E Hiring and Promotion review taskforce to review I&E practices and procedures and make recommendations to President’s Cabinet

An inclusive hiring practices review task force will be created in summer 2018, with recommendations and workplaces finalized in fall 2018.

Assistant Vice President for Equity, Planning, and Compliance (Kathleen VanderVeen) & Associate Vice President for Human Resources (Maureen Walsh)

 

Create an online accessible Affirmative Action plan data source to be used by hiring managers

Completed. Will be launched in July 2018.

Director, Affirmative Action/EEO (Scott Ayotte)

President's Cabinet updated in June 2018, and more in-depth training provided in July 2018. An online training module will be released for fall 2018.

Propose a diversity accountability report, working with University Relations

Proposed for November 2018 Board of Trustees meeting

Vice President for Inclusion and Equity (Jesse Bernal)

 

100% of all senior managers and appointing officers will be trained on effective uses of Affirmative Action data, including availability analysis and setting placement goals

In progress. President's Cabinet will be trained in July 2018. Other AOs will be trained in fall 2018-winter 2019. Plans will need to be developed for training of new AOs.

Director, Affirmative Action/EEO (Scott Ayotte)

An inclusive hiring toolkit was created in fall 2016 to provide much of this data and resources to hiring committees and managers.

Review and revise Affirmative Action and Equal Opportunity policies and protocols.

In progress.

Director, Affirmative Action/EEO (Scott Ayotte)

See current policy here.

100% of the President’s Cabinet will be engaged with the current Affirmative Action Plan

Set for July 2018 and again annually.

Vice President for Inclusion and Equity (Jesse Bernal) & Director, Affirmative Action/EEO (Scott Ayotte)

 

100% of all hiring committees for tenure track faculty and full-time AP positions will be required to meet with AA director or designee to review inclusive hiring practices. I&E will lead an effort to develop a more comprehensive inclusive hiring “toolkit” that focuses on actively using affirmative action and availability data, and engaging intentionally in pre- and post-hiring practices that advance diversity and inclusion. This will include reviewing Affirmative Action Plan placement goals, and engaging with all deans and senior managers with to discuss inclusive hiring goals and strategies for upcoming searches.

Toolkit launched in Fall 2017, see https://www.gvsu.edu/affirmative/inclusive-hiring-toolkit-37.htm; Hiring committees provided optional training by AA Director upon request.

Director, Affirmative Action/EEO (Scott Ayotte)

An inclusive hiring toolkit was created in fall 2016 to provide much of this data and resources to hiring committees and managers. Additional resources are available at www.gvsu.edu/affirmative.

Equity, Planning, and Compliance Unit will consult with or provide workshops for 100% of academic units in advancing diversity of faculty from underrepresented groups (Black/African American, Latino/Hispanic, Native American,), LGBT, international and faculty with disabilities via invited consultation and workshops particularly in response to trends identified in anti-harassment policy violation reports and disaggregated campus climate data.

More discussion required. The Social Justice Education Office and Affirmative Action Office have provided some training, but not to 100% of units.

Assistant Vice President for Equity, Planning, and Compliance (Kathleen VanderVeen) & Social Justice Education Director (Relando Thompkins-Jones)

Trainings continue to be available upon request; and regular opportunities have been offered such as the Inclusive Hiring and Retention Symposiums.

Enhance Inclusion Advocates program practices

Need to ensure 2015 requirements/changes are reviewed and still being used, and program evaluation conducted for additional enhancements.

Assistant Vice President for Equity, Planning, and Compliance (Kathleen VanderVeen) & Director, Affirmative Action/EEO (Scott Ayotte)

 

Mandatory search training for all search committee members, unit heads, and appointing officials.

Needs discussion

President's Cabinet

 

Review all full-time faculty salaries to ensure equity—as determined by rank and service, controlling for individual merit increases, inflation, credentials, and discipline/field—within colleges for current and future faculty hires.

Regular reviews currently take place.

President's Cabinet

 

Audit annual salary adjustments to determine disparities between underrepresented employees.

Regular reviews currently take place.

President's Cabinet

 

Clarify and document hiring and promotion processes and determinations.

Summer 2018 Inclusive Hiring Practices Task Force to be launched; Fall 2018 focus groups will provided more information.

Assistant Vice President for Equity, Planning, and Compliance (Kathleen VanderVeen) & Associate Vice President for Human Resources (Maureen Walsh)

 

100% of tenure faculty and fulltime AP staff members will actively use disaggregated diversity-related data in decision-making support for new hires for faculty and staff (I&E SP- Objective 1.B.2).

New practice to be released by Affirmative Action office in Fall 2018.

Director, Affirmative Actions/EEO (Scott Ayotte) & Assistant Vice President for Academic Affairs (Ed Aboufadel)

 

25% of the university’s systems and policies will be reviewed based on a set of criteria that measures inclusivity and accessibility standards and 80% will meet the criteria (I&E SP- 3.B.1).

Process developed and approved by President's Cabinet. Inclusion and Equity will conduct an "I&E review" of all Cabinet and Board of Trustees effective April 2018.

Vice President for Inclusion & Equity (Jesse Bernal), Assistant Vice President for Equity, Planning, and Compliance (Kathleen VanderVeen)

See Policy Review Flowchart.

Contributions to diversity, inclusion, equity, and social justice are formally considered in faculty tenure and review policies and processes; and also as part of the formal evaluation and merit salary increase program for non-Academic staff.

Needs discussion.

Executive Vice President for Academic and Student Affairs & Provost (Maria Cimitile), Vice President for Administrative Services (Scott Richardson), & Vice President for Inclusion and Equity (Jesse Bernal) 

 

Theme #3: More diversity training (Social Justice Education) needed for employees.

Recommendation

Status/Timeline

Responsible Parties

Additional Updates/Actions

Explore mandatory employee training.

Needs discussion.

President's Cabinet

 

Conduct mandatory supervisor diversity training.

Needs discussion

President's Cabinet

 

100% of all new tenure track faculty and fulltime AP and PSS staff will complete an intercultural training module (I&E SP- Objective 2.B.2).

Needs discussion.

President's Cabinet

 

Increase the number of faculty who complete FTLC and Division of Inclusion and Equity Professional Development initiatives by 20% (I&E SP- Objective 2.B.3).

Needs discussion.

Assistant Vice President for Inclusion and Student Affairs (Marlene Kowalski-Braun) & Director of the Pew FTLC and Vice Provost for Instructional Development and Innovation (Christine Rener)

 

Work with UAS Equity and Inclusion Committee to discuss faculty training and classroom civility opportunities

Needs discussion.

Executive Vice President for Academic and Student Affairs & Provost (Maria Cimitile) & Vice President for Inclusion and Equity (Jesse Bernal)

 

Share President’s Cabinet-level training commitment more publicly.

Needs discussion.

President's Cabinet

At least half-day trainings have taken place with President and Provost Cabinet at least once per semester since fall 2015, including focus on social justice 101 and sexual harassment prevention.

Increase Intergroup Dialogue program and extend to employees.

Needs discussion.

Assistant Vice President for Inclusion and Student Affairs (Marlene Kowalski-Braun) & Associate Vice President for Human Resources (Maureen Walsh)

The Division of Inclusion and Equity, in partnership with the Brooks College, invested in extensive training of employees in both 2016 and 2018. See this article. IGD programs were instituted in residence halls for students on a limited basis due to resource constraints.

Explore opportunities for the pilot Inclusion and Equity (or Social Justice) Institute.

In progress for 2018-2019 pending temporary funding.

Assistant Vice President for Inclusion and Student Affairs (Marlene Kowalski-Braun)

 

Explore “badges” related to inclusion and equity with FTLC and the Provost’s Office for successful completion of trainings.

Needs discussion

Director of the Pew FTLC and Vice Provost for Instructional Development and Innovation (Christine Rener)

 

Create a leadership professional development program that specifically addresses opportunities for growth and promotion of employees from underrepresented backgrounds. (staff campus climate action team recommendation) [“Cultivate” pilot set for 2018-2019]

Pilot set for 2018-2019.

Social Justice Education Director (Relando Thompkins-Jones), Director, Affirmative Action/EEO (Scott Ayotte), & Associate Vice President for Human Resources (Maureen Walsh)

See Cultivate website at www.gvsu.edu/socialjustice/cultivate.

Theme #4: Continue to explore opportunities to enhance campus climate experiences for underrepresented communities.

Recommendation

Status/Timeline

Responsible Parties

Ongoing Updates/Actions

Continue to review campus climate data. 

Ongoing.

Vice President for Inclusion and Equity (Jesse Bernal)

 

Status update on Campus Climate Action Team recommendations.

Implementing into GVPlan & at www.gvsu.edu/mygvsu.

Special Projects Manager for Inclusion and Equity (Elizabeth Doyle)

 

Hold bi-annual open forums to discuss employee climate.

Planning with faculty and staff affinity groups for each semester moving forward.

Director, Affirmative Action/EEO (Scott Ayotte) & Special Projects Manager for Inclusion and Equity (Elizabeth Doyle)

 

Explore faculty/staff ombuds opportunity.

Discussions continuing.

President's Cabinet

Employee ombuds functions resource page underdevelopment.

Develop customized myGVSU Climate Survey reports for all academic colleges and use Faculty Associates in Inclusion & Equity to present data to academic colleges, as requested.

Completed & Ongoing upon request.

Special Projects Manager for Inclusion and Equity (Elizabeth Doyle)

Contact inclusion@gvsu.edu.

Support strategic plans for each department to address climate.

The Division of Inclusion and Equity continues to be available to support unit/department/division goals related to 2016-2021 Strategic Plan.

Assistant Vice President for Equity, Planning, and Compliance (Kathleen VanderVeen)

Contact inclusion@gvsu.edu.

Enhance exit interviews to include climate questions.

Changes implemented in 2016; all employees also have a choice to conduct an exist interview with the AA office.

Director of Compensation & Employment, Human Resources (Linda Yuhas) & Director of Affirmative Action/EEO (Scott Ayotte) 

Continued exit interview enhancements are being explored.

Ensure every college/unit/department has a representative tasked with advocating for and pursuing more inclusion and equity.

Needs further discussion.

President's Cabinet

 

I&E/Social justice centers/CSLC education on consciousness raising of white faculty/staff/students.

“Decolonizing White Consciousness” program for faculty and staff piloted in Spring/Summer 2018.

Assistant Vice President for Inclusion & Student Affairs (Marlene Kowalski-Braun) & Inclusion and Equity Faculty Associate (Lisa Perhamus)

Plans for continue implementation for 2018-19 and beyond.



Page last modified July 2, 2018